What Can Academic Institutions Do To Address Diversity and - - PowerPoint PPT Presentation

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What Can Academic Institutions Do To Address Diversity and - - PowerPoint PPT Presentation

Jan 31, 2023 175 likes •815 views

What Can Academic Institutions Do To Address Diversity and Inclusion? Avery August HHMI Professor Professor of Immunology Department of Microbiology & Immunology College of Veterinary Medicine Vice Provost for Academic Affairs

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Avery August HHMI Professor Professor of Immunology Department of Microbiology & Immunology College of Veterinary Medicine Vice Provost for Academic Affairs Cornell University

“What Can Academic Institutions Do To Address Diversity and Inclusion?”

Immunology 2019 AAI Fostering Diversity and Preventing Harassment in the Biomedical Research Workforce May 11, 2019

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Disclosure:

The 3M Company

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Native peoples of San Diego: Luiseno, Cahuilla, Cupeno, Kumeyaay, and Northern Diegueño

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In the beginning…..

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Native removal

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84% Native removal

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154 years ago (1865), Congress passed the 13th amendment to the constitution which abolished slavery in the United States.

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99 years ago (1920), Congress passed the 19th amendment to the constitution which gave women the right to vote.

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Marie Curie Nobel Prize in Physics in 1903 Nobel Prize in Chemistry in 1911

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Irène Joliot-Curie Nobel Prize in Chemistry in 1935

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Irène Joliot-Curie Nobel Prize in Chemistry in 1935

1970’s the Ivy League became co-educational….

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1947 federal court case ruled that segregation of Mexican and Mexican American students in Orange County, CA into separate "Mexican schools" was unconstitutional.

Mendez, et al v. Westminister [sic] School District of Orange County, et al

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Redlined neighborhoods have the highest share of black residents

Effects of government sanctioned redlining

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Data from Education Finance Statistics Center

Effects of property value and school funding

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Data from the U.S. Census

Changing demographics of the U.S.

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Basic Science faculty makeup at Medical Schools

Data from the AAMC 2017

0 10 20 30 40 50 60 70 80 90 100

URM White Professor Associate Professer Assistant Professor % Total

URM Status

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Modified from Gibbs and Griffin, CBE Life Sci Educ 2013;12:711-723

Career pathway decisions

Decision to pursue PhD Graduate Training experiences Decision to pursue Postdoc No Yes Non research career Postdoc Training experiences Decision After Postdoc Research intensive Teaching intensive Decision to pursue BS Undergraduate Research experience

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1998 2000 2002 2004 2006 2008 2010 2012 2014 2 4 6 8 10 12 14 16

% expressed interest

HS interest in Biol

White URM

Similar interest among high school students in a degree in biology

Adapted from Meyers et al PLOS ONE 13: e0190606.

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Slope of change in BS STEM (2002-2012)

  • 0.6
  • 0.4
  • 0.2

0.0 0.2 0.4

Slope

White URM

Higher rate of STEM BS degrees for URM….

Calculated from data tabulated by National Science Foundation, National Center for Science and Engineering Statistics; data from Department of Education, National Center for Education Statistics: Integrated Postsecondary Education Data System Completions Survey.

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Slope of change in PhD degree Bio Sci (2002-2012)

  • 0.02
  • 0.01

0.00 0.01 0.02 0.03 0.04 0.05

Slope White URM

Calculated from data tabulated by National Science Foundation, National Center for Science and Engineering Statistics; data from Department of Education, National Center for Education Statistics: Integrated Postsecondary Education Data System Completions Survey.

Higher rate of biological sciences PhD degrees for URM….

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Increasing graduate trainee diversity….

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Increasing graduate trainee diversity….

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Larger rate of increase in URM faculty pipeline pool…

URM candidates Majority candidates

Gibbs et al; PLOS ONE 9: e114736.

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…accompanied by a drop in hiring URM faculty

URM candidates Majority candidates

Gibbs et al; PLOS ONE 9: e114736.

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Paradox More is less..

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Choices….

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Modified from Gibbs and Griffin, CBE Life Sci Educ 2013;12:711-723

Career pathway decisions

Decision to pursue PhD Graduate Training experiences Decision to pursue Postdoc No Yes Non research career Postdoc Training experiences Decision After Postdoc Research intensive Teaching intensive Decision to pursue BS Undergraduate Research experience

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Modified from Gibbs and Griffin, CBE Life Sci Educ 2013;12:711-723

Career pathway decisions

Decision to pursue PhD Graduate Training experiences Decision to pursue Postdoc No Yes Non research career Postdoc Training experiences Decision After Postdoc Research intensive Teaching intensive Decision to pursue BS Undergraduate Research experience

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Basic Science faculty makeup at Medical Schools

0 10 20 30 40 50 60 70 80 90 100

Female Male Professor Associate Professer Assistant Professor % Total

Data from the AAMC 2017

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Athena Scientific Women Achievement Network (SWAN) Charter Launched in 2005 to address the unequal representation of women and to encourage and recognize commitment to advancing the careers of women in STEM employment in both higher education and research..

Athena Swan Initiative

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160 Charter Members to date; provides guidance, templates, best practices

..recognise a solid foundation for eliminating gender bias and developing an inclusive culture that values all staff. Includes assessment, 4-year plan,

  • rganization structure..

..significant record of activity and achievement in promoting gender equality and in addressing challenges in different disciplines, including improvements from Bronze.. completely embedded, strong leadership in promoting and championing the charter principles of gender equality, data demonstrating the impact and intersectional approach of Athena SWAN activities. 36 members 288 members 316 members

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..significant record of activity and achievement in promoting gender equality and in addressing challenges in different disciplines, including improvements from Bronze..

Funding in the U.K. dependent on Athena SWAN Silver status

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>drive institutional transformation based on gender-disaggregated data collection methods, mentoring schemes, implementation of work–life balance policies, and guidance for institutional leaders to ensure understanding of changes to policies and practices aimed at enhancing faculty careers for women in STEM. > Research on gender equity and inclusive practices. > Examples include how to train search committees, department chairs, and tenure and promotion committees to reduce the impact of cultural stereotypes on judgement and decision making. Launched in 2001 to to develop systemic approaches to increase the participation and advancement of women in academic STEM careers.

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0 10 20 30 40 50 60 70 80 90 100

STEM roles Female STEM Female Faculty ADVANCE Non-ADVANCE % Total

STEM Female Faculty STEM Roles Female % increase

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Lessons from Athena Swan and NSF ADVANCE

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High Quality Institutional Data

> Quantitative and Qualitative > Baseline data for benchmarking > Disaggregated

Lessons from Athena Swan and NSF ADVANCE

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>President and Provost must be invested and accountable >Female/URM leaders may experience positive and negative effects on career >Men in STEM should become more engaged

Appropriate Leadership

Lessons from Athena Swan and NSF ADVANCE

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>Depends on senior management > Recruitment, hiring, research support, tenure and promotion criteria, work life balance > Negative policies might be difficult to eliminate > Representation of women/URM

Implement and Sustain Policy changes

Lessons from Athena Swan and NSF ADVANCE

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The utility of student teaching evaluations…

Genius

PLOS ONE 11(3): e0150194

Use of ”Genius” on RateMyProfessors.com

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Use of the words “brilliant” and “genius” on RateMyProfessors.com predicts the proportion

  • f 2011 U.S. PhDs who are African American

PLOS ONE 11(3): e0150194

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Medical Education (2018) 52: 1064–1072

Teaching evaluations

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Change the environment…..

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..recognizing, progressing and committing to equality and diversity in higher education. Recognizing commitment to the advancement of gender equality in academia, addressing unequal gender representation across academic disciplines, professional and support functions and removing the

  • bstacles faced by women.

Improving the representation, progression and success of black and minority ethnic staff and students within higher education.

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https://seachange.aaas.org/

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Intersectionality

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Data from the AAMC 2017

Male: Female ratio of basic science faculty at U.S. medical schools

0.0 0.5 1.0 1.5 2.0 2.5 3.0 3.5 4.0

M:F Ratio

Professor Assoc. Professor Asst. Professor

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0.0 0.5 1.0 1.5 2.0 2.5 3.0 3.5 4.0

Professor Associate Professer Assistant Professor M:F Ratio White Asian URM

Male: Female ratio of basic science faculty at U.S. medical schools

Data from the AAMC 2017

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Data from the U.S. Census

Changing demographics of the U.S.

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Xu and Page, AJMC

The promise of personalized medicine

Costs of Sequencing a single Human Genome 2003-2015

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Medium

Who decides?

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Charles Drew, MD, CM, MDSc.

  • born June 3, 1904, in Washington,

D.C.

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As you know, there is no scientific basis for the separation of the bloods of different races except on the basis of the individual blood types or groups.

  • Charles Drew
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1940.

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1940

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Change the environment…..

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84% Native removal What do we do here?