776 sciencecareers.org SCIENCEFOCUS ON CAREERS
diversity/equity/inclusionADVERTISING FEATURE: Produced by the Science/AAAS Custom Publishing OfficeWalking the walk: Tactics
There are many tactics to craft your strategic plan. Certainly,
a major component is committing to using inclusive language.
“Asking pronouns and accommodations is a baseline must,
but it is more about getting to know them individually,” says
Eaton. Introduce your team to diverse sources in your reference
material, syllabus, and networks. “If you look at our textbooks,
it has always been a celebration of white, straight men,” says
Beena Sukumaran, she/her, professor of mechanical and
manufacturing engineering and dean of the College of Engineering
and Computing at Miami University in Oxford, Ohio. “Provide
aspirational role models highlighting people from diverse
backgrounds in the professions.”
Inclusivity is aligned with accessibility, something that Agrawal
recognizes. In fact, she coaches her proteges to be thoughtful
when preparing presentations to ensure they are as accessible
as possible. Can those who are visually impaired, dyslexic, or
neurodiverse follow it? How about at the conference itself: Will
there be a sign language interpreter at the meeting? Can someone
in a wheelchair maneuver in the space? These are some of the
queries she challenges her students and postdocs to consider.
There is also team and personal accountability. “I have
discontinued faculty searches when I see the applicant pool is
not diverse. Shame on them,” says Walker. “We need to see good
behaviors in all our practices and policies and when we don’t see
it, we have to call it out to not reward those behaviors.”Do the just thing
It may not be easy to topple the status quo, or to stand up
for righteousness, especially in the context of our careers. But
“creating inclusive spaces is not a fad. The alternative is an
injustice,” says von Schill. “We have to be really willing to do some
work and look at cherished ideas about STEM and our educational
systems.” Adds Chow: “If you are not purposeful and genuine
about it, it’s not going to work. But if you choose to not do it, you
will be left behind.”
Furthermore, DEI is more than a framework. It’s a state of
mind. “It’s about what you do day-to-day,” says Eaton, “and
how you’re showing support for DEI in your field more so than
any proclamation you might make or contract you might have
someone sign.”
DEI is tough territory for the uninitiated but it is not outside
the boundaries of possibilities for STEM professors to construct
and execute a research strategy entwined with DEI principles
that support and nurture trainee triumph. “As an inclusive
leader, your role is to amplify their voice and provide them the
platform to speak,” advises Gorman. “This is di icult for people
who hold privilege and power. They might think it is easy to jump
in and fix all the problems but it is really more about listening and
empowering.”
And when you do listen, pay attention to the outcomes of your
DEI measures, too. Notes Walker: “The benefits are amazing in the
long term and your lab will flourish.”
Alaina G. Levine is a science writer, professor speaker, and author of
Networking for Nerds (Wiley, 2005).Adams, who has been involved in DEI e orts for years, o ers
a list of how to structure your DEI strategy, beginning with
mission, values, and goals, and then move into accountability
and consequences. “A PI should start by defining a vision
for their lab. They should decide what DEI looks like in
that space. Do they want representation that looks like society?”
she says. “If so, then devise a plan to build that vision. How are we
going to get there and how will we know we are there?”
Scientists are well positioned to create their own DEI strategy
because many of the steps mirror that of the scientific problem
solving process, including hypothesis, data collection, and
experimentation. “Create the code of conduct first—it’s how are
we agree to treat each other,” says Harris. The code should include
inclusive language, a task which presents its own challenges.
“Trying to write them well in an inclusive way is hard,” admits
Walker. “It takes expertise to not say or canonize things you
probably shouldn’t.” Lesley Chow (she/her), Frank Hook Assistant
Professor of materials science and bioengineering at Lehigh
University, intentionally plasters her lab ethos on her website.
“Love is love, immigrants are welcome, Black Lives Matter,
feminism for everyone,” she says. Her intention in explicitly stating
this is to create a safe space, where each individual feels heard
and seen and respected. “I talk very openly with my lab. By talking
about things, it validates it. I also tell my group if something
happens [to you], tell me so I can stand up and fight for [you].”
Adds Eaton: “You have to be adaptable, creative, and vulnerable;
tell them about your own struggles. It helps build trust, cohesion,
and authenticity.”
A safe space can encompass many attributes. It should include
a diversity of trainees and sta , and the means to support them,
advises Harris. It can feature cultural elements such as reasonable
work hours and mechanisms for feedback. “Part of the DEI plan
should also include support for families for childcare facilities and
people of trust to whom faculty members can openly report,” says
D’Alessandro. “Monitoring and transparent reporting of data on
DEI is among the key elements to identify where measures need to
be modified or newly introduced and therefore to make progress.
Preferably, the DEI plan should be prepared by a diverse team and
importantly it should reflect the real values of the faculty.”Featured participants
Bree Gorman Consulting
breegorman.comDrexel University
drexel.eduFlorida International University
JA Harris, LLC
http://www.jessicaaharris.comLehigh University
www1.lehigh.eduMiami University
miamioh.eduNational Radio Astronomy
Observatory
public.nrao.eduUniversity of Richmond
http://www.richmond.eduUniversity of Technology Sydney
http://www.uts.edu.auThe University of Texas at Dallas
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