Megan M. Parsons
Diversity & Inclusion Liaison
Diversity & Inclusion Liaison
In this series, we’ll discuss how graduate students, postdocs, and early career faculty can promote diversity, equity, and inclusion in an academic setting. Part One focuses on how to serve as an effective mentor and how to plan an inclusive event.
When people think of diversity, equity, and inclusion initiatives, many think of dry presentations, compulsory workshops, and other forms of training with questionable benefit. However, meaningful diversity and inclusivity needn’t be tedious or complex. Research has identified many ways in which those in academia can have a significant impact on their laboratory and broader university culture. Scientific excellence is a result of creativity and collaboration brought about through diversity, the benefits of which are realized through inclusion. These diversity and inclusion efforts benefit scientific research and facilitate intellectual discovery.
This article highlights two areas in which empathy and thoughtfulness can transform ordinary circumstances into uniquely beneficial and inclusive experiences.
Mentorship
One of the most valuable experiences as a graduate student is mentoring undergraduates and even high school or middle school students. In taking on a protégé, whether in the laboratory or through a mentorship program, there is an opportunity to provide support and guidance tailored to the student’s unique circumstances. If there is a need in your community for a new type of mentorship program – focused on supporting first-generation, LGBTQIA+, or ethnic-racial identities – then consider establishing one.
Once a mentor-mentee relationship has been established, work to maintain open communication with your mentee, don’t make assumptions, and strive to understand the nuances of a particular situation before offering advice. Furthermore, strive to provide encouragement and validation through your comments and learn the best ways in which to impart constructive criticism. This guide from the Dr. Catherine L. Drennan lab at MIT details how mentors can create an environment of trust, combat issues like stereotype threat and imposter syndrome, and ultimately promote diversity and inclusivity.
Event Planning
Whether you’re planning a scientific conference, retreat, workshop, or panel, organizing an event that is truly inclusive requires careful consideration during the event planning process. Start by developing a diversity statement that indicates the event’s dedication to inclusivity; follow through by providing venue accessibility information, an option to include preferred pronouns on nametags, or an opportunity for participants to indicate dietary restrictions.
Select a date for the event that doesn’t coincide with religious holidays or observances. Consider the length of your event and the audience: Would a lactation room be appreciated? What about childcare options? Do your speakers or workshop leaders represent the diversity in attendees?
Finally, gather feedback about the event and spend time reflecting on what you implemented that was successful, as well as areas in which you could improve. Keep these in mind as you plan your next event. By following these guidelines, event organizers can promote inclusion and belonging that enables all members of the scientific community to thrive.
This article highlights two areas in which empathy and thoughtfulness can transform ordinary circumstances into uniquely beneficial and inclusive experiences.
Mentorship
One of the most valuable experiences as a graduate student is mentoring undergraduates and even high school or middle school students. In taking on a protégé, whether in the laboratory or through a mentorship program, there is an opportunity to provide support and guidance tailored to the student’s unique circumstances. If there is a need in your community for a new type of mentorship program – focused on supporting first-generation, LGBTQIA+, or ethnic-racial identities – then consider establishing one.
Once a mentor-mentee relationship has been established, work to maintain open communication with your mentee, don’t make assumptions, and strive to understand the nuances of a particular situation before offering advice. Furthermore, strive to provide encouragement and validation through your comments and learn the best ways in which to impart constructive criticism. This guide from the Dr. Catherine L. Drennan lab at MIT details how mentors can create an environment of trust, combat issues like stereotype threat and imposter syndrome, and ultimately promote diversity and inclusivity.
Event Planning
Whether you’re planning a scientific conference, retreat, workshop, or panel, organizing an event that is truly inclusive requires careful consideration during the event planning process. Start by developing a diversity statement that indicates the event’s dedication to inclusivity; follow through by providing venue accessibility information, an option to include preferred pronouns on nametags, or an opportunity for participants to indicate dietary restrictions.
Select a date for the event that doesn’t coincide with religious holidays or observances. Consider the length of your event and the audience: Would a lactation room be appreciated? What about childcare options? Do your speakers or workshop leaders represent the diversity in attendees?
Finally, gather feedback about the event and spend time reflecting on what you implemented that was successful, as well as areas in which you could improve. Keep these in mind as you plan your next event. By following these guidelines, event organizers can promote inclusion and belonging that enables all members of the scientific community to thrive.
