Megan M. Parsons
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 detailed how to serve as an effective mentor and how to plan an inclusive event. Part Two focuses on thoughtful research study design and the recruitment, selection, and retention of underrepresented students in research disciplines throughout the academic pipeline.
Our values and visions as academics manifest in the work we do and in the next generation of engineers we inspire. By purposefully establishing a laboratory mission that encompasses the value of diversity, researchers can benefit the scientific enterprise. This article highlights two approaches to diversity in a laboratory environment: diversity in research study design and diversity in research groups.
Research Study Design
The 2012 United States Food and Drug Administration Safety and Innovation Act (FDASIA) Sec. 907 directed the FDA to investigate the representation of demographic subgroups in clinical trials for drugs, biologics, and devices, and improve transparency of safety and efficacy statistics in these subgroups. The rationale for this is to ensure that mechanisms and potential side effects of drugs and medical devices are well-characterized in target populations. Therefore, it is imperative when designing human subject research and clinical trials that scientists and engineers remove barriers to minority recruitment and participation. To increase the generalizability of research findings, researchers can partner with trusted physicians and community organizations for recruitment efforts; offer culturally sensitive study materials in accessible formats; and maintain data transparency and report outcomes at the conclusion of the study.
In a panel discussion at the 2019 HubWeek Fall Festival in Boston, Mason Dunn, Director of Advocacy at Keshet, highlighted the importance of ensuring that research studies not only include marginalized groups, but also ask respectful and inclusive questions. Dunn alluded to multiple research studies involving transgender individuals wherein the very first question was “Are you male or female?” It is this type of oversight that hinders the collection of good data and alienates the study population. Researchers should not only strive for diversity in their study populations, but also emphasize thoughtful practices when designing the studies themselves.
Recruitment and Retention of Underrepresented Students in Research
Harvey Mudd College is a prime example of how structural and environmental changes can contribute to increased representation of women in quantitative fields. President Maria Klawe successfully spearheaded efforts to increase diversity by focusing on three priorities:
- Making the learning environment interesting and supportive
- Building confidence and community among women and underrepresented minorities
- Demystifying success
Principally, we can attract potential young scientists to apply for research positions by emphasizing benefits of the laboratory environment that would appeal to students of a broad range of backgrounds. Undergraduate students of low socioeconomic status, for instance, may not feel as though they have sufficient time outside of work to devote to a laboratory position. However, if recruitment materials indicate that a lab opportunity offers “flexible hours” and that “students of all backgrounds are encouraged to apply”, these students may recognize this welcoming and supportive environment as one in which they, too, can thrive.
Fostering this type of diverse, equitable, and inclusive laboratory environment requires effort and dialogue, but ultimately serves to build a sense of community and retain diverse talent.
