Challenging systemic barriers to promote the inclusion, recruitment, and retention of URM faculty in STEM

Campos, Jose; Wherry, E. John; Shin, Sunny; Ortiz-Carpena, Jorge F.

doi:10.1016/j.chom.2021.04.001

Cited by 12 publications

(8 citation statements)

References 10 publications

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“…These suggestions are ordered by their relative feasibility: we see the first as the most feasible and the third as the most challenging to implement but most impactful. STEM fields and microbiome sciences in particular continue to lack representational diversity ( 62 , 63 ). BIPOC, people with disabilities, and gender-diverse students and scientists should be sought out and supported for academic research, teaching jobs, funding, and publication.…”

Section: Conclusion: Toward An Antiracist Microbiome Sciencementioning

confidence: 99%

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Chasing Ghosts: Race, Racism, and the Future of Microbiome Research

et al. 2021

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In this article, we argue that a careful examination of human microbiome science’s relationship with race and racism is necessary to foster equitable social and ecological relations in the field. We point to the origins and evolution of the problematic use of race in microbiome literature by demonstrating the increased usage of race both explicitly and implicitly in and beyond the human microbiome sciences.

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Section: Conclusion: Toward An Antiracist Microbiome Sciencementioning

confidence: 99%

“…STEM fields and microbiome sciences in particular continue to lack representational diversity ( 62 , 63 ). BIPOC, people with disabilities, and gender-diverse students and scientists should be sought out and supported for academic research, teaching jobs, funding, and publication.…”

Section: Conclusion: Toward An Antiracist Microbiome Sciencementioning

confidence: 99%

Chasing Ghosts: Race, Racism, and the Future of Microbiome Research

et al. 2021

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“…Short-term solutions, such as freely available videos or modules, may help increase reach (e.g., [ 56 , 57 ]). Long-term solutions would include a seismic shift in funding to support this type of training, funding smaller institutions, and funding recruitment, training, and retention of a diverse workforce (including those with lived experience with inequities) to support different career paths and strengthen diversity and value in research teams [ 58 – 60 ].…”

Section: Discussionmentioning

confidence: 99%

Assessing researchers’ capabilities, opportunities, and motivation to conduct equity-oriented dissemination and implementation research, an exploratory cross-sectional study

Baumann

Woodward

Singh

et al. 2022

BMC Health Serv Res

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Background A recent paradigm shift has led to an explicit focus on enhancing health equity through equity-oriented dissemination and implementation (D&I) research. However, the integration and bidirectional learning across these two fields is still in its infancy and siloed. This exploratory study aimed to examine participants’ perceived capabilities, opportunities, and motivations to conduct equity-oriented D&I research. Methods We conducted an exploratory cross-sectional survey distributed online from December 2020 to April 2021. Participants were recruited at either D&I or health disparities-oriented conferences, meetings, through social media, or personal outreach via emails. Informed by the Capability, Opportunity, and Motivation Model (COM-B), the survey queried respondents about different aspects of engaging in and conducting equity-oriented D&I research. All analyses were conducted in SPSS Version 27.0. Results A total of 180 participants responded to the survey. Most participants were women (81.7%), white (66.1%), academics (78.9%), and faculty members (53.9%). Many reported they were advanced (36.7%) or advanced beginners (27.8%) in the D&I field, and a substantial proportion (37.8%) reported being novice in D&I research that focused on health equity. Participants reported high motivation (e.g., 62.8% were motivated to apply theories, models, frameworks for promoting health equity in D&I research), but low capability to conduct equity-oriented D&I research (e.g., 5% had the information needed for promoting health equity in D&I research). Most participants (62.2%) reported not having used measures to examine equity in their D&I projects, and for those who did use measures, they mainly used individual-level measures (vs. organizational- or structural-level measures). When asked about factors that could influence their ability to conduct equity-oriented D&I research, 44.4% reported not having the skills necessary, and 32.2% stated difficulties in receiving funding for equity-oriented D&I research. Conclusions Study findings provide empirical insight into the perspectives of researchers from different backgrounds on what is needed to conduct equity-oriented D&I research. These data suggest the need for a multi-pronged approach to enhance the capability and opportunities for conducting equity-oriented D&I work, such as: training specifically in equity-oriented D&I, collaboration between D&I researchers with individuals with expertise and lived experience with health equity research, funding for equity-oriented D&I research, and recognition of the value of community engaged research in promotion packages.

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“…Hispanics are the fastest growing minoritized group in the United States, but they remain a significantly underrepresented group in the microbial sciences, comprising 6% of the total workforce of microbiologists in the United States ( 10 , 12 , 13 ). Because Hispanics have many commonalities, they are routinely treated as a homogeneous group in science and research ( 14 ).…”

Section: Hispanic Latinx Latin American Puerto Rican: the Need To Uni...mentioning

confidence: 99%