Addressing Diversity, Equity, Inclusion, and Anti-Racism in 21st Century STEMM Organizations Proceedings of a Workshop–in Brief (2021) / Chapter Skim
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Addressing Diversity, Equity, Inclusion, and Anti-Racism in 21st Century STEMM Organizations: Proceedings of a Worskshop - in Brief
Addressing Diversity, Equity, Inclusion, and Anti-Racism in 21st Century STEMM Organizations: Proceedings of a Worskshop - in Brief
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in STEMM settings. The 2-day, public webcast summit explored the empirical and experiential evidence related to the ways in which systemic racism and other barriers impede STEMM careers for historically marginalized racial/ethnic groups, and explored ways to address these barriers, including strategies undertaken by stakeholder communities.1 In this summit, speakers discussed how diversity, equity, inclusion, and anti-racism impact STEMM organizations.
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. Current medical training systems support fewer Black medical professionals, explained Laurencin, and this can contribute to health disparities since BIPOCs have been found to have lower treatment levels and lack trust in the medical community.
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Richeson stated the impact in present-day terms, "Although changes to the law now make explicit forms of discrimination illegal, compared to the 1960s, neighborhoods and schools have remained largely racially segregated, as has the workforce." Richeson presented a study in which respondents estimated that the average Black family in 1963 had 50 percent of the wealth of an average White family and in 2016 they had 90 percent; however, the average Black family in 2016 actually had about 10 percent of the wealth of the average White family.2 In a presentation on Black experiences with racism, Claude Steele (Stanford University) noted that some of the transformational higher education landmarks in the United States, such as the Morrill Land Grant College Act and the GI Bill, may have bolstered White college degree attainment, but did not rectify racial inequity.
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The negative experiences, Joseph said, can result in Black girls, including those who have an interest and passion for math and science, not pursuing STEMM studies. THE MYTH OF A POST-RACIAL AMERICA Using the Harvard Implicit Association Test,4 Banaji cited research shows that 75 percent of White Americans show an implicit preference for White people over Black people.
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While the faculty and administrators may believe in a neutral or colorblind process, the biases inherent in a system that prizes meritocracy results in negative outcomes for women and applicants of color. One of Posselt's studies showed that faculty hold a strong preference for certain admissions criteria that signal merit, which are connected to the faculty members' own identities as researchers and preconceived notions of prestigious programs.6 When it comes time to make difficult decisions for admissions for borderline students, faculty selected students who they believed were more likely to finish a degree based on racialized signals such as test scores and undergraduate university (preference for elite and Ivy-league schools)
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Employees from historically underrepresented backgrounds in private companies do not necessarily receive the same levels of support as White male employees. Scientists and engineers from historically underrepresented backgrounds thrive at a higher level when respected and provided with equitable access to promotion.
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Plaut described a study that rated engagement between White employees and employees from historically underrepresented group by measuring colorblind attitudes, support for racial diversity policies, and support for diverse staff and leadership.8 The more that White employees believed in colorblindness, the less engaged their underrepresented minority colleagues were. In contrast, the more support White colleagues had for diversity policies and staff, the more engaged their colleagues from underrepresented minorities felt.
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Twyla Baker of Nueta Hidatsa Sahnish College, one of the U.S.'s tribal colleges and universities (TCU) dedicated to serving Native American and Indigenous students, described the scaffolding of support available through the Project Success program.
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Improving the Efficacy of Diversity Trainings and Policies Corporate organizations spend approximately $8 billion annually on diversity training, often focusing on unconscious or implicit bias. However, according to Onyeador, "diversity trainings in general have limited if any utility for increasing the representation of people of color at the managerial level and can result in defensiveness and feelings of exclusion among Whites or other dominant group members." Dobbin listed three primary approaches that companies, and universities have taken to address diversity, equity, inclusion, and anti-racism within their organizations: 1.
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Marie Bernard (National Institutes of Health) discussed the NIH UNITE initiative that uses five interacting work streams to address a range of intramural and extramural issues including stakeholder experiences, research on health disparities, transparency, and accountability.
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, University of California, San Francisco; Marielena DeSanctis, Community College of Denver; Susan Fiske, Princeton University; Juan Gilbert, University of Florida; Darryl Monteau, Society for Advancement of Chicanos/Hispanics & Native Americans in Science (SACNAS) ; Roderic I
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The planning committee was responsible only for organizing the public session, identifying the topics, and choosing speakers. REVIEWERS: To ensure that it meets institutional standards for quality and objectivity, this Proceedings of a Workshop -- in Brief was reviewed by Darryl Monteau, Native Initiatives, Society for Advancement of Chicanos & Hispanics and Native Americans in Science.
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