Advancing Antiracism, Diversity, Equity, and Inclusion in STEMM Organizations Beyond Broadening Participation (2023) / Chapter Skim
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9 Research Agenda
9 Research Agenda
Pages 266-286
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From page 266... ...
The current chapter pivots from examining extant evidence to identifying the evidence that is missing. Thus, this chapter sets forth a research agenda, as directed by the committee's Statement of Task, which states that the committee's final consensus report will "define a research agenda to address gaps in knowledge in the evidence base to advance antiracism, diversity, equity, and inclusion." The committee developed this research agenda over the course of the study process.
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From page 267... ...
The committee believed that to address the knowledge gaps and develop an innovative agenda, each part of the research process starting from study development through publication needed to be taken into consideration. The items discussed in the research process are meant to apply to all levels of analysis from historical structures to the individual level.
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From page 268... ...
Career opportunities in STEMM 3. Identification of the multiple institutions, including those in STEMM education and industry, that worked to support slavery, genocide, and continued White supremacy.
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3. Structural investments that serve to address various inequalities that directly map onto the empirically supported historical and current legacies of structural racism.
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Policies that directly map on to the empirically supported historical and current legacies of structural racism. These are inclusive of, but not limited to the following: • Policies that reform incarceration • Policies that reform policing • Policies that reform healthcare • Policies that reform housing • Policies that reform education • Policies that reform wealth accumulation and distribution As stated previously in the report, Title VII of the Civil Rights Act of 1964 was a milestone in helping promote antiracism, diversity, equity, and inclusion in STEMM organizations.
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From page 271... ...
As discussed in Chapter 2, the committee found that while minority serving institutions have faced significant underfunding, they have advanced representation by helping minoritized students obtain STEMM degrees. Since MSIs are a critical asset, there needs to be a continued and more robust empirical investigation that helps better understand the ways in which the strengths of MSIs can be advanced and leveraged.
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From page 272... ...
Additional organizational psychology research is needed to examine the organizational systems, dynamics, and incentives that inform advancements in antiracism, diversity, equity, and inclusion across several STEMM contexts, including STEMM departments within universities and various business units within industry settings. There also needs to be greater investigation on the role of community accountability in helping advance and sustain antiracism, diversity, equity, and inclusion.
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There needs to be a continued investigation focused on identifying which organizationlevel interventions, including, policies, practices, procedures, opportunity structures, trainings, and interventions work in producing measurable and sustainable change in advancing antiracism, diversity, equity, and inclusion in STEMM organizations. There needs to be a greater empirical examination of the following: 1.
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However, further investigation into STEMM contexts is needed. There needs to be a greater empirical examination of the following: 1.
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TEAMS More robust investigations are needed to focus on identifying which team-based interventions -- including policies, practices, procedures, opportunity structures, trainings, and interventions -- are most effective in producing measurable and sustainable change that advances antiracism, diversity, equity, and inclusion in STEMM teams. Specifically, there needs to be a greater examination of the contact hypothesis in STEMM organizations.
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From page 276... ...
The committee determined that a continued examination of the factors, conditions, and mechanisms that predict a greater sense of belonging and inclusion across multiple STEMM contexts. Furthermore, there needs to be a more robust body of qualitative and mixed-methods research capturing the lived experiences of minoritized individuals.
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A much more robust and nuanced body of research focused on Asian Americans in STEMM contexts is needed. 2 Asian Americans are not a monolithic group, and persons who identify as Asian American may claim many different geographical, ethnic, and immigrant roots.
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In addition, a much more robust and nuanced body of literature focusing on Latine individuals in STEMM contexts is needed. 3 Latine is not a monolithic identity, but rather, a group that comprises persons who identify as Latine claiming many different geographical, racial, and immigrant roots.
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RESEARCH PROCESS: ITEMS FOR ALL LEVELS As discussed previously, the second half of the research agenda addresses the research process. The items discussed in the research process are meant to apply to all levels of analysis ranging from historical structures to the individual level.
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From page 280... ...
This includes how multiple systems and structures of privilege and oppression that are connected to individuals' multiple identities, inform the lived experiences of minoritized individuals across various STEMM contexts. Finally, the "leaky pipeline" metaphor is both false and harmful, and this framework should be abandoned (e.g., Cannady et al., 2014)
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In doing so, this may help build capacity for tribal sovereignty and improve research practices for the broader research community.
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In addition, there needs to be a greater incorporation of factors that may vary by race and ethnicity. These are essential in understanding minoritized individuals' experiences, barriers, and opportunities in STEMM contexts.
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Study leaders who are examining antiracism, diversity, equity, and inclusion across a variety of STEMM contexts need to develop diverse research teams when studying these issues, as research team representation informs the knowledge gaps that are being filled.
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CONCLUSION The scientific evidence and lived experiences presented in this report offer critical insights and form a strong foundation for the committee's research agenda. Stakeholders who conduct and fund STEMM research can use this research agenda to fill critical gaps in the empirical evidence base and improve how research is conducted.
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From page 285... ...
A Call for a Critical Intersectional Lens for DEI and Anti-Racist Strategies to Include Asian Americans. Paper commissioned by the Committee on Advancing Antiracism, Diversity, Equity, and Inclusion in STEMM Organizations, National Academies of Sciences, Engineering, and Medicine, Washington, DC.
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Hispanic/Latinx Anti-racism, Diversity, Equity, and Inclusion in STEM: A Commissioned Paper. Paper commissioned by the Committee on Advancing Antiracism, Diversity, Equity, and Inclusion in STEMM Organizations, National Academies of Sciences, Engineering, and Medicine, Washington, DC.
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