skip to main content
US FlagAn official website of the United States government
dot gov icon
Official websites use .gov
A .gov website belongs to an official government organization in the United States.
https lock icon
Secure .gov websites use HTTPS
A lock ( lock ) or https:// means you've safely connected to the .gov website. Share sensitive information only on official, secure websites.


Title: Knowledge gains in a professional development workshop on diversity, equity, inclusion, and implicit bias in academia
As literature indicates, historic racism and implicit bias throughout academia have been profound metrics leading to a lack of diversity, as related to people from underrepresented groups according to race and ethnicity, among biomedical sciences graduate students in U.S. universities. Recognizing such challenges, a team of biomedical scientists and inclusivity educators developed and implemented a pilot training program within an academic health sciences center as an initial step to educate faculty and staff regarding their roles in the promotion of an inclusive academic environment, receptive to all students, including underrepresented students. The 3-h workshop included didactic modules, videos, teaching modules, and active attendee participation. Faculty and staff were presented common terminology and ways to promote the development of an inclusive and diverse academic workforce. Compared with pre-workshop, post-workshop survey results indicated a statistically significant improvement in attendee knowledge of correctly identifying definitions of “implicit bias,” “status leveling,” “color-blind racial attitudes,” “tokenism,” and “failure to differentiate.” Additionally, by the end of the workshop, participants had a statistically significant increase in self-perceptions regarding the importance of improving diversity and recognizing biases and stereotypes in graduate education, knowing what to say when interacting with people from different cultures, and the ability to acknowledge bias when mentoring students from groups underrepresented in the biomedical field. This preliminary initiative was successful in the introduction of faculty and staff to the importance of fostering an inclusive academic environment and thereby developing a diverse workforce.  more » « less
Award ID(s):
1659752
PAR ID:
10290361
Author(s) / Creator(s):
; ; ; ; ;
Date Published:
Journal Name:
Advances in Physiology Education
Volume:
44
Issue:
3
ISSN:
1043-4046
Page Range / eLocation ID:
286 to 294
Format(s):
Medium: X
Sponsoring Org:
National Science Foundation
More Like this
  1. The Louisiana State University College of the Coast & Environment (LSU CC&E) developed a multi-faceted strategic initiative to increase its diversity, equity, and inclusion. Elements of this initiative began one-by-one over the last decade and were aggregated into a comprehensive implementation plan—the 2020 CC&E Diversity, Equity, and Inclusion Action Plan. Based on best practices in the “physical sciences” (i.e., geosciences, including oceanography), the plan aims to augment recruitment and retention using limited resources and personnel. The long-range goal is to increase the number of PhD graduates from underrepresented groups by employing strategies that start at the 6–12th grade level. The plan involves a change in culture, clear communications about needs and goals, and active participation and engagement of CC&E faculty, students, staff, supporters, and partners. This plan is increasing the diversity of enrollment in our academic programs and will ultimately lead to more students with both undergraduate and graduate degrees. 
    more » « less
  2. Academic institutions in the US have recently refocused their attention on Diversity, Equity, and Inclusion. This panel consisting of engineering faculty, administrators and industry professionals will discuss how colleges of engineering can approach the problem of recruiting, retaining, and graduating undergraduate underrepresented minority (URM) students by using a sociotechnical systems modeling approach. The main thrust of the discussion is how an academic organizational system such as a college of engineering can be broken down into a social system consisting of the people (students, faculty, staff and other stakeholders), and a technical system consisting of programs and initiatives for URM student success. Joint analyses of the social system and the technical system can then reveal systemwide barriers and opportunities for enabling URM student success. 
    more » « less
  3. null (Ed.)
    One of the major barriers to increasing the percentage of underrepresented minority (URM) faculty in STEM fields is the small number of URM applicants for academic positions. Recent studies have shown that African-American and Hispanic/Latinx students make up only 2.7% and 3.3%, respectively, of doctorates granted in STEM disciplines in the U.S. Additionally, the 2-year attrition rate of URM doctoral students is nearly 50%, substantially greater than the rate for non-URM students at most institutions. This presentation reports on an effort by an alliance of three North Carolina public universities to develop, implement, and test a model to improve these URM outcomes. The project involves adapting and implementing research-based institutional change strategies that positively impact URM graduate students in STEM disciplines. Each participating department has a volunteer faculty member interested in URM success issues designated as a "AGEP-NC Faculty Fellow." The Fellow receives support and training on mentoring, the experiences of underrepresented minority students, and on fostering change. First, the Fellows introduce their departmental colleagues to best practices in supporting URM students in PhD programs. Together with their department head and director of graduate programs, they work with the faculty to understand graduate student pathways, identify practices and policies that promote success, and diagnose trouble spots. Based on this study of the graduate student experience in their own department, the faculty then develop a departmental diversity plan to build these insights into departmental practices and procedures. This presentation will overview the project design for the 5-year program, share materials used in the Faculty Fellow training, and summarize preliminary findings from surveys regarding attitudes and perceptions of the faculty and graduate students in the Year 1 cohort of six departments. The project is supported by the NSF AGEP(Alliances for Graduate Education and the Professoriate) program. 
    more » « less
  4. One of the major barriers to increasing the percentage of underrepresented minority (URM) faculty in STEM fields is the small number of URM applicants for academic positions. Recent studies have shown that African-American and Hispanic/Latinx students make up only 2.7% and 3.3%, respectively, of doctorates granted in STEM disciplines in the U.S. Additionally, the 2-year attrition rate of URM doctoral students is nearly 50%, substantially greater than the rate for non-URM students at most institutions. This presentation reports on an effort by an alliance of three North Carolina public universities to develop, implement, and test a model to improve these URM outcomes. The project involves adapting and implementing research-based institutional change strategies that positively impact URM graduate students in STEM disciplines. Each participating department has a volunteer faculty member interested in URM success issues designated as a "AGEP-NC Faculty Fellow." The Fellow receives support and training on mentoring, the experiences of underrepresented minority students, and on fostering change. First, the Fellows introduce their departmental colleagues to best practices in supporting URM students in PhD programs. Together with their department head and director of graduate programs, they work with the faculty to understand graduate student pathways, identify practices and policies that promote success, and diagnose trouble spots. Based on this study of the graduate student experience in their own department, the faculty then develop a departmental diversity plan to build these insights into departmental practices and procedures. This presentation will overview the project design for the 5-year program, share materials used in the Faculty Fellow training, and summarize preliminary findings from surveys regarding attitudes and perceptions of the faculty and graduate students in the Year 1 cohort of six departments. The project is supported by the NSF AGEP (Alliances for Graduate Education and the Professoriate) program. 
    more » « less
  5. One of the major barriers to increasing the percentage of underrepresented minority (URM) faculty in STEM fields is the small number of URM applicants for academic positions. Recent studies have shown that African-American and Hispanic/Latinx students make up only 2.7% and 3.3%, respectively, of doctorates granted in STEM disciplines in the U.S. Additionally, the 2-year attrition rate of URM doctoral students is nearly 50%, substantially greater than the rate for non-URM students at most institutions. This presentation reports on an effort by an alliance of three North Carolina public universities to develop, implement, and test a model to improve these URM outcomes. The project involves adapting and implementing research-based institutional change strategies that positively impact URM graduate students in STEM disciplines. Each participating department has a volunteer faculty member interested in URM success issues designated as a "AGEP-NC Faculty Fellow." The Fellow receives support and training on mentoring, the experiences of underrepresented minority students, and on fostering change. First, the Fellows introduce their departmental colleagues to best practices in supporting URM students in PhD programs. Together with their department head and director of graduate programs, they work with the faculty to understand graduate student pathways, identify practices and policies that promote success, and diagnose trouble spots. Based on this study of the graduate student experience in their own department, the faculty then develop a departmental diversity plan to build these insights into departmental practices and procedures. This presentation will overview the project design for the 5-year program, share materials used in the Faculty Fellow training, and summarize preliminary findings from surveys regarding attitudes and perceptions of the faculty and graduate students in the Year 1 cohort of six departments. The project is supported by the NSF AGEP (Alliances for Graduate Education and the Professoriate) program. 
    more » « less