Today, the Ecological Society of America is dropping its ballot for a new round of seats on the Governing Board. I’m hoping to serve the society as the VP for Education and Human Resources. If elected, I’ll begin a 3-year term in summer 2021.
I feel a dilemma — or rather, a tradeoff — when I think about investing time, money, and effort into supporting undergraduates to gain admission to graduate programs.
On one hand, we all know that the system is rigged, such that students who come from whiter and wealthier backgrounds have a huge leg up.
In the midst of the rush to drop the GRE, I think it helps if we spell out exactly why the GRE is considered to be a problem.
Let’s talk about “fit.” They say you get a faculty job offer because of “fit.” What does “fit” mean? In what ways do job candidates need to fit? How does “fit” work?
We did a thing that worked. Maybe you could try it. It’s something that I’ve suggested before, but now some results are in and I’m sharing it with you.
If you’re looking to recruit more undergraduates to your campus for summer research opportunities (and more), listen up.
You know how when drug developers are doing a clinical trial, but they stop the trial early because the results are so promising, that they are ethically bound to give the treatment to everybody in the control group? That’s how I feel about what I’m telling you today.
Last week, I got a request for some advice, and thought I’d share a version of my answer with y’all here.
I realize that recruiting students from underrepresented groups in STEM is not the most popular broader impact when scientists are actually implementing federally funded research projects. That said, I see a lot of folks putting so much time and effort to recruit minority students. And folks working to provide opportunities to minority students.
There’s a bunch of funding from federal agencies to send faculty at teaching institutions to leave their own labs, to work temporarily in other research labs.
You’re reading Small Pond Science right now — but a lot of our colleagues don’t read anything resembling a blog. So, for them, I’ve just published a short peer-reviewed paper about how this site addresses a common theme: how to promote equity and inclusion, especially for students in minority-serving institutions.
Think of it as a blog post, but with a lot of useful references in peer-reviewed journals and with the bright and shiny veneer of legitimacy from journal that’s been in print for more than a century. And hopefully fewer typos.
As we train the next generation of STEM professionals, we use a filter that selects against marginalized folks, on account of their ethnicity, income, gender, and other aspects of identity. This, I hope you realize, is an ethical and pragmatic problem, and constrains a national imperative to maintain competitiveness in STEM.
When we are working for equity, this usually involves working to remediate perceived deficiencies relative to the template of a well-prepared student — filling in gaps that naturally co-occur with the well-established inequalities that are not going away anytime soon. These efforts at mitigation are bound to come up short, as long as they’re based on our current Deficit Model of STEM Recruitment.
My department just did something really cool, and I’d like to tell you about it*.
On a Saturday, my department, along with our campus Center for Innovation in STEM Education, held a family research day.
When I visited the SACNAS conference some weeks ago, I spent most of my time in the exhibit hall, chatting with students at their posters and scoping out the institutional recruitment tables. A few organizations had primo real estate, with a large amount of square footage right by the entrance. They had a small army of representatives, always busy with students. The ones that I recall include USC, Harvard, and NSF.
There’s no doubt that NSF is serious about its institutional mission to develop the most talented scientific workforce in this country, which means we need scientists from all backgrounds. If you think that NSF isn’t committed to the recruitment of underrepresented minorities (URMs), you probably don’t have a lot of experience with NSF. They not only care, but they also put a lot of thought into how to do it right.
Many inspirational people in my life are already charging ahead to meet our shared challenges. If you’re looking for a pick-me-up, let me point you to some early wisdom that’s emerged immediately on the morning after the election: Josh Drew explained how he’s approaching teaching the day after the election. Meg Duffy explains how she says “Yes” to make a difference. It’s taken me an additional day to reach that kind of positivity.
This election changed what it means to be a scientist in the United States.
The last couple weeks have posed a challenge, as several people have contacted me (mostly out of the blue), asking me for ideas about specific steps they can take to improve the recruitment of minority students. This isn’t my field, but, I realize I’ve put myself in this position, because it’s a critical issue and I discuss it frequently. I’m just one of many who work in minority-serving institutions.
I realize that most of the suggestions I’ve given to people (but not advice) are generalized. If several folks are writing to me, I imagine there are many more of y’all out there who might be thinking the same thing but not writing. Hence this post. Just with my suggestions.
At the moment, I’m having an absolutely great time at the Ecological Society of America meeting. I’m learning new science, meeting old friends and a variety of folks who read this site, and formulating plans for my sabbatical that recently started.
This wonderful time has been punctuated with moments of my own frustration and annoyance. Why? Because this is a typical academic conference. And the status quo is often maddening.