Tag: Diversity

Making Waves at the National Heart and Lung Institute

Helen Johnson, Communications and Marketing Manager at the National Heart and Lung Institute (NHLI) discusses her recent project ‘Making Waves’, which set out to update the Department’s imagery across their buildings to better reflect the diversity of NHLI’s community and inspire the next generation.

“Sometimes our stories make us stronger”

This is what one of our contributors said to me during her interview, and I couldn’t have summed up ‘Making Waves’ any better. This project set out to showcase the people behind the great science and teaching that the NHLI is known for. 

We don’t always think about it on a daily basis but when you actually look at who is celebrated in the imagery on our walls, it tends to be people who no longer work for the Department, and they tend to also share characteristics in terms of their age and race. But, then again, it is just a portrait of that person, so we don’t necessarily know their whole story by just looking at an image. Everyone has their own story. 

The founding premise of ‘Making Waves’ was that anyone should be able to look at these new portraits and see themselves. So that everyone can know they are welcome at NHLI  and in science – that they belong. I was tasked with this vision by my Head of Department, Professor Edwin Chilvers, who was keen we brought our imagery more up to date to represent who NHLI is today. The leaky pipeline in science for those holding protected characteristics has been much reported, and is easy to see when you look for instance at the number of Black Professors across not just NHLI, but across the whole of Imperial. One set of portraits will not solve this, but hopefully by showing a greater variety of successful people and their journeys, others will be inspired to continue their own scientific paths.

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Academic Women Association: a new women network at Imperial

Academic Women Association

How can we close the gender gap in STEM? Dr Ilaria Belluomo explores how a new network at Imperial aims to provide a safe space for women to discuss and plan their careers in leadership roles – in and outside academia.

We are all aware of the disparity between the number of men and women in senior academic positions, as well as the limited number of female mentors available to support and inspire young girls interested in pursuing a career in science. This small percentage of female representation can give the impression that a career in science and academia, in the current climate, can be difficult and hard for women to pursue. Things are slowly improving, but we are only at the beginning of initiating this change. We continue to have conversations and work on initiatives to ensure that the academic gender gap can be improved.

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Advancing diversity in the healthcare workforce

Brian Wang

When Imperial alumnus Dr Brian Wang founded In2MedSchool, he had one aim: to break down the barriers preventing students from disadvantaged backgrounds pursuing medicine. Brian shares his motivations for supporting the next generation of medics.

In the summer of 2022, before my final year of medical school, I had the opportunity to support the national efforts against the COVID-19 pandemic at Imperial College Healthcare Trust NHS hospitals. My experiences as a medical student and volunteer during this time kick-started my passion for advocating diversity within the healthcare workforce. Levelling the playing field and ensuring the diversity and representation of medical staff—in my mind at least—seems beneficial to the healthcare workforce and the communities that our healthcare system supports.

Today I am the founder of In2MedSchool, a charity that provides support for disadvantaged children with ambitions to study Medicine and healthcare-related degrees at university.

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Speaking authentically within higher education

How can we foster a sense of authenticity within ethnically minoritised students? Dr Zoe Moula, Teaching Fellow at the School of Public Health, aims to raise awareness of how we can promote a more inclusive educational environment and understand the barriers which can affect a student’s sense of authenticity within higher education.

The underrepresentation of ethnically minoritised students at university, and even more so in medicine, often results in identity suppression in order to ‘fit in’. Yet, this can lead to increased anxiety, and interferes with a student’s ability to succeed academically and professionally.  Societal, structural and institutional factors, such as racism, discrimination and socioeconomic inequalities may all play a part into why a student may not be able to express their true self.  It is therefore crucial that any effort to promote Equality, Diversity and Inclusion (EDI) must also protect and promote a student’s sense of authenticity. (more…)

Empowering women through the Elevat(Her) Podcast

PhD students Salina Nicoleau & Maike Haensel outline their vision for The Elevat(Her) Podcast and share the importance of highlighting positive female role models to empower other women to achieve their full potential.

Look around you – how many women are in senior positions across your university? Lucky you if you can count more than a couple. According to a recent report by the Higher Education Statistics Agency (HESA), women account for only 28% of professors in UK universities in 2020/21 (1). This is a recurring theme within many sectors, not just higher education, where there are fewer women than men in senior positions. In 2021, the number of female Fortune 500 CEOs was only 41. Yes, out of 500 CEOs, 459 were men (2).

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The value of conversation: discussing with others exposed me to new challenges

A group of students sitting around a table talking and reading

Cate Goldwater Breheny, undergraduate student at the School of Medicine, reflects on their first MEdIC Masterclass and the discussions sparked around diversity and inclusivity.

When I first suggested signing up to medical education masterclasses over the summer, people were skeptical. After a long year of university, wouldn’t it be better to have some time off? Why medical education over a paying job or maybe a scientific internship?

And I confess, I was perhaps a little skeptical too. Yet, it only took five minutes to sign up, and then I had the rest of term to worry about. As it turned out, that was five minutes incredibly well spent.

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My health data internship experience

Maria Johnson is one of 49 interns taking part in Health Data Research UK’s (HDRUK) Black Internship Programme. Here she shares her experience of working with the BREATHE Hub at NHLI, Imperial.

Firstly, I think it is incredible that HDRUK recognises the lack of black people within health data science and has given us, interns, the opportunity to explore this sector.  Why is it important to have diversity within health data science? Increasing diversity increases the ability to fight against systemic racism and discrimination. This is an ongoing battle, and it is so important that everyone plays their part in challenging it.

During these last six weeks I, have had many experiences such as listening to various talks, working on my own projects, and meeting some amazing, knowledgeable people. (more…)

Finding ‘me’ in the fight against inequality

This festive period Three Wise Women from the Faculty of Medicine will be giving us the gift of wisdom.

Dr Sarah Essilfie-Quaye, Project Manager in Research Strategy, discusses how we can all do more to address structural racism in academia.

I used to describe myself as an ‘early retired scientist’ – I left the lab not because I no longer loved research, but due to a series of challenges and roadblocks. However, on reflection, regardless of any career choices I made, it was unlikely I would become a professor. Because I am a woman; a woman who is Black; of African descent – Ghana, to be specific (#GhanaJollof!).

The harsh reality

To have a successful career in academia, I saw becoming a professor as the top of the achievements list, and while this is a tough goal for anyone, it is much, much tougher for some. I looked for Black women professors at Imperial. I think I was looking for my role models. Unfortunately for me ‘computer said no’, the answer was there were none. Zero. Nada. Zilch. This hugely influenced my decision to move away from academia and towards university administration, as I thought I was more likely to be able to achieve a stable and successful career that way. This was a decade ago, and despite now finally becoming part of a supportive team, I am still on short-term and part-time contracts. For this to happen I had to leave a permanent (albeit part-time) post elsewhere at Imperial – due to the toxic environment and lack of allies.

During my career, I have come to understand several key issues around race, and these include how under-represented Black women are at Imperial. There are still no women that look like me as professors. Nor in any permanent academic roles. In the whole of the UK there are only 35 professors who identify as Black women out of 21,000. And as I currently keep trying to highlight, while 25 per cent of Imperial staff are from a Black, Asian or ethnic minority (BAME) background, only 9 per cent are in senior positions, and how many of those are Black…? (more…)

Navigating LGBTQ+ discrimination in academia: where do we go from here?

Originally published in The Biochemist, Karim Boustani and Kirk Taylor discuss their experiences of being LGBTQ+ in bioscience, the various types of discrimination that LGBTQ+ scientists may face in academia and some of the existing initiatives and campaigns in place to combat this.

Before we get into the nitty-gritty of this article, we want to make clear that this piece is written from the perspective of two cis gay men and anyone reading this should realize that our experiences are not universal. Everyone within the community has a different journey and we cannot speak about anyone else’s experience.

We would also like to define a few terms that will be used throughout the article to help you understand the points that we make, although we would like to stress that, in this area, definitions are contested (Table 1). We use the term LGBTQ+ to refer to anyone who identifies as lesbian, gay, bisexual, trans or intersex, or anyone who is sexually and/or gender diverse. Sexual orientation refers to whom people are attracted to and form romantic or sexual relationships with. This can be to people of the opposite sex or gender (heterosexual), same sex or gender (homosexual), both sexes or genders (bisexual), more than one sex or gender (pansexual) or lack of sexual attraction to any sex or gender (asexual). Gender identity refers to how we subjectively perceive our gender, which may or may not correspond with the sex we are assigned with at birth. Society has created a gender binary, which includes expectations of masculinity and femininity, which is applied to sex, gender identity and gender expression (i.e. the way you express your gender through clothes, hair or makeup). It is important to note that some people do not identify with this binary (e.g. non-binary individuals) and some people do not identify with some or all aspects of the gender assigned to them. As scientists, we must also recognize that our choice of indicators for biological sex categorizations are unstable (on this topic, we would encourage all to read Professor Anne Fausto-Sterling’s “Science Won’t Settle Trans Rights”). Transgender (or trans) refers to individuals whose gender identity and/or gender expression differs from the expectations of the gender they were assigned at birth. Being trans is not associated with a person’s sexual orientation. Those who do not identify as trans are described as cisgender. LGBTQ+ discrimination may be based on sexual orientation, gender identity, gender expression or sex characteristics. (more…)

Poor diversity, poor design: the truth about inclusive research and why it matters

inclusive research

Madina Wane reflects on the value of creating an inclusive research culture where everyone in society can feel they can participate and benefit from STEM.

The modern seat belt is a simple but extremely effective innovation that has been saving lives since the 1960s. It is estimated to reduce the risk of death by up to 50% and with over 1 million road traffic deaths per year globally, the seat belt is clearly an important development. With such an impact it is easy to neglect scrutiny of this technology, but we must ask the question: are we all equally protected?

When crash test dummies first became required in the 1960s, US regulators wanted manufacturers to use two types – one based on male physical proportions, and one based on female proportions. However, after several years, regulators conceded and manufacturers were able to use just one dummy, reflecting the ‘average’ male. 50 years on and the consequences of this are clear. A study in 2011, from the University of Virginia’s Center for Applied Biomechanics, determined that female drivers were 47% more likely to suffer severe injuries compared to their male counterparts. Many studies have also highlighted the increased incidence of whiplash in female drivers. 

Although the use of female dummies has since been adopted, these are simply smaller versions of male dummies, not accounting for anatomical differences between the sexes. In addition, the female dummy is based on proportions of the smallest 5% of females, rather than the average. To add even more pitfalls, the ‘female’ dummies are still not used to the same extent as their male counterparts, with male dummies predominantly used in the driver’s seat and female dummies more often used in the passenger seat. (more…)