Helicopter research can be defined as the practice of foreign scientists conducting research in other countries without meaningfully or sufficiently involving the local scientific community. In this meeting led by Kelsey Mercurio, the conversation primarily focused on personal examples of people witnessing helicopter research and strategies we can employ to minimize it as well as promote genuine scientific collaboration along with community-based participatory research.
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Discussion Leader: Corrine Smolen
Suggested reading: Marshall, A. G., Vue, Z., Beasley, H. K., Neikirk, K., Stephens, D., Wanjalla, C. N., Damo, S. M., Trejo, J., Rodriguez-Aliaga, P., Headley, C. A., Shuler, H., Liu, K., Smith, N., Garza-Lopez, E., Barongan, T., Scudese, E., Spencer, E., Heemstra, J., Vazquez, A. D., … Hinton, A. (2023). Diversity, Equity and Inclusion in the Laboratory: Strategies to Enhance Inclusive Laboratory Culture. Molecular Cell, 83(21), 3766–3772. https://pubmed.ncbi.nlm.nih.gov/37922871/
Executive Summary:
Corrine presented a paper on making inclusive lab environments, focusing primarily on the domains of physical, behavioral, and structural/climate inclusivity, and synthesizing the previous three years of TaMIS meetings. The discussion was vigorous, and many comments pertained to financial difficulty and institutional momentum preventing physical accommodations, lacking mentorship training and interpersonal conflicts in lab environments preventing behavioral accommodations, and being patient, accommodating, and open to new perspectives as a route to improve structural inclusivity and organizational climate.
Attended by 11 people.
Meeting notes:
- Discussion about TaMIS Purpose to kick off the new semester meetings – TaMIS has been active for 3 years:
- Tackle DEI issues
- Mission Objectives
- Highlighted ‘speaking to your own experience’ and ‘challenging your privilege.’
- Actionable objectives
- 3 domains of Inclusion:
- Physical inclusion:
- Sizeism – sizeable, sturdy chairs without arms for seating, wheelchair accessibility
- Lab Clearance (wide hallways and bench spaces)
- Chemical storage cannot be too high or too low
- PPE – should be available in all sizes
- Signage in high contrast and large font
- Availability of bathrooms and private spaces (lactation spaces) – lack of gender-neutral restrooms
- Discussion:
- Other barriers? – lack of food spaces in campus, comfortable seating, lack of lactation rooms.
- Ergonomic seating for physical disabilities provided by the university.
- Some people don’t even bother asking, because the answer is generally “no” and it’s not worth the trouble, people just buy the things themselves.
- ADA doors aren’t aligned in double-doors and require two button presses – consider switching to a wave sensors. A better door costs six figures. The huge cost is a huge barrier, and leadership is unwilling.
- Infrastructure has a cost barrier – Wheelchair accessibility – to transition to 1 button doorways instead of 2 costs > $100,000
- 98% of funds are all salaries
- Current budget crisis, departments are living paycheck-to-paycheck
- The problem with releasing funds – above the college administration.
- Lack of physical inclusion on older buildings but they are being included in the newer projects – renovations are seemingly updating spaces bit by bit.
- Behavioral inclusion:
- Finding out your Implicit bias and microaggressions– what biases do you have?
- Gender equity, LGBTQA+ open discussions – important to improve morale and sense of community
- Accepting feedback – anonymous but sometimes not viable (in smaller groups)
- Mentorship – importance of having good mentors – hierarchy + peer-mentoring
- Equally important to know how to be an effective mentee
- Some students don’t know how to bring things up or ask for help
- Difficult to teach speaking up for yourself
- Half the point of being a senior lab member is that they’re supposed to be bothered and asked questions by the new students – Senior member of the lab should not be on an “uber pedestal of respect”
- May be a function of environment where students feel comfortable to speak up
- Penn State centers offering mentorship help:
- CIMER – Center for the Improvement of Mentored Experiences in Research
- Gender Equity and Mental Health
- Increasing flexibility in lab environment
- Social team building – breaking down – may also be difficult because of cultural differences.
- Social/physical/behavioral difficulties can happen for faculty too!!
- PI should be responsible for setting the tone of the lab – difficult since the lab personnel changes every few months.
- Lab conflicts between people coming from different marginalized groups – implicit bias
- Conflict resolution practices –
- There should always be exceptions on a case-by-case basis – institutional rigidity is problematic
- Avoiding conflict isn’t necessarily the goal, but conflict management and safe spaces to bring up issues are
- Point person for conflict management person in the lab, or resources, or multiple, or network
- Conflict management rubric established in the lab
- Ombudspeople/Guides – can choose any guide/ombudsperson in the department/university (not just from your own department)
- Solve conflict with the Socratic method, lead people to a solution rather than dictating
- Have lab members self-identify their most constructive and destructive behaviors
- “Las Vegas Rule,” what happens in this room stays in this room
- Lab gossip may be problematic, speak to your own experience when possible
- Structural Inclusion & Climate:
- Celebrating accomplishments + lab social community
- Value Justice, Equity, Diversity, and Inclusion (JEDI) and non-academic service activities
- Uncovering the hidden curriculum – might not know ground rules for the lab that leads to conflict
- Flexibility, not ambiguity
- Ambiguity welcomes bias based on vibes.
- But really fixed rigity causes just as much problems
- Actionable Items:
- Lab Compact – Written expectations for the lab and work culture
- Can be found on TaMIS website and CIMER website.
- Survey of PSU Grads – Did you get a lab contact/rated their understanding of advisor expectations? – written expectations mean better understanding of lab environment (p=0.045!!).
- Discussion:
- How does your lab create a more inclusive environment?
- Non-tenured faculty struggles – does the university have enough resources to help?
- Supporting faculty with emergency/medical leave
- Needs to be more support for faculty
- CIMER modules – effective communication, DEI, aligning expectations, fostering independence – supported by ECoS.
- Distinguished mentoring award
- New faculty network – promote mentorship experiences + teaching experiences.
- Visa blackmail for international students/employees
- DEI burdens are put on individuals rather than institutions.
- New faculty get a DEI budget with a startup grant.
- Faculty collaboration between each other to develop documents and programs, normalizing expectations and experiences while not producing excess load
- Make standard documents that can be tailored to what individual labs prefer
The concept of the “minority tax” refers to the extra burden placed on underrepresented minority (URM) faculty and students in academia, particularly in STEM fields. This tax often manifests as disproportionate responsibility for leading and advocating for diversity, equity, and inclusion (DEI) initiatives, which can hinder their academic performance and career advancement. The dilemma for URM individuals is the struggle to balance this moral obligation with their own professional goals.
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The impact of implicit bias and microaggressions can be profound, contributing to feelings of alienation among marginalized individuals and perpetuating systemic inequalities. These issues hinder efforts to foster diverse and inclusive academic environments. In our discussion, we explored methods to better understand our own biases, recognize how these biases manifest, and take steps to prevent microaggressions at both individual and institutional levels.
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Gender disparities in the life sciences are well-known, but where do things stand today? In this meeting, TaMIS explored national trends and how Penn State ranks in gender equity among faculty, postdocs, and graduate students. We also discussed actions people can take at the individual, lab, academic unit, and university level to advocate for gender equity in science. By taking action at all levels—from personal initiatives to institutional policies—we can foster a more equitable and inclusive scientific community for all genders.
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The concept of social camouflaging in autistic individuals—where people minimize the visibility of their autism to fit into social situations—is gaining increased attention. In a recent meeting, we explored the mental health impacts of camouflaging, the prevalence of autistic burnout, and how academic and workplace environments can foster more supportive and inclusive spaces for neurodiverse individuals. By addressing these challenges at multiple levels—from individual actions to institutional changes—we can create a culture that is more accepting and less reliant on masking behaviors.
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To start off the semester, TaMIS held a discussion on a positive trend in inclusivity: the Kindness In Science initiative. Originating in New Zealand, this movement promotes a shift from the highly competitive, individualistic nature of science toward values of collectivity, inclusivity, and equity. The initiative’s motto is simple but powerful: “Everyone here is smart and kind — don’t distinguish yourself by being otherwise.” Our discussion highlighted how this philosophy can transform the academic landscape, including efforts already in place at Penn State and what more could be done to embrace kindness in science. By fostering a culture of kindness, inclusivity, and collaboration, we can build a healthier and more productive academic environment where both science and scientists thrive.
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Recent studies have highlighted the growing mental health crisis in academia, offering insights into how we can improve the work environment in this high-pressure field. Simple, everyday actions that foster positive mental health can lead to increased productivity in research. However, to effectively address the mental health challenges faced by students, faculty, and staff, we need research-driven discussions on how to refine and implement mental health strategies at every level of academia. Improving mental health in academia requires a multifaceted approach. From structural changes to individual support, fostering a healthier, more inclusive environment is essential for the well-being of everyone involved.
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This month, we explored the experiences of people in larger bodies working in life sciences and examine how sizeism can affect their work. Research shows that fat individuals are often perceived as less qualified, less competent, and are assumed to have less leadership potential and workplace success. This conversation aims to highlight examples of sizeism in science and provide guidance on how to be an ally to coworkers of all sizes. By understanding the unique challenges faced by individuals in larger bodies and making small but significant changes to our work environments, we can foster more inclusive, respectful, and supportive spaces.
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In a recent TaMIS discussion, we explored the challenges and opportunities in creating inclusive mentorship in academia, with a focus on the intersectionality of identity, systemic barriers, and the ways mentorship can be improved to better support underrepresented groups.
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