Reach 2024: How do we foster more inclusive labs?
By Ekua Quansah Illustration by: Luke Swinson
Eight concrete steps to help research labs promote equity, diversity and inclusion (EDI) and create environments where every individual can thrive and contribute effectively.
Labs are at the heart of much cutting-edge research and technology. They are incubators of discovery — where researchers can explore and experiment to solve the greatest challenges facing science and humanity today. They are spaces where ideas know no bounds and can flourish, enabling us to better understand our world. That’s why at CIFAR, we believe that fostering inclusive environments within labs is vital to advancing diversity, equity and collaboration and ensuring all voices across disciplines are heard and valued.
Fostering diversity in research spaces still has a long way to go. There’s a persistent lack of diversity in the academic workforce and Indigenous and racialized academics remain underrepresented. And while women are better represented among full-time academic staff at universities than a decade ago, they remain more represented in lower ranks, according to a 2018 report from the Canadian Association of University Teachers. The report also highlights the ongoing wage gap between men and women and between white and Indigenous and racialized staff.
As we strive towards a more inclusive global research ecosystem, how can we bridge these gaps to create research environments where every individual can thrive and contribute effectively? Here are eight concrete steps that research labs can apply to effectively create safer, more inclusive spaces.
It starts with conducting a current state assessment. To know where you’re going, you need to know where you are right now. It’s important to ask yourself: What is the current state of EDI in your discipline? In your lab? What activities are you engaged in, if any, to increase EDI in your lab? This is an important discussion to have with your research group.
As we strive toward a more inclusive global research ecosystem, how can we bridge these gaps to create research environments where every individual can thrive and contribute effectively?
After knowing where you are in the EDI journey, put time and intentional thought into creating a meaningful EDI statement, in collaboration with your lab members. This statement should provide more detail about what advancing EDI means for the lab and should be visible on your website and in recruitment materials. But a statement is not enough, it must be coupled with action to ensure it is genuine and not performative.
To maintain a safe space, develop a code of conduct that outlines the expected behaviours of lab members, and have it signed by current members and shared with prospective ones. Another key step is to prioritize inclusive recruitment and hiring. It is essential to consider EDI at all stages of the recruitment and hiring process, including the job posting, the candidate search, hiring committees, interviews, evaluation and the final selection. Helpful tips that can be adapted for research labs are outlined in more detail by the Government of Canada’s Canada Research Chairs program.
Aside from practical hands-on work, labs are also spaces where relationships between mentors and mentees can flourish. As such, leaders must commit to inclusive mentorship and sponsorship within their labs. Sponsors are advocates who use their influence to help others advance; and mentors provide advice, feedback and support. As a mentor or sponsor, engage in self-reflection. What lens are you bringing to the mentor relationship? How do your background and experience factor into how you show up as a mentor? In tandem, try to understand how your mentees’ identity impacts their experiences in your lab and academia broadly. These relationships are key to advancing careers and, intentionally creating them with these guidelines will help ensure members of your lab can thrive in their work and in your space.
Lab leaders also have the responsibility to implement inclusive meeting principles. Be transparent about how you make decisions. Consider meeting accessibility — this includes being clear about how participants can request accommodations and being flexible about meeting times. Consider group dynamics in your lab. Pay attention to who is speaking and who is not, and intervene when necessary to ensure everyone is included and heard.
Alongside mentorship, encouraging EDI-focused professional development is essential. Support your lab members to participate in workshops and activities to enhance their understanding of EDI principles and practices. Attend these opportunities together, if possible and create space for follow-up discussions.
Lastly, consider creating an EDI plan. Engage in action planning with your lab members to determine what actions you should take to create an inclusive environment, how you will measure success and how your activities fit into your institution’s broader strategy. This plan should be reviewed and updated regularly to reflect your lab’s changing state.
In our fast-paced world, amid wide-sweeping global changes, it’s more pertinent than ever that we have diverse minds tackling the world’s most pressing problems with an intersectional lens. Looking ahead, CIFAR is entering a new era as an organization, guided by our recently launched CIFAR Strategy: Bold Exploration to Transform Futures. Part of this new framework includes continuing to build more diverse and inclusive global research networks — and a key element of this is fostering safer spaces in labs around the world. My colleagues and I are committed to advancing equity, diversity and inclusion in research, and I hope these guidelines inspire you to do the same.
Thank you to Seun Adetunji, former Manager, EDI Initiatives, for her research on this topic.
Photo courtesy of the researcher
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