Diversity, Equity, and Inclusion (DEI)
In the Sciolino lab, we believe that promoting our underrepresented colleagues makes our science stronger and advances our research progress and productivity. Accumulating evidence suggests that underrepresented groups produce higher rates of novel science, yet their advances are more often devalued and discounted1, and they receive less NIH research awards2,3. This paradox highlights how important it is to remove barriers to entry, inclusion, and leadership for the promotion and retention of a diverse scientific workforce. Towards this goal, we are leading and participating in the following DEI initiatives in our scientific community:
Teach, mentor, and cultivate the next generation of scientists. We recognize and welcome differences in our students and trainees, regardless of race, ethnicity, gender, age, sexual orientation, disability, or national origin. Towards this goal, I serve as mentor several programs, including the National Science Foundation Research Experience for Undergraduates (REU) at UConn, IBACS , Summer Undergraduate Research, IDEA, and University Scholars, which provide mentorship to predoctoral and doctoral students, and support their training in Physiology and Neurobiology research.
Mentoring trainees from diverse backgrounds. We continue to prioritize mentoring students from historically underrepresented groups, in part through successful local and national programs, such as the NIH Maximizing Access to Research Careers (MARC) Program, Beckman Foundation Scholars Program, and McNair Scholar’s Program. We also make a conscious effort to train individuals from disadvantage backgrounds in the US, as well as international visiting researchers that otherwise would not have access to scientific resources in their home countries.
Discussing and citing a more diverse set of colleagues. We make it a priority to actively support the careers of diverse researchers. We do so by citing their work, providing constructive feedback on their papers, grants, fellowships, and job applications, and highlighting their science (e.g., publicly promoting their work at conferences and in social media).
Cultivating diverse leaders. Lab members have and continue to be involved in outreach during admissions and recruitment into the Physiology and Neurobiology Graduate Program, and in leadership during the Neuroscience at Storrs meeting.
Creating awareness through DEI. We integrate DEI discussions in our departmental meetings and lab meetings once a month. We take Diversity Awareness Training seriously, making efforts daily to recognize and minimize the impact of unconscious bias and discrimination.