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August 25, 2006 - Only by creative collaboration
can the medical research community increase the number of
underrepresented minorities in its ranks, said keynote speaker Dr. Joan
Reede of Harvard Medical School at the 11th annual John W. Diggs Lecture
and Scientific Poster Session held on July 28. The poster session was
added this year to highlight contributions made to research by
underrepresented minority scientists.
How do we create an inclusive and diverse
environment? Reede said many organizations are asking the same question.
Her institution, where she is dean for diversity and community
partnership, and director of the minority faculty development program,
has responded by “creating and sustaining bridges” through partnerships,
consistency, communication and commitment.
“Careers are not linear,” she said, explaining that
most job paths—particularly those of scientists—do not progress from one
point to another without a few side trips along the way. “Everybody’s
struggling with diversity. Institutions alone cannot solve this problem.
We have to acknowledge that we are all in this together.”
Reede briefly outlined the main concern, which is
well known to recruiters of potential career scientists: supply and
demand—not enough people in the pipeline. It’s a problem that needs
further study, Reede said, from several new angles. In the meantime,
however, Harvard has had success in growing its scientific workforce
diversity by instituting a number of bold approaches, including the
Biomedical Science Careers Program (BSCP).
One of 16 programs Reede has helped develop at
Harvard to address pipeline issues, BSCP identifies and provides
mentoring for underrepresented minority students, trainees and
professionals who are pursuing biomedical careers. The program was
founded in collaboration with the Massachusetts Medical Society and the
New England Board of Higher Education.
Reede emphasized, however, that Harvard did not
rely on any one way to tackle the problem. “It’s not just because of
programs in my office,” she noted. “It’s because of a commitment by many
institutions.”
She said health—and health research—communities
have to consider several issues: the role of diversity in health
outcomes, and in education and training, and how and when students
decide to enter and remain in a science career trajectory.
NIH deputy director for intramural research Dr.
Michael Gottesman, who earlier in the program received the first
Leadership in Scientific Diversity Award from the NIH Black Scientists
Association, shared several lessons he said he’s learned over the years
about recruitment and retention of scientists:
First, “there can be no interest in science unless
people have the opportunity to work in a lab or clinic” setting, he
said.
Next, “it’s not sufficient just to bring people
here. They have to be mentored.”
And finally, “NIH has significantly revamped our
search process” to broaden the way it looks for potential researchers,
he concluded. “NIH is committed to diversity in our science and medical
programs, and we’re committed to doing a better job” of recruiting and
retaining the best scientists.
Also recognized during the lecture was senior
investigator Dr. Roland Owens, chief of the molecular biology section in
NIDDK’s Laboratory of Molecular and Cellular Biology, who received the
Philip J. Browning Scientific Pioneer Award.
Diggs, former NIH deputy director for extramural
research, died at age 59 in 1995. He was widely known as a mentor to
scientists young and old and an active promoter of numerous research
careers at NIH and beyond. Dr. Vivian Pinn, NIH associate director for
research on women’s health, spoke warmly of Diggs’ friendship, painting
a vivid picture of him at the lecture named in his honor. “Those of us
who knew him miss him tremendously,” she said. “May his flame of decency
never be extinguished.”
This article originally appeared in the
NIH Record -- a
biweekly newsletter published by the National Institutes of Health/
Department of Health and Human Services. |
