Special Roundtable Feature
Compiled by Jill Wenderott
In light of recent events pushing the nation to take a closer look at racism embedded in our institutions, organizations, and lives, we at AWIS Chicago were interested in doing something a little different this month for our SotM feature. AWIS Chicago reiterates the statement released by AWIS National: “As we confront repeated acts of racial violence throughout our nation, AWIS doesn’t see our work as separate from this struggle. We acknowledge and stand against systemic racism, and we encourage those who share our commitment to join us in working against it.” Read more from the statement here. We also encourage you to check out the next issue of AWIS magazine, which includes an article discussing building an anti-racist research lab co-authored by our AWIS Chicago President, Mary Khetani.
Instead of our typical SotM feature of a local scientist in the Chicagoland area, we have decided to create a roundtable feature, asking our recent SotM features to respond to the following question. We have collected their responses and commend them for their work as catalysts for lasting change.
What opportunities do you see in your work and/or life to actively combat racism?
“There is the opportunity in working situations to not assume someone will act one way because of their race, or to give work to someone because of their race. Do not assume even positive racial stereotypes. Just because someone is a certain color does not mean they are good at math, will be outspoken when it is needed, will negotiate better, will solve your computer problem, or will stay quiet with sensitive information. Companies need to do what they can from the applicant process on to ensure there is limited racial or gender bias. Why not use initials instead of names when collecting resumes or doing screening phone calls and videos? Make sure your recruiters don’t all look the same and switch up which type of roles they recruit for on a frequent basis. Implement more cross-functional or team-building assignments to break-apart cliques that may form due to racial similarities. Have a mentorship program in place for hourly employees.”
Jennifer Bogs
Environmental Manager, Great Lakes Coca-Cola Bottling
SotM feature, May 2020
“My work as an educator in a community college setting not only provides ammunition in combatting racism but an opportunity to defeat it. As a woman of color in science, my access to a very diverse student body provides me hands-on experience that makes me understand myself, my own personal biases, and develop empathy. Equipped with knowledge and empathy, I combat racism by mentoring the next generation of scientists and engineers. I create opportunities and safe space for students to learn and talk about racism and take small steps to possibly defeat it. At Wright College, I reactivated and advised Wright College Chapter of the Society of Hispanic Professional Engineers; I co-founded the Society of Asian Scientists and Engineers; and currently, I am building the Wright College Chapter of the National Society of Black Engineers. These organizations are learning to work collaboratively to assist each other to become leaders who understand each other. The topic of racism is also incorporated in my Engineering Success Seminar class, training the next generation of engineers and scientists inclusivity, social justice, and responsibility.”
Doris Espiritu
Executive Director of Engineering Program and Professor of Chemistry, Wilbur Wright College
SotM feature, May 2019
“Amongst various efforts to combat racism, we are revising criteria for graduate school application reviews to make sure it promotes diversity amongst successful candidates. As former chair of our graduate program, we steadily increased representation and successful progress to degree amongst minority students, but we can always do better. I am also actively trying to promote recruitment of faculty from diverse backgrounds since from my perspective, this is one area where there is significant weakness in academic centers which may take time to resolve as successful trainees work their way through the pipeline but also clearly could benefit from added pressure in this area. This is something that I have worked on over several years both locally and at a national level. Finally, we are planning to add new components to training of faculty and trainees that enhances awareness of racism (subtle or otherwise) and identifies ways to prevent and/or address it.”
Kay Macleod
Associate Professor, Ben May Dept. for Cancer Research, University of Chicago
SotM feature, November 2018
“One of the first steps we can take to actively combat racism is to speak up when we see racist behaviors around us. I promise myself not to stay quiet when I see or hear racism directed towards me or against a colleague, family member, friend or stranger. Asking open ended questions such as ‘Why do you say that?’ can help identify behaviors that might be subconscious (or intentional in many instances!) and set limits regarding what a person can say or do around me. I cannot control another person entirely, but I can channel their behavior or attitude when around me. Big changes happen in small steps.
It is extremely important for our University, department, program, or lab to actively support BIPOC students, faculty, and staff. One of the small steps I have done over the years is to open up my laboratory to support students from minority communities and ensuring that they have empowering and enriching experiences in research. We strive to provide a safe and welcoming environment, and value inclusion opening up paths for BIPOC students to succeed in academia.”
Sangeetha Madhavan
Associate Professor, Dept. of Physical Therapy, University of Illinois at Chicago
SotM feature, December 2019
“Firstly, I know I don’t have all the answers, being afraid to say anything because it might be the “wrong” thing perpetuates silence and the problem. I think one part of combating racism is acknowledging its presence in forms both open and subtle around us, and not turning a blind eye to it because it’s an uncomfortable topic for those who benefit from their privilege. Let’s all confront our own implicit biases to see how we may even unknowingly be a part of the problem. How about we also listen – really listen – to the concerns and perspectives of those discriminated against? In the field of medicine for example, representation in clinical trials is still an ongoing issue, but one which the NIH has taken a strong stance to address so that new medicines can be tested on and safe for more than just the majority race and gender. I’m also a believer in mentoring and spent time working with middle school-aged boys and girls from disadvantaged socioeconomic backgrounds in one of the Boys and Girls Clubs through Northwestern’s Science Club program. It was humbling and eye-opening and I was grateful to have the opportunity to instill confidence in these kids’ abilities and potential not only in STEM fields but in life. Let’s believe in each other. Let’s talk about the injustices that are occurring so they don’t get normalized and fade into the background with the injustices continuing. I think it’s a time for us to reach out, connect, listen, and keep our minds open to creating equality for all people and part of that is keeping the conversation going.”
Amanda M. Schalk
Co-founder and Chief Operating Officer, Enzyme by Design Inc.
SotM feature, July 2020