The roots of change: Cultivating equity and change across generations from healthy roots.
The roots of change: Cultivating equity and change across generations from healthy roots.
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DOI：
10.1093/plcell/koac121
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发表时间：
2022-07-04
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影响因子：
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2019冠状病毒病大流行带来的挑战以及社会和科学界普遍存在的系统性种族主义问题的重新参与为许多人提供了反思其内部结构和与公平相关的做法的机会。在这些反思和行动的机会之后，许多专业组织和学术实体发表了关于气候评估、文化变革和结构转型的集体公开声明和承诺。例如，美国植物生物学家协会（ASPB）和ASPB领导层公开保证解决不平等问题，并承诺拆除将系统性偏见和压迫具体化的组织做法和结构（Callis等人，2020年）。推进这些承诺并非没有挑战，包括挑战传统做法、衡量成功的标准以及作为变革和追求公平的生活承诺基础的人际谈判所产生的阻力。纪律学会做出的承诺很重要，因为这些组织在解决STEM中的偏见和种族主义问题方面负有重要责任，以造福所有成员。这些社会在塑造对公平的生活承诺方面发挥着积极作用，其中包括直接参与与系统性排斥和偏见有关的困难主题，以及促进科学家在社会活动中的文化意识参与（蒙哥马利，2016年，2020年a，2020年c;蒙哥马利和卡尔莫纳上校，2016年）。事实上，尽管2020年引发了关于持续保障的新对话和问题，但许多学科协会和其他组织已经承担了名义上的义务，并建立了明确承诺公平的机制和结构，例如建立了多样性，公平和包容（DEI）委员会（Madzima和MacIntosh，2021），使命声明和战略DEI目标。2020年，对系统性种族主义和偏见的高度关注，一个实际的回应可能是质疑为什么现有的结构和承诺未能有效解决长期存在的问题。相反，许多组织提出了新的结构-往往与新的可用资金有关-或者在没有充分评估现有结构和做法的情况下在现有结构上增加新的层次，在广泛的组织声明和明确承诺之后，出现了财政承诺和供资机会，以支持组织的努力和干预措施。对于科学界，美国国立卫生研究院（NIH）和国家科学基金会（NSF）都宣布了消除系统性种族主义及其在STEM环境中的负面影响的重大努力。NIH建立了UNITE倡议，其目的是“在NIH支持的和更大的科学界内识别和解决结构性种族主义”（https：//www. nih。gov/ending-structural-racism/unite）。UNITE的工作确定了五个重点，以其首字母缩略词表示：U，了解利益相关者的经验; N，关于健康差距和相关健康公平问题的新研究; I，改善NIH文化; T，透明度，沟通和问责制;和E，校外研究生态系统。美国国立卫生研究院还启动了教师机构招聘可持续转型（FIRST）计划，旨在通过支持机构从不同的国家和地区招聘早期职业教师，“增加生物医学科学中代表性不足群体的教师代表性”。
Dear Editor, Recent and ongoing challenges presented by the COVID-19 pandemic and reengagement with the pervasive issue of systemic racism in society and scientific communities have presented opportunities for many to reflect on their internal structures and practices related to equity. In the wake of these opportunities for reflection and action, many professional organizations and academic entities have issued collective public statements and commitments to climate assessment, cultural change, and structural transformation. For example, the American Society of Plant Biologists (ASPB) and ASPB leadership made public assurances to address issues of inequity and promises to dismantle organizational practices and structures that reify systemic biases and oppression (Callis et al., 2020). Advancing these commitments has not been without challenges, including the resistance that arises from challenging traditional practices, measures of success, and interpersonal negotiations that underlie lived commitments to change and the pursuit of equity. Commitments made by disciplinary societies are important, as these organizations have critical responsibilities to address bias and racism in STEM for the benefit of all of their members. These societies play active roles in modeling lived commitments to equity, which include directly engaging with difficult topics related to systemic exclusion and bias and promoting culturally aware engagement of scientists in societal activities (Montgomery, 2016, 2020a, 2020c; Montgomery and Col on-Carmona, 2016). Indeed, although 2020 spurred new conversations and questions about ongoing assurances, many disciplinary societies and other organizations already had nominal obligations and established mechanisms and structures with expressed commitments to equity, such as established diversity, equity, and inclusion (DEI) committees (Madzima and MacIntosh, 2021), mission statements, and strategic DEI goals. A practical response to the heightened attention to systemic racism and bias in 2020 might have been to query why existing structures and commitments had not served to address long-standing issues effectively. Instead, many organizations proposed new structures—often associated with new availability of funds—or, alternatively, added new layers to existing structures without adequate assessment of current structures and practices.Following broad-ranging organizational statements and expressed commitments, financial commitments and funding opportunities emerged to support organizational efforts and interventions. For scientific communities, both the National Institutes of Health (NIH) and the National Science Foundation (NSF) announced major efforts to dismantle systemic racism and its negative impacts in STEM environments. The NIH established the UNITE initiative, whose purpose is “to identify and address structural racism within the NIH-supported and the greater scientific community”(https://www. nih. gov/ending-structural-racism/unite). The UNITE effort identifies five foci represented in its acronym: U, understanding stakeholder experiences; N, new research on health disparities and related health equity issues; I, improving the NIH culture; T, transparency, communication, and accountability; and E, extramural research ecosystem. The NIH also initiated the Faculty Institutional Recruitment for Sustainable Transformation (FIRST) program, which aims “to increase the representation of faculty from underrepresented groups in biomedical science” by supporting institutions in hiring cohorts of early-career faculty from diverse
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