Engineering Diversity

Test Your Knowledge

Test your knowledge about
Diversity in Biomedical
Engineering!

Take the Quiz!

  • RECOGNIZING EXCELLENCE
  • TRACKING PROGRESS
  • MENTORING
  • BUILDING EVIDENCE
  • WHAT WORKS
  • RESOURCES
  • RECOGNIZING EXCELLENCE
  • TRACKING PROGRESS
  • MENTORING
  • BUILDING EVIDENCE
  • WHAT WORKS
  • RESOURCES

ENGINEERING DIVERSITY

 

Black/African American and Latinx prime-age adults are roughly a third (33 percent) of the adult population, but just 15 percent of engineers.  They continue to lag in terms of admissions to engineering programs, completion of degrees, occupational penetration, and tenure in engineering jobs.

Women are also underrepresented and underpaid in engineering. Women represent a little less than half of the employed prime-age population, but they only represent 16 percent of engineers. Women’s representation in engineering occupations has been improving, but barely.

 

 

Black/African American and Latinx engineers have lower levels of educational attainment than other engineers, but even when they have equal education, they are paid less.

 

FEATURED VIDEOS

For more videos from award-winning, diverse Biomedical Engineers, CLICK HERE.

African Americans make up 2.1% of tenured/tenure-track faculty in biomedical engineering (2018).

The American Society for Engineering Education

8% of university presidents are Black/African American.

— 2016 American Council on Education

Ameer Wins 2022 Bioactive Materials Lifetime Achievement Award
Guillermo Ameer | May 16, 2022

Ameer Wins 2022 Bioactive Materials Lifetime Achievement Award
Guillermo Ameer | May 16, 2022

Northwestern Engineering’s Guillermo A. Ameer has been named the 2022 Bioactive Materials Lifetime Achievement Award winner by the Bioactive Materials academic journal.

Established in 2021, the annual Bioactive Materials Lifetime Achievement Award recognizes excellence in research and development in the field of bioactive materials. The award is presented to a person judged to have demonstrated excellence and leadership in bioactive materials, including basic science and translation to practice.

Continue reading.

Study estimates effectiveness of 2-dose and 3-dose mRNA vaccination against Omicron
Delphine Dean | May 12, 2022

Study estimates effectiveness of 2-dose and 3-dose mRNA vaccination against Omicron
Delphine Dean | May 12, 2022

In a recent study posted to the medRxiv* preprint server, researchers estimated the efficacy of two-dose and three-dose regimens of two messenger ribonucleic acid (mRNA) vaccines: Moderna’s mRNA-1273 and Pfizer-BioNTech’s BNT162b2 against coronavirus disease 2019 (COVID-19) caused due to the severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) Omicron variant.

Omicron (B.1.1529) has demonstrated higher infectivity compared to other SARS-CoV-2 variants. In addition, studies have reported lower Omicron neutralization by the existing COVID-19 vaccines. Despite this, it is not clear just how much protection the COVID-19 vaccine confers against Omicron infections.

Continue reading.

Expanding the Oval and Opening Doors: The Inauguration of Olin President Gilda Barabino
Gilda Barabino | May 9, 2022

Expanding the Oval and Opening Doors: The Inauguration of Olin President Gilda Barabino
Gilda Barabino | May 9, 2022

On May 5, 2022, Olin College celebrated a milestone event two years in the making—the long-awaited and much celebrated inauguration of its second president and first Black woman president, Dr. Gilda A. Barabino.

Joined by delegates, trustees, students, staff, faculty, alumni, parents and guests from far and wide, the Olin Community gathered on a perfect New England spring day to hear personal stories and words of wisdom from honored guests, and to witness to President Barabino’s formal investiture ceremony.

Continue reading.

New Vice Dean for Research and Graduate Education
Shelly Sakiyama-Elbert | May 6, 2022

New Vice Dean for Research and Graduate Education
Shelly Sakiyama-Elbert | May 6, 2022

On July 1, Shelly Sakiyama-Elbert, PhD, will join UW Medicine as the new vice dean for Research and Graduate Education. She succeeds John Slattery, PhD, who is retiring after holding the position since 2005. Her husband, Don Elbert, PhD, will also join UW Medicine as an associate professor in the Department of Neurology.

“I am delighted that Shelly Sakiyama-Elbert has accepted the position of vice dean for Research and Graduate Education,” says Paul Ramsey, MD, CEO of UW Medicine. “She was selected after a national search for her outstanding skills in leading interdisciplinary and translational research and supporting the career development of faculty, staff, trainees and students. I also want to thank John Slattery for his long service and great success in building an internationally renowned research community at UW Medicine to advance biomedical science.”

Continue reading.

Alyssa Panitch Chosen as Chair of Coulter BME
Alyssa Panitch | May 3, 2022

Alyssa Panitch Chosen as Chair of Coulter BME
Alyssa Panitch | May 3, 2022

Alyssa Panitch, Edward Teller Professor in the Department of Biomedical Engineering at the University of California, Davis, has been selected as the new chair of the Wallace H. Coulter Department of Biomedical Engineering at Georgia Tech and Emory University.

Panitch currently serves as executive associate dean of academic personnel and planning in the College of Engineering at UC Davis. The position oversees the merit and promotion process and all matters related to faculty and academic affairs, including faculty and academic personnel hiring.

Continue reading.

What Can We Do to Combat Anti-Black Racism in the Biomedical Research Enterprise?
NIH

What Can We Do to Combat Anti-Black Racism in the Biomedical Research Enterprise?
NIH

The recent deaths of George Floyd, Ahmaud Arbery, and Breonna Taylor, in addition to the disproportionate burden of COVID-19 on African Americans, are wrenching reminders of the many harms that societal racism, inequality, and injustice inflict on the Black community. These injustices are rooted in centuries of oppression—including slavery and Jim Crow, redlining, school segregation, and mass incarceration—that continue to influence American life, including the biomedical research enterprise. Despite leading an NIH Institute whose mission includes building a diverse scientific workforce, at NIGMS we’ve struggled with what an adequate response to this moment would be, knowing that the systems that mediate the distinct and disparate burdens Black students, postdocs, and scientists face are complex and often aren’t easily moved with the urgency that they demand. With that in mind, below we share thoughts on what each of us who is in the majority or in a position of power can do to help break the cycles of racial disparities that are woven into the fabric of the biomedical research enterprise and that limit opportunities Link to external web site for Black scientists Link to external web site.

Institutional structures, policies, and cultures Link to external web site, including those in the biomedical research enterprise, all contribute to racial inequality and injustice. This fact was laid bare for us by the responses to the request for information (RFI) we issued in 2018 on strategies to enhance successful postdoctoral career transitions to promote faculty diversity. Respondents cited bias and discrimination—including racism—most frequently as a key barrier to postdoctoral researchers attaining independent faculty positions.

Continue reading.

Combating sexual harassment
Science

Combating sexual harassment
Science

Sexual harassment, including gender harassment, presents an unacceptable barrier that prevents women from achieving their rightful place in science, and robs society and the scientific enterprise of diverse and critical talent. As the largest single funder of biomedical research in the world, the U.S. National Institutes of Health (NIH) bears a responsibility to take action to put an end to this behavior. In 2019, the NIH began to bolster its policies and practices to address and prevent sexual harassment. This included new communication channels to inform the agency of instances of sexual harassment related to NIH-funded research. This week, the NIH announces a change that will hold grantee institutions and investigators accountable for this misconduct, to further foster a culture whereby sexual harassment and other inappropriate behaviors are not tolerated in the research and training environment.

Last year, an Advisory Committee to the Director (ACD) of the NIH presented a report and recommendations to end sexual harassment. A major theme of this report was the need for increased transparency and accountability in the reporting of professional misconduct, especially sexual harassment. The cases of sexual harassment that surfaced in the wake of the U.S. National Academies of Sciences, Engineering, and Medicine (NASEM) 2018 report highlighted a substantial gap in the NIH’s oversight of the research enterprise: There was no straightforward mechanism for the agency to learn of sexual harassment or other misconduct taking place at grantee institutions in the context of NIH-funded research. It was not uncommon for the NIH to discover such cases through the media, amid rightful public outcry. Holding institutions and investigators accountable for this behavior was challenging.

Continue reading.

White Academia: Do Better.
Medium

White Academia: Do Better.
Medium

Over the past couple of weeks, our nation has been confronted with ugly truths and hard history revealing how systemic racism rears its head in almost every space. Since the COVID-19 pandemic has slowed down our typical lifestyles, people seem to be listening.

This moment feels very different from other situations when we had to address human rights in the context of race relations in the United States. With that comes a host of emotions that White people have rarely had to deal with because of their racial privilege, and this includes White people working in academia.

Like many Black faculty, and Black people in general, I have received messages and texts from White colleagues apologizing, expressing their guilt and remorse, and asking what they can do to support their Black colleagues and friends.

Continue reading.

Guidelines for Diversity & Inclusion in Crisis
Juan E. Gilbert, PhD

Guidelines for Diversity & Inclusion in Crisis
Juan E. Gilbert, PhD

I am writing these guidelines in response to the recent events that have impacted the Black community, specifically, the Black computing community. As the Department Chair of the Computer & Information Science & Engineering (CISE) Department at the University of Florida, I lead, one of, if not, the nation’s most diverse computing sciences (CS) department. We have the nation’s most Black CS faculty and PhD students. We are one of the top CS departments for the number of female faculty. As a researcher, I have had the honor of producing the nation’s most Black/African-American CS PhDs. I have also had the honor of hiring and promoting the most Black faculty in CS. My experiences span more than 20 years and those experiences are the foundation for these guidelines.

Continue reading.

Scientists around the world are striking against racism in academia
New Scientist

Scientists around the world are striking against racism in academia
New Scientist

Scientists around the world are striking to raise awareness of institutional and systemic racism against Black academics. This event comes in conjunction with widespread protests against police violence after the killing of George Floyd, who died on 25 May after a Minneapolis police officer pinned him to the ground by his neck.

The strike was organised by a group of academics, many of them physicists and astronomers based in the US, and promoted on social media with the hashtags #ShutDownAcademia, #ShutDownSTEM and #Strike4BlackLives. The organisers are encouraging academics across STEM (science, technology, engineering and mathematics) fields to take the day away from their normal research and instead spend it educating themselves on racial disparities in their field and taking action against racial violence and discrimination. At least 5000 academics based at universities from around the world have joined the course.

“As academics, we do not exist in a vacuum and it is important to recognise the current events: Black members of our communities are being harassed and lynched with little to no consequence, as well as being disproportionately affected by the current pandemic,” says Tien-Tien Yu, a particle physicist at the University of Oregon who has helped organise the event through the Particles for Justice group. “We need to acknowledge that this takes a toll on the well-being of Black academics and that Black Lives Matter.

Continue reading.