A new center hosted at the University of Chicago—co-led by the largest medical imaging professional organizations in the country—will help tackle the ongoing COVID-19 pandemic by curating a massive database of medical images to help better understand and treat the disease.

Led by Prof. Maryellen Giger of UChicago Medicine, the Medical Imaging and Data Resource Center (MIDRC) will create an open-source database with medical images from thousands of COVID-19 patients. The center will be funded by a two-year, $20 million contract from the National Institute of Biomedical Imaging and Bioengineering at the National Institutes of Health (NIH).

Injuries to the anterior cruciate ligament (ACL) are very common, and ACL injuries increase the risk of developing post-traumatic knee osteoarthritis and total knee replacement (TKR). At present, Magnetic Resonance Imaging (MRI) is the most effective imaging modality for distinguishing structural properties of the ACL in relation to adjacent musculoskeletal structures. Several multi-grading scoring systems have been developed to standardize reporting of knee joint abnormalities using MRI including the Whole-Organ Magnetic Resonance Imaging Scale (WORMS) and the Anterior Cruciate Ligament OsteoArthritis Score (ACLOAS). However, both of these grading metrics are susceptible to inter-rater variability.

Deep learning methods have recently shown potential to serve as an aid for clinicians with limited time or experience in osteoarthritis grading of the knee menisci and cartilage. Recently a team of scientists from the UCSF Center for Intelligent Imaging (ci2) evaluated the diagnostic utility of two convolutional neural networks (CNNs) for severity staging of anterior cruciate ligament (ACL) injuries. “Previous studies have developed binary classifiers to distinguish fully torn ACLs from intact ACLs,” said Nikan Namiri, medical student at UCSF School of Medicine and corresponding author. “And our study is the first to take deep learning a step further to help classify a broader spectrum of injury, which may be more useful in the clinical setting.

Researchers headed by a team at the University of Wisconsin (UW)-Madison, and the Morgridge Institute for Research, have developed a novel label-free imaging technique that exploits autofluorescence in cells to differentiate between active and off-duty T cells, at the single cell level. They suggest the technology, known as autofluorescence lifetime imaging, could be used to help evaluate T cell involvement in immunotherapies for cancer treatment or autoimmune diseases. “It’s super novel,” said the Morgridge Institute’s Melissa Skala, PhD, who is also an associate professor of biomedical engineering at UW-Madison. “Most people aren’t using these techniques—you don’t see a lot of autofluorescence studies in immunology.”

Reporting on development and tests with the technology in Nature Biomedical Engineering, the researchers commented, “Autofluorescence lifetime imaging can be used to characterize T cells in vivo in preclinical models, in clinical applications including small blood samples (such as pediatric samples) in which antibody labeling is limited, or in cultured T cells, such as those used in biomanufactured T-cell therapies.” Their paper is titled, “Classification of T-cell activation via autofluorescence lifetime imaging.

BioMedSA, the nonprofit corporation founded in 2005 to promote and grow San Antonio’s leading industry—health care and bioscience—will present its 2020 BioMedSA Award for Innovation in Healthcare and Bioscience to Rena Bizios, the Lutcher Brown Endowed Chair in UTSA’s Department of Biomedical Engineering.

Bizios is a globally recognized educator and researcher who has made pioneering contributions to biomedical engineering curricula as well as groundbreaking contributions to the understanding of cell-material interactions at the tissue/implant interface with applications in implant biomaterials, tissue engineering and tissue regeneration.

Many were appalled by the Central Park incident where a woman used the ethnicity of a peaceful visitor and a 911 call in a failed effort to subjugate him based on his color. However, this incident was actually a service to the nation since it unveiled just how pervasive racism is in our society. As a majority person, she knew that this core racism is so systemic, and its actuation so predictable, that she could easily weaponize it. She knew there is an imbalance of power based purely on a trivial difference in skin tone. If ever there was a question about this attitude and behavior existing broadly in our society, the Central Park incident answered it. It exists, it is real, and it has resulted in multiple shocking deaths that the world has now witnessed in anguish.

When the death of Houstonian George Floyd was observed, his torture at the knee of a purveyor of this naked truth was just too much to bear. When George took his last breath, so did the national tolerance for the societal ill that took his life and the lives before him.

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.

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.

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.

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.

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.