Shayn Peirce-Cottler, PhD, an international leader in biomedical engineering and a University of Virginia faculty member since 2004, has been named chair of UVA’s Department of Biomedical Engineering. She succeeds Frederick H. Epstein, PhD, who has served as chair of the Department of Biomedical Engineering – a joint program of UVA’s School of Medicine and School of Engineering and Applied Science – since 2011. Epstein was named the School of Engineering’s associate dean for research earlier this year.

“With her long tenure at UVA, Dr. Peirce-Cottler has a deep understanding and appreciation for our talented, accomplished team in the Department of Biomedical Engineering,” said Melina R. Kibbe, MD, the dean of the School of Medicine and chief health affairs officer for UVA Health. “She is a nationally recognized outstanding scientist and educator and has been a shining leader within the department. I look forward to seeing how she builds on the department’s 55 years of innovation.” 

Any cancer cell migrating from a tumor to set up shop elsewhere in the body will face a brutal attack from an immune system programmed to seek and destroy abnormal cells. But two recent studies from Stanford Medicine show that the hearty few that manage to infiltrate nearby lymph nodes carry out a stunning biological coup — convincing the body’s defense system to accept them as part of its own tissues. This savvy rebranding gives tumor cells a free pass to easily metastasize to any site in the body and significantly worsen cancer prognoses.

The studies, conducted in laboratory mice, human cells and human tissue samples from cancer patients, upend the idea that lymph nodes — often the first site of metastasis — are simply passive downstream harbors for circulating cancer cells that have broken loose from nearby tumors.

A U of T Engineering research team has created a new platform that delivers multiple therapeutic proteins to the body, each at its own independently controlled rate. The innovation could help treat degenerative diseases such as age-related macular degeneration (AMD), the leading cause of vision loss for people over 50.

Unlike traditional drugs made of small molecules, therapeutic proteins are synthetic versions of larger biomolecules naturally present in the body. One example is the synthetic insulin used to treat diabetes. There are other proteins that can modulate the body’s own repair processes in ways that small-molecule drugs cannot.

A new way to regenerate muscle could help repair the damaged shoulders of millions of people every year. The technique uses advanced materials to encourage muscle growth in rotator cuff muscles. Dr. Cato Laurencin and his team reported the findings in the Proceedings of the National Academy of Sciences (PNAS) August 8th issue.

Tears of the major tendons in the shoulder joint, commonly called the rotator cuff, are common injuries in adults. Advances in surgery have made ever better rotator cuff repairs possible. But failure rates with surgery can be high. Now, a team of researchers from the UConn School of Medicine led by Laurencin, a surgeon, engineer and scientist, reports that a graphene/polymer matrix embedded into shoulder muscle can prevent re-tear injuries.

Scientists have learned a lot about human biology by looking at cells under a microscope, but they might not notice tiny differences between cells or even know what they’re looking for. Researchers at the Broad Institute of MIT and Harvard, in the laboratories of Anne Carpenter and Stuart Schreiber, first started developing cell painting 13 years ago to take cell imaging to the next level. The method, further advanced by Carpenter, now senior director of the Broad’s Imaging Platform and senior group leader Shantanu Singh, and colleagues, uses six colored dyes to stain eight different cell organelles. Machine learning models recognize subtle differences in the images—changes in cell morphology that might indicate disease or a drug or genetic perturbation—which allows researchers to predict the effects of a drug or mutation.

The Broad team has recently made strides in scaling up the method. They have spent the last several years building a consortium of drugmakers and academic institutions to create the world’s largest public cell painting database, which drug developers hope will help accelerate their search for promising drug candidates.

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.