With his election, Ameer joins a group of fewer than 500 biomaterials scientists worldwide

Northwestern Engineering’s Guillermo A. Ameer has been elected a Fellow of Biomaterials Science and Engineering (FBSE) by the International Union of Societies for Biomaterials Science and Engineering (IUSBSE), the highest honor the global biomaterials community can bestow on outstanding scientists. With his election, Ameer joins a group of fewer than 500 biomaterials scientists worldwide who have been named a FBSE.

Ameer will be formally inducted May 27 at the World Biomaterials Congress in Daegu, South Korea. Fellowships recognize those who have gained a status of excellent professional standing and high achievements in the field of biomaterials science and engineering.

CT was shown to be the first and most effective way of reducing lung cancer mortality,’ says UCLA Health’s Dr. Denise Aberle.

Most people at greatest risk of lung cancer are overlooking a non-invasive screening that can detect cases early, when treatment can best save lives.

November marks Lung Cancer Awareness Month and UCLA Health lung cancer experts are working to spread the word about the importance of low-dose computed tomography (LDCT) of the chest. The annual scan is recommended for people with a long-term history of smoking, as well as other criteria, including age.

The screening is designed to find asymptomatic cancers when they are most treatable with surgery or radiation. It also allows doctors to monitor any suspicious findings over time.

An advanced closed-loop anesthesia delivery system that monitors brain state to tailor propofol dose and achieve exactly the desired level of unconsciousness could reduce post-op side effects.

If anesthesiologists had a rigorous means to manage dosing, they could deliver less medicine, maintaining exactly the right depth of unconsciousness while reducing postoperative cognitive side effects in vulnerable groups like the elderly. But with myriad responsibilities for keeping anesthetized patients alive and stable as well as maintaining their profoundly unconscious state, anesthesiologists don’t have the time without the technology.

To solve the problem, researchers at The Picower Institute for Learning and Memory at MIT and Massachusetts General Hospital (MGH) have invented a closed-loop system based on brain state monitoring that accurately controls unconsciousness by automating doses of the anesthetic drug propofol every 20 seconds.

Ultrasound—a technology that uses sound waves to produce an image—is commonly used to monitor the development of a baby as it grows inside its mother. But ultrasound imaging also can be used to investigate suspicious masses of tissue and nodules that may be cancerous.

Tumors consist not only of cancer cells but also a matrix of small blood vessels, or microvessels, that cannot be seen in the images produced by conventional ultrasound machines. To solve this problem, physician-scientist Azra Alizad, M.D., and biomedical engineering scientist Mostafa Fatemi, Ph.D., teamed up at Mayo Clinic to design and study a tool that may improve the resolution of ultrasound imaging.

Investigators at the University of Texas MD Anderson Cancer Center has developed a potentially groundbreaking method for enhancing immunotherapy responses in glioblastoma by using extracellular vesicles loaded with messenger RNA (mRNA). This new approach, detailed in Nature Communications, has solved some of the hurdles faced by mRNA-based therapy approaches for cancer and could lead to wider use of these therapies across a range of hard-to-treat tumor types.

The new approach for mRNA delivery builds on research from a team at MD Anderson led by Betty Kim, MD, PhD, and Wen Jiang, MD, PhD, who developed a novel method earlier this year of loading mRNA into extracellular vesicles and demonstrates the anti-tumor potential of this method of therapeutic delivery. Researchers have known for some time the therapeutic potential of mRNA to fight both infectious diseases and cancer. But methods to deliver it accurately to where it is needed has been a challenge, with various other potential delivery method studied previously including via lipid polymeric nanoparticles.

People from minoritized racial and ethnic groups continue to face numerous systemic barriers that impede their ability to access, persist, and thrive in STEMM higher education and the workforce.

To promote a culture of antiracism, diversity, equity, and inclusion (ADEI) in STEMM, organizations must actively work to dismantle policies and practices that disadvantage people from minoritized groups.

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.