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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.

 

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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

Breast Cancer’s Spread Accelerates During Sleep
Sunitha Nagrath | June 28, 2022

Breast Cancer’s Spread Accelerates During Sleep
Sunitha Nagrath | June 28, 2022

Breast cancer metastases spread far more efficiently during sleep, according to a Swiss study.

While it has been assumed that circulating tumor cells (CTCs) are constantly shedding from growing tumors, or as a result of mechanical insults, there’s a “striking and unexpected pattern of CTC generation dynamics in both patients with breast cancer and mouse models, highlighting that most spontaneous CTC intravasation events occur during sleep,” wrote Nicola Aceto, PhD, of the Swiss Federal Institute of Technology in Zurich, and colleagues.

Furthermore, CTCs are more prone to metastasize during a body’s resting phase, while those generated during a body’s active phase are not, they noted in Nature.

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Tissue model reveals key players in liver regeneration
Sangeeta Bhatia | June 27, 2022

Tissue model reveals key players in liver regeneration
Sangeeta Bhatia | June 27, 2022

By tracing the steps of liver regrowth, MIT engineers hope to harness the liver’s regenerative abilities to help treat chronic disease.

The human liver has amazing regeneration capabilities: Even if up to 70 percent of it is removed, the remaining tissue can regrow a full-sized liver within months.

Taking advantage of this regenerative capability could give doctors many more options for treating chronic liver disease. MIT engineers have now taken a step toward that goal, by creating a new liver tissue model that allows them to trace the steps involved in liver regeneration more precisely than has been possible before.

The new model can yield information that couldn’t be gleaned from studies of mice or other animals, whose biology is not identical to that of humans, says Sangeeta Bhatia, the leader of the research team.

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Nanomaterials That Provide Imaging While Delivering Medication
Kytai Nguyen | June 24, 2022

Nanomaterials That Provide Imaging While Delivering Medication
Kytai Nguyen | June 24, 2022

A University of Texas at Arlington bioengineer is leading a project that will develop biodegradable nanomaterials that will take pictures and deliver medicine to combat peripheral arterial disease (PAD).

Kytai Nguyen, a UT Arlington bioengineering professor, is the principal investigator in the four-year, $2.1 million National Institutes of Health (NIH) grant. She’s collaborating with Jian Yang, a Penn State University bioengineering professor and former UTA faculty member, and Ralph Mason, a professor of radiology at UT Southwestern.

“What’s important in this project is that the technology carries fluorescent and ultrasound imaging capabilities, which will provide patients and doctors with more detailed information,” Nguyen said. “It also gives patients more targeted medicine, making it more efficient.

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Dr. Cato T. Laurencin Elected to the European Academy of Sciences
Cato Laurencin | June 16, 2022

Dr. Cato T. Laurencin Elected to the European Academy of Sciences
Cato Laurencin | June 16, 2022

The prestigious European Academy of Sciences has recognized UConn’s Dr. Cato T. Laurencin for his visionary and pioneering work in the field of regenerative engineering

In recognition of his pioneering work in the field of regenerative engineering, UConn professor Dr. Cato T. Laurencin has been elected to the prestigious European Academy of Sciences (EURASC).

“It’s very gratifying that a number of different parts of the world consider the work we are doing to be breakthrough,” Laurencin says. “The world is embracing the concepts behind regenerative engineering and has come to realize the importance of this field.”

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Lydia Contreras Named New Vice Provost for Faculty Diversity
Lydia Contreras | June 15, 2022

Lydia Contreras Named New Vice Provost for Faculty Diversity
Lydia Contreras | June 15, 2022

The University of Texas at Austin has named Lydia Contreras as its new vice provost for faculty diversity, equity and inclusivity, effective immediately. Contreras, who currently holds the Jim and Barbara Miller Endowed Faculty Fellowship in Chemical Engineering, has served for the past two years as the managing director of diversity in the Office of the Executive Vice President and Provost.

She succeeds Edmund T. Gordon, who will serve as the inaugural executive director for the university’s Contextualization and Commemoration Initiative.

Contreras’ primary responsibility will be to lead the advancement of the Strategic Plan for Faculty Diversity, Equity, and Inclusivity in alignment with UT’s new plan for an equitable and inclusive campus, You Belong Here.

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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.

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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.

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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.

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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.

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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.

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