The University of Virginia has named pioneering physician leader Melina R. Kibbe, MD, as 17th dean of the UVA School of Medicine and chief health affairs officer for UVA Health.

Dr. Kibbe is an outstanding clinician, researcher and highly respected educator. She comes to UVA effective Sept. 15 from her role as the Colin G. Thomas Jr. Distinguished Professor and Chair of the Department of Surgery at the University of North Carolina at Chapel Hill, where she also holds an appointment in the Department of Biomedical Engineering.

The most common technique, and often the last resort, for couples struggling to conceive a child is in vitro fertilization. However, despite many advances since the first IVF baby was conceived in 1978, the procedure is still expensive and has a success rate of around 20% to 35% on the first attempt.

But thanks to the work of Richard and Loan Hill Visiting Professor Urmila Diwekar, IVF treatments may soon be personalized to individual patients to increase their chance of success. Diwekar recently received a New Science Inventions Award from ScienceFather for her work developing a mathematical procedure to provide a customized drug dosage during an IVF treatment.

Ultrasound is a non-invasive technique that uses sound waves to either generate images of tissues inside of the body, or to interact with tissues as a therapeutic tool – to break up gallstones, increase blood flow, or ablate tumors, for instance. Ultrasound contrast agents, which are typically tiny bubbles filled with gas, can enhance the reflection of ultrasound waves to improve the quality of an ultrasound image. However, commercially available contrast agents are confined to the blood vessels, typically remain in the bloodstream for less than 10 minutes, and are used in only a handful of settings in the United States.

But what if ultrasound contrast agents could leave the vasculature, persist for an extended period of time, and be customized for a specific application.

For their distinguished and continuing achievements in original research, UC Santa Barbara professors Denise Montell, Linda Petzold and Glenn Fredrickson have been elected to the National Academy of Sciences (NAS). They are among 120 members, and 30 international members, to join the academy this year.

Membership in the NAS is one of the most prestigious recognitions awarded to a scientist or engineer in the United States.

A Northwestern University-led team of researchers has signed a cooperative agreement with the Defense Advanced Research Projects Agency (DARPA) to develop a wireless, fully implantable device that will control the body’s circadian clock, halving the time it takes to recover from disrupted sleep/wake cycles.

The first phase of the highly interdisciplinary program will focus on developing the implant. The second phase, contingent on the first, will validate the device. If that milestone is met, then researchers will test the device in human trials, as part of the third phase. The full funding corresponds to $33 million over four-and-a-half years.

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.