RECOGNIZING EXCELLENCE

By bridging the conceptual divide between human language and viral evolution, MIT researchers have developed a powerful new computational tool for predicting the mutations that allow viruses to “escape” human immunity or vaccines. Its use could negate the need for high-throughput experimental techniques that are currently employed to identify potential mutations that could allow a virus to escape recognition. The computational model, based on models that were originally developed to analyze language, can predict which sections of viral surface proteins are more likely to mutate in a way that would enable viral escape, and it can also identify sections that are less likely to mutate, which would represent good targets for new vaccines.

Blocking the activity of a single protein in old mice for one month restores mass and strength to the animals’ withered muscles and helps them run longer on a treadmill, according to a study by researchers at the Stanford University School of Medicine. Conversely, increasing the expression of the protein in young mice causes their muscles to atrophy and weaken.

“The improvement is really quite dramatic” said Helen Blau, PhD, professor of microbiology and immunology. “The old mice are about 15% to 20% stronger after one month of treatment, and their muscle fibers look like young muscle. Considering that humans lose about 10% of muscle strength per decade after about age 50, this is quite remarkable.

An innovative orthopedic medical device fabricated from a novel biomaterial pioneered in the laboratory of Northwestern University professor Guillermo A. Ameer has received clearance from the U.S. Food and Drug Administration (FDA) for use in surgeries to attach soft tissue grafts to bone.

The biomaterial is the first thermoset biodegradable synthetic polymer ever approved for use in an implantable medical device. It’s unique chemical and mechanical properties enable cutting-edge implant designs that protect the soft tissue graft during insertion and optimize graft fixation to bone.

Today it was announced that Melody Swartz, William B. Ogden Professor of Molecular Engineering at the Pritzker School of Molecular Engineering (PME) at the University of Chicago, has been elected to membership in the National Academy of Medicine.

Swartz holds a joint appointment in the Ben May Department for Cancer Research and serves as deputy dean for faculty affairs at Pritzker Molecular Engineering. She is also a co-founder of the Chicago Immunoengineering Innovation Center (CIIC). Her research interests include lymphatic physiology, cancer research, and immunotherapy.

The National Academy of Medicine (NAM) has elected Georgia Tech Professor Susan Margulies to its prestigious 2020 class. Election to NAM is considered one of the highest honors in the fields of health and medicine and recognizes individuals who have demonstrated outstanding professional achievement and commitment to service. She is only the second person from Georgia Tech to receive the honor. The late Bob Nerem, founding director of the Petit Institute for Bioengineering and Bioscience, is the other.

Margulies is the Wallace H. Coulter Professor and Chair in the Wallace H. Coulter Department of Biomedical Engineering (BME) at Georgia Institute of Technology and Emory University, a shared department between the two schools. She is also a Georgia Research Alliance Eminent Scholar in Injury Biomechanics. Her research interests center around traumatic brain injury in children and ventilator-induced lung injury with a focus in these areas on prevention, intervention and treatments.

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.