Researchers at the University of Utah are working to address systemic inequities and discrimination within science, technology, engineering, and mathematics (STEM) fields through new research models, policy initiatives, and inclusive classroom practices. These efforts target long-standing disparities in professional recognition and the challenges faced by women and minority groups in academia.
Scientific Solutions for Social Justice
Computational modeling is being used to solve critical social justice issues, such as the diagnostic uncertainty surrounding infantile brain injuries. Brittany Coats, PhD, leads a research team that uses skull fracture imaging data to create computational models capable of determining if an infant's injury resulted from an accidental fall or child abuse.
Coats' model can analyze real-life data to confirm or deny parental alibis in as few as a couple of hours. According to the University of Utah, Coats' research has received grants from the Department of Justice to continue improving the accuracy of these diagnoses. She expressed interest in expanding the model to detect patterns in other types of injuries.
Addressing Recognition Disparities
In the realm of geology, McKenzie Skiles, PhD, is working to reform how women are recognized within scientific organizations. As the Cryosphere section president, Skiles is collaborating with the current president to implement new policies within the American Geophysical Union.
Skiles, whose research focuses on snow hydrology, aims to create an environment that motivates the nomination and recognition of women for their achievements. She reported that during her graduate studies, she felt she had to work harder than male students at the same level to receive the same credit and recognition, a trend she noted has persisted.
Combating Classroom Bias
Academic environments are also seeing shifts in how instructors manage unconscious bias in the classroom. Holly Sebahar, PhD, has implemented measures such as requiring students to submit exams using university ID numbers rather than names to prevent grading bias.
Sebahar, who serves on Diversity, Equity, and Inclusion committees at the University of Utah, emphasized the importance of holding honest conversations with students to understand their experiences. She noted that being mindful of student well-being is essential when facing broader challenges in society and academia.
Advocacy for Underrepresented Groups
The need for inclusivity extends to advocacy for neurodivergent and LGBTQ+ communities in higher education. Eliza Diggins, a researcher studying astrophysics and epidemiology, works both in and out of the lab to improve accessibility and community building for these groups.
Diggins noted that discriminatory activity by PhD advisors can lead to higher dropout rates for women, particularly those in LGBTQ+ communities. She characterized the issue as a cultural problem within science, where the highly competitive nature of the field can lead those in authority to marginalize others.
The Impact of Discrimination
Data suggests that discrimination remains a significant barrier to retention in STEM. A Pew Research Center survey found that 50% of women in STEM reported experiencing workplace discrimination, compared to 41% of women in non-STEM fields.
This discrimination often manifests as under-recognition in scientific publishing and prestigious awards. For example, data from 2018 showed women represented only 1% of Nobel Prize in Physics recipients and 3% of Nobel Prize in Chemistry recipients. Additionally, research from 2016 indicated that women are underrepresented in scientific journals, serving as the first author on only 17% of physics publications.
Shifting Academic Expectations
Addressing implicit bias requires reexamining professional standards and academic expectations. Amy Sibul, M.S., suggested that institutions must reexamine qualification lists to identify where implicit biases exist and shift away from unrealistic, high-pressure academic expectations to healthier standards.
Kristina Feldman, PhD, noted that even unintentional bias can lead to women being overlooked for significant projects or lab work, requiring them to actively advocate for inclusion in professional settings.
