Build and they will come?

I study habitat selection – i.e. why do animals live where they live? I base my hypotheses around the concept that both habitat quantity and habitat quality play a role in attracting and retaining animals. At the risk of falling into the traps of positivism, I can’t help but reflect on these hypotheses drafted onto the experiences of BIPOC folks in academia. Sure, we can create “habitat” spaces for BIPOC folks by encouraging diverse student recruitment and hiring practices (even though the leaky pipeline feels hard to squeeze through in the first place). But surely academic habitat quality plays a role in retaining BIPOC folks to places where they should also feel like they belong.

Recently, a friend, postdoc, participated in a panel on BIPOC experiences in STEM in the role of “early career scientist” (Side note- anyone else feel like framing postdocs as “early career” in STEM is often well-intentioned, but extremely daunting? If a postdoc is considered early career, then where on the spectrum are the prenatal MSc students? Please forgive my existential digressions) So she also brought up the same point I’ve been reflecting on, how many academic Equity, Diversity, & Inclusion (EDI) initiatives (some more recent than others) focus on hiring processes as the start and end of promoting Diversity in STEM. Then wipe their hands, like their job is done. While it is absolutely essential to have explicit goals and training to change the cultural climate from within, to make a more inclusive and diverse recruitment. I also can’t help but consider, what then? 

Admittedly, I feel ashamed and embarrassed for still feeling imposter syndrome. Mostly because much of my work during grad schools has been around EDI. I read the books, listen to the podcasts, co-founded an EDI advocacy group, and I hope helped established a lab culture that now discusses EDI in academia more actively– so why the hell would I still feel like an outsider? On paper, I’ve got all the support I need to want to stay here and feel like I belong. How silly I seem (to only myself), feeling like an outsider peering into a world I still know nothing about, and feel little belonging to. It's only upon reflection I’ve realized how important it is to me to be able to have these conversations with other BIPOC folks; people who validate my lived experience and understand where I’m coming from.

For the BIPOC people already in it, the academic habitat space is already kind-of attractive- evidenced by our presence here right now. Arguably, the quality of our experiences contributes to our sense of belonging and retention here. So, to all the labs, departments, faculties out there who are catching up to the EDI bus (thank you BLM) – YES, you’ve got to be thinking of recruitment and hiring practices as a start. BUT, how are you supporting those people once they’re in your spaces? Are there avenues for people to talk about their experiences? Is leadership listening and engaging with students meaningfully? Who’s not in your spaces? Are there resources to seek mentorship opportunities from other BIPOC folks? How accessible are your “EDI” resources? Are BIPOC students receiving the same training opportunities? Are there structures in place to hold inappropriate conduct accountable?

So, as academic institutions are consistently challenged to face their racist, colonial and misogynistic roots and entrenched practices, I reflect on the parallels I have learned from habitat selection ecology. If quantity and quality are both features that attract and retain, how can we enhance the quality of these spaces to retain BIPOC folks here? Some potential answers to this question: stop and think about some of the reflective questions above, hire BIPOC in clusters, work on anti-racism training at the department/faculty/staff level, and add hiring incentives when mentoring diversity. Most of all -listen to what women of colour have been saying all along! This ain’t revolutionary, but hey, it’s a start.