How Can We Support Underrepresented Groups in Science?

Over the past few years there has been a growing recognition of the importance of diversity and inclusion. Consequently, active efforts have been made to increase the representation of underrepresented groups in scientific research. However, there is still a lack of equal opportunities for these minority groups who have historically been marginalized or excluded from participating fully in the research community. These underrepresented groups include, but are not limited to, women, racial, religious and ethnic minorities, individuals with disabilities, those from low-income backgrounds, and members of the LGBTQ+ community.  

Challenges faced by underrepresented groups in science 

These underrepresented groups face numerous challenges and disadvantages that hinder their participation and progression in research. It is not uncommon to find researchers from underrepresented groups having to deal with stereotypes and prejudice based on their gender, race, ethnicity, or other identities. They may be subject to assumptions about their competence, intelligence, or ability to contribute meaningfully to research, which can undermine their confidence and hinder their career growth. Among the numerous challenges that they have to deal with are:  

1. Lack of access to quality education and resources such as funding and research opportunities. This can make it difficult for them to succeed and hinder their ability to compete on an equal footing. 
2. Discrimination and bias due to one’s ethnic, cultural or religious identity from both peers and supervisors is still fairly common. These stereotypes and biases make it difficult for researchers from underrepresented groups to feel included and supported in the research community. 
3. Scarcity of role models and mentors is a big challenge. Finding mentors and support networks that understand the unique experiences and can guide them in their STEM careers can be crucial to the success of those from underrepresented groups. On the other hand, a lack of support and guidance can hinder professional development and severely limit networking opportunities. 
4. Marginalisation of research interests, perspectives and contributions due to a researcher’s ethnic, cultural or religious identity can limit opportunities for growth. This questioning of competence and the stereotyping of research based on an author’s identity instead of the merit of their work undermines a researcher’s confidence and makes them feel inadequate. 
5. Exclusion from scientific networks, societies, collaborations and funding opportunities due to biases can lead to feelings of isolation, a lack of belonging, and even attrition from STEM fields. 
6. Intersectionality can make things more difficult for researchers. Intersectionality refers to the overlapping of multiple marginalized identities. For example, being a woman and a person of color can compound biases, limit opportunities, and create additional barriers to success. 

These challenges pose a significantly negative impact on the recruitment, retention and advancement of underrepresented groups in science. They also limit the diversity of ideas, approaches and solutions that science can offer to address global problems in today’s increasingly complex and diverse world. Therefore, it is crucial to support underrepresented groups in science and create more equitable and inclusive research spaces that are open to multiple perspectives.  

Tips to help promote diversity and inclusion in academia

To address these disparities and promote diversity and inclusion in research, mentors and supervisors can play a pivotal role. Here are some simple tips to better support underrepresented groups in science: 

1. Create an inclusive environment actively promoting respect, empathy, and open-mindedness. Recognize and acknowledge the systematic barriers and challenges that underrepresented groups face in science and choose instead to encourage diverse perspectives. Ensure that underrepresented researchers feel valued and supported in their work.  
2. Provide mentorship and support for underrepresented researchers. Foster a supportive and safe environment where underrepresented groups can express themselves freely and authentically. Be aware of the unique challenges they may face and tailor your mentorship approach to meet their specific needs.  
3. Be an active advocate for equal opportunities by empowering those from underrepresented groups to achieve their full potential and make valuable contributions to scientific knowledge. Support policies and initiatives that aim to increase diversity and inclusion in academia and research. Publicly highlight their contributions, publications, presentations, and awards to ensure their work receives the recognition it deserves. 
4. Promote networking and collaboration for underrepresented researchers by introducing them to colleagues and connecting them with relevant research networks. Respect and value the diversity of identities, backgrounds, experiences and perspectives and encourage collaborative projects. 

These tips can help mentors and peers support underrepresented groups in overcoming inherent challenges and enable them to reach their full potential. The fact that inclusive and diverse research teams bring a greater range of viewpoints and experiences to the table should not be overlooked. This can result in fresh perspectives and solutions that would not have been possible with a team that was more homogeneous.

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