NEWSLETTER

 

 

This year, the MCAA Genders, Equity, Diversity, and Inclusion (GEDI) working group created the "Rainbow Pills" series, in which each "pill" displays a short video and represents one of the colours of the Rainbow flag (Red, Orange, Yellow, Green, Blue, Violet) – the symbol of diversity and LGBTQ+ community. The “Rainbow Pills” were created as a call to fight intolerance and LGBTQ+ phobia together.

To learn more about it, Ruben Riosa of the MCAA Editorial Team interviewed several organisers and speakers of the Rainbow Pills series: Tania Romacho, Aurelio Hidalgo, Enka Blanchard and Riccardo Maddalena. Who better than this group to help us unravel what the Rainbow Pills series is and how it can play an important role in promoting diversity in science.

 

INTRODUCTIONS

Tania: I am the secretary of the MCAA GEDI working group as well as a Spanish postdoctoral researcher in the Life Science area. My work consists in discovering and developing novel therapies for diabetes. I am passionate about science: teaching it and advocating for it. I love hiking with my dog and enjoying music, cinema, and cuisine with other humans.

Aurelio: I am an assistant professor at the Autonomous University of Madrid (Spain). I am the principal investigator (PI) of the HT Discovery Lab at the Centre for Molecular Biology "Severo Ochoa" also based in Madrid. My area of research is enzyme biotechnology, especially enzyme discovery and engineering. I did my BSc, majored in biochemistry, and did my PhD in microbial bioremediation. I am passionate about enzymes, of course, but also musicals, sci-fi movies (good ones), curling (yes, the sport!) and food/wine.

Enka: I'm a French transdisciplinary researcher, with a scientific background (mostly mathematics), although I now mostly work on social subjects. This means I work on projects ranging from geography of disability to voting systems, but also queer theory and digital humanities. Currently, I am a postdoctoral researcher at the Digitrust Consortium (France).

Riccardo: I am a Lecturer in Civil Engineering at Cardiff University (UK) as well as a member of the GEDI working group. I enjoy travelling around the world (though COVID-19 is making it challenging), squash, cycling (though it’s quite a new interest), and I am a big believer/ fighter for equality for all the protected characteristics.

 

What’s special about the Rainbow Pills series?

Tania: We had this last minute idea: since there would be no physical Pride Parade this year, we had the need to find a way to demonstrate. It came as a response to the very ugly wave we were, and still are, facing in terms of intolerance, homophobia, and, overall hate speech.

Aurelio: The Rainbow Pill series was a great initiative. I was hesitant at first, but then I went in all the way. It made me realise the relevance of scientists, and in particular PIs, being publicly ‘out’, acting as role models, providing a more real (and diverse) picture of scientists. Yes, there are LGBTQIA+ researchers out there, just like anywhere else. Science is also something for us.

Riccardo: It was great! The most exciting part was recording the video: recording, playing and deleting so many times! But the true excitement was when it was shared on social media. The huge support I received from friends and followers was heart-warming.

 

What will we gain by becoming more diverse? Why is it important?

Tania: As I explain in the video, diversity is an asset. A more diverse science is an enriched science. Diversity brings in multidisciplinary approaches. A broader vision to face scientific challenges can only speed up success.

Aurelio: In my experience as a PI, diverse teams are stronger teams. They have different points of view, different approaches, and their members complement one another.

Enka: I tend to be the diversity token, as I'm non-binary and disabled (among other things). But just being aware of the issues that those communities face and talking to them already impacts my work, with positive outcomes. For example, by trying to work on accessible voting systems for blind voters, we ended up creating a system that is more usable and secure for everyone (whether they are disabled or not). Often enough, trying to include everyone from the start gives great results (instead of tacking on inclusion issues after the fact).

Riccardo: Gain: look at our day-today world from a different perspective. Important: if you were to be on the other side (that is, being LGTBQA+), you would soon realise how important it is to be recognised and treated with dignity.

 

Gender diversity in academia: what’s the situation?

Tania: It is not good enough, and please, I would rather speak about ‘genders’ diversity. We still need more diversity especially in leading positions.

Aurelio: Unfortunately, pyramid-like, with decreasing female presence as you go up the tiers of academia. The number of female PIs and professors is still under about 40 %, from what I remember. Further positive action is still needed in terms of career moves and deadlines for grants, for example. Although some efforts are being made, probably because those policies cost nothing. Practical measures, such as day-care, hiring extra personnel, or having specific funding to prevent severe career breaks (from which it is hard to return) cost money and I guess that is why they are not widespread. In my humble opinion, practical and political measures need to go hand in hand.

Enka: As for gender diversity in academia, I come from a field that's quite poor on this front, and where sexism and transphobia are still very present. That being said, I've been very lucky in having supervisors who were not only fine with it, but stood up for me. My first advisor’s stance for queer inclusion (out of principle) was what pushed me to come out to him, knowing that I would find an ally.

Riccardo: In the UK we have taken huge steps forward but there is still a long way to go. Peer-support is paramount in ensuring gender equality.

 

What's one thing we can do to positively impact diversity?

Tania: Request funding agencies and academia to re-evaluate our standards and definition of ‘excellent research.’ If we make rules to let only a minority succeed while others are discriminated based on individual characteristics, science will never be diverse.

Aurelio: Measures need to be taken across the board because this is a multi-dimensional problem. From the institutional point of view, we need diverse panels at all levels (experts, evaluators, conferences, journal editors, reviewers, governing bodies etc.). From the executive point of view, we need more practical measures including diversity hires. Finally, from the societal point of view, we need more visibility of this diversity to educate and show the younger generations that science is also for them, regardless of gender, ethnicity or sexual orientation.

Enka: I think the one important thing to do is to actively broadcast one's support (as long as it's sincere), instead of going from the assumption that people will know one is an ally. Especially in contexts in which there is institutional pushback, fighting for inclusion (as someone not necessarily directly concerned) protects those who have less power, and creates a welcoming environment.

Riccardo: We need to educate people, talk to them and work with them.

 

Any additional thoughts?

Tania: I was very moved by the engagement of everyone involved in the Rainbow Pill campaign. Everyone joined efforts to launch it on time, in spite of the very short time.

I was also very impressed by the positive reaction of the people on the campaign in social media. So far, most reactions were very positive! I want to show my gratitude to everyone who participated. I would like to encourage fellows to help us gain diversity in the next campaign. I hope it becomes a MCAA ‘classic.’

To conclude, I would like to thank Tania, Aurelio, Enka and Riccardo, for taking the time to be interviewed and for sharing with us their personal experience within the MCAA “Rainbow Pills” series.

 

INTERVIEW BY RUBEN RIOSA

MCAA EDITORIAL TEAM

RRIOSA@UNI-BONN.DE

 

 

 

EMBRACING AN INCLUSIVE CULTURE

Quoting Malcolm Forbes who said that diversity is the art of thinking independently together, Jenny notes the following: “If an organisation embraces an inclusive culture, mindsets, and processes to ensure that everyone feels that they belong and that they are treated fairly, then it allows the organisation to maximise its gains from the potentials that have been unleashed because there are no barriers to expression and creativity. People tend to be more productive when they are content and happy with what they are doing.”

Diversity drives also innovation, as it is broadly recognised that companies with policies that promote workers across sexual orientation or gender spectrum are more innovative and productive. “The take-home message here is that a business which relies on innovation will benefit significantly from supporting diversity within its organisation.” Here, Jenny quotes Richard Warr along with Roger Mayer of NC State, and Jing Zhao of Portland State University, and their results published in a study called “Do Pro-Diversity Policies Improve Corporate Innovation?” in the journal Financial Management.

 

What’s more, diversity improves Total Quality Management (TQM). “When employees feel involved, respected and connected, employers can tap into a greater richness of ideas and problem-solving approaches. This also helps companies to respond effectively to customers, attract and retain high performing employees, empower teams to collaborate, raise productivity, future-proof their businesses, and, ultimately, deliver sustainable growth,” explains Jenny.

Most millennials, the future workforce, consider diversity as a core value when they weigh career opportunities. Jenny points to the findings of a study conducted by PwC in 2015, which suggests that 86 % of female millennials take a careful look at employers’ policies on diversity, equality and inclusion before applying.

Better business performance is the result of inclusive decision-making, concludes Jenny, who also refers to a study carried out by Cloverpop. These findings show that inclusive teams make better business decisions up to 87 % of the time.

In addition, decisions made and executed by diverse teams deliver 60 % better results. “Diversity makes smarter teams,” concludes Jenny.

 

MCAA EDITORIAL TEAM

 

 

 

Christina believes in the positive impact that youth can have on the world no matter from where they are from. Involved in various volunteering activities, she is continuously looking for opportunities to meet her peers and, above all, to learn. “I tend to be extremely active as an international volunteer in the framework of sports events, European solidarity corps, European voluntary service, etc. During these volunteering activities, I have met amazing young people from several continents,” she says.

 

ONE YOUNG WORLD SUMMIT

She recently became aware of the One Young World Summit whose purpose is to identify, promote and connect the world’s most impactful young leaders to create a better world, with more responsible and effective leadership. Christina is looking forward to participating in this summit hopefully in 2022. “I follow the event communications and the discussions they propose very closely. I really would like to attend this summit one day and to meet brilliant individuals from everywhere. I can say that my position as an MSCA fellow now allows me to meet international researchers, inspirational people,” adds Christina with enthusiasm.

While waiting for the summit, our fellow had the opportunity to attend a discussion led by the One Young World Africa network/community: “The objective of the discussion was to point out some problems linked to the history mainly, and to enhance the entrepreneurship behaviour of the young generation, to be aware of their capabilities and to empower the ideas or projects coming for Africans or African descendants,” explains Christina.

Should the concept of #Blackunity (and #Unity) appear as a solution to tackle systemic racism and inequalities? “I think we reach the point where we should not differentiate people because of borders. If we aim to work together, everyone is a strength, no matter if the person is based in Nigeria, Canada, Brazil, Spain, New Zealand or Japan. I think the #Blackunity and unity, in general, is the definition of this state of mind,” answers our fellow.

 

INSPIRATION

Rooted in a “double culture” (from France, the country where she was born and raised, and from the country where her parents were born), Christina considers this situation as an advantage and a pride: “I have an incredible chance to have a “double culture”. This opened me to the world at a very young age.”

Among others, Christina’s inspirations come from black or African entrepreneurs.

What’s more, Christina is pleased to share with us the list of the 100 most influential young Africans that was released on 4 November 2020.

 

EMPOWERING IS KEY

According to Christina, empowering young, female, African and black entrepreneurs is vital in enhancing diversity. This should be done by highlighting and contributing to the discussions to praise the numerous initiatives they launch. She mentions, amongst other actions, Afrogenius, which aims to spread scientific knowledge and the Instagram account tous.afro, whose purpose is to raise awareness about African traditions, cultures and languages.

Christina highlights how important it is to recognise the work done by African and black entrepreneurs and gives a few tips on how to impact diversity positively: “Consider black people when they apply to grants, scholarships, positions… consider their education, let them express themselves when they are and feel concerned.” Moreover, “Don’t / never hide negative/harmful/toxic behaviours behind humour or habits/usual practices” she adds.

“The world of tomorrow starts today, and no matter our skin colour, our citizenship, our field, we should all be actor of the positive change”.

 

MCAA EDITORIAL TEAM

 

INTRODUCTION

Integration is key to achieving a successful research outcome especially for non-indigenous researchers. It is one of the key indicators for measuring the suitability of newly recruited researchers and could be used as the basis upon which their contracts may be extended beyond the probation period. Integrating very well into a team and having a good working relationship with all members improves the mental health of researchers. However, the process of integration could be very difficult for some researchers, especially those working or studying in a new country. For some people, it may take more than the typical six-month probation period to fully integrate into their new working environment. Working culture and conditions differ from one laboratory to another, in some cases even indigenous researchers need some time to acclimatise to their new laboratory.

 

 

COPING WITH THE CHANGE IN ENVIRONMENT FROM YOUR HOME COUNTRY AND SETTLING IN EUROPE

Studying and/or working in Europe is quite different from what I was used to in Nigeria. Unlike Nigeria, doctoral students in Europe have all the necessary resources and support for their studies or work. In terms of research, they have access to state-of-the-art equipment and have leading scholars as mentors. These are all aspects that make studying and working in the new environment a bit easier.

The most difficult part for me was adapting to the weather, particularly the short cloudy winter days with little sunlight. The cosmopolitan nature of most European cities entails the possibility to meet people from different cultures. Socialising in this multicultural setting was a bit difficult at the beginning.

 

BENEFITS OF BEING PART OF AN MSCA FELLOWSHIP AND BEING A RESEARCHER IN EUROPE

Being part of an MSCA ITN means working with many talented students and exceptional supervisors from both academia and industry. Meeting annually to discuss the different projects within the ITN is an important part of being an MSCA fellow. The secondments also provide an opportunity for ESRs to have industry experience. Having first-hand experience of working in both academia and industry helps ESRs to ponder with more skills and knowledge about which career path to follow.

 

 

YAHAYA A . YABO

MCAA EDITORIAL TEAM

PHD STUDENT

NORLUX NEURO-ONCOLOGY LABORATORY

LUXEMBOURG INSTITUTE OF HEAL

YAHAYAABUBAKAR.YABO@LIH.LU

 

 

 

 

 

TACKLING BIASES TO PROMOTE INCLUSION

One of the first steps towards inclusion is to challenge biases, which are cognitive shortcuts likely to bring us to the wrong conclusion. As Manuel explains: “We have a responsibility to pay attention to what biases we have about other human beings.” It is therefore paramount to take a moment to review the facts before making a decision, so that we can collaborate better with others who are from different backgrounds.

This is why EqualPlus Ltd proposes to coach organisations committed to adopting inclusive practices. “Every organisation that reaches out to us starts by explaining how they are unique,” says Manuel, when he explains the methodology. Once the profile of the organisation has been clearly defined, the strategy is formulated. It is based on the following three pillars:

1. Getting the data (through quantitative and qualitative research) to identify the specific structural and cultural barriers to inclusion in the organisation;
2. Delivering training on conscious inclusion (understanding what bias is, where it comes from and how to mitigate it);
3. Ensuring the new inclusive culture sticks over time (by redesigning the processes, monitoring the data, and coaching leaders as role models of inclusion).

 

What makes this type of service unique is the wide spectrum of nationalities and languages represented by EqualPlus’s consultants. “We often work with organisations spanning various countries and cultures, and we make sure to deliver the service through our local experts, who have an intimate understanding of the culture and the language. This idea of global reach and local service is absolutely core to how we approach the work. It is about respecting and appreciating the local diversity,” explains Manuel.

 

‘IF YOU CAN NAME IT, YOU CAN TAME IT’

The best practices to enhance inclusion and diversity at work can start with considering the data before taking a decision. “The general idea is to figure out ways to make more deliberate decisions. This can include removing all sorts of triggers to our biases, for example by anonymising CVs, if we are hiring. It can also mean leveraging tricks from behavioural design research, in particular around perspectivetaking,” says Manuel.

Appointing a person who will help consider all aspects and avoiding groupthink before making a collective decision is another solution proposed by Manuel. “My general motto is ‘if you can name it, you can tame it’. If we find ways to name any assumption at play, conscious or not, we are much more likely to end up making evidence-based decisions. I'll add that our willpower gets tired quickly, so the more we can tweak our processes so we are nudged toward deliberate thinking, the better,” he concludes.

 

MCAA EDITORIAL TEAM

 

 

Cross-border relocation of researchers is automatically associated with Marie Skłodowska-Curie Actions and is widely considered an inseparable part of one’s scientific career. It goes without saying that such a move includes many benefits.

 

ADVANTAGES OF RESEARCH MOBILITY

Firstly, it is an adventure. And who does not like an adventure? With the world rapidly changing around us, more and more people are keen to explore new places and experience new cultures. No matter what background you are from or what you are striving to achieve, you will most certainly want to indulge in the multicultural boiling pot of foreign experiences. After all, every research starts with a desire to explore. There is a bit of Indiana Jones in everyone who is reading this Newsletter!

 

Secondly, it is no secret (it’s actually a proven fact) that cross-border relocation within academia benefits careers. Research mobility allows you to open new horizons, see your field from a new perspective, learn new techniques, experience alternative research styles, and learn from the best. According to a recent study published in the Journal of the Royal Society Interface⁵ , research mobility results in an average of 17 % increase in the number of research citations. One in four Nobel Prize recipients performed his/her award winning research in a foreign country. So, why shouldn’t you?

Cross-border mobility, especially at an early stage in your career, makes you look at everything from a different perspective. For most of your life, you perfected your academic and social skills, making sure you will be sharp, fast, creative, and to the point. Each of these skills, even the mastership of occasional chit-chat at the coffee machine, influences the probability of one’s promotion and strongly differs from country to country. In the case of cross-border relocation, just overnight, you become a cultural minority, and these skills may need to be (re)mastered from scratch. Even though cross-border mobility is very common, the majority of researchers will move only once or twice in their life⁶ before settling down. In the 11 % of cases, this move will even result in complete rescission of research connections or collaborations with their country of origin⁷ . Therefore, social integration into the new “home” will be of critical importance.

 

MY OWN RELOCATION

In February 2013, I moved to the Netherlands to start a PhD project. I was accepted for an Early Stage Researcher (ESR) position within an EU consortium called Trace’nTreat. I was going to work on the topic I always dreamt about and my supervisor was a well-acclaimed expert in the field. Back then, being a young and restless 24-year-old Ukrainian, I could not be happier and more excited about the change. I had three years to finish the project. I knew that it would be difficult, but I was up for the challenge. Two small suitcases and one flight later, I landed in Amsterdam.

I don’t think that I need to explain that Ukraine and the Netherlands are very different countries. I am not talking about economics or history, these differences are to be expected. The cultural shock I experienced was different from anything I could have imagined.

I was born and raised in a small town of about 20 000 people. One can look at my upbringing as challenging, but I feel blessed. I am from a multi-cultural family. I was raised by a single mother who set an excellent example as a strong woman and always stressed the importance of education. Looking back, I never had stereotypically “normal” hobbies and had a rather peculiar style. Yet, work “weird” did not exist in our home. I discovered the beauty of physics at an aeronautic summer camp when I was 11. After that, all my free time was filled with private physics lessons. I studied at the top university in the country on a full scholarship. There was a lot of competition, but we (students) loved it. Until moving to the Netherlands, all my days were filled with studying, work, and some necessary rest.

I would love to say that I instantly integrated into Dutch society and made many Dutch friends, but the reality was a bit different. First, my research group and the entire department was predominantly Dutch (probably about 90 %). A simplified version of how I saw a typical Dutch lifestyle at that point can be summarised as: work hard, party hard, and find a balance between the two. My colleagues often had scheduled lunches and coffee breaks. Those breaks strated on the same time every single day, independent of whether you wanted to take a break or not. Work-related conversations were forbidden during the breaks, yet they would openly share details I could only discuss with my GP. There were regular after-work drinks, yet we rarely met during our free time (e.g. on the weekend). My colleagues frequently switch to 100 % Dutch around the coffee table, yet avoided using it while talking to foreigners directly. None of these things were making any sense to me, and my world was literally turned upside down. From a scientific point of view, I was achieving great individual results. At the same time, organisation of collaborative experiments and projects was way more challenging for me, compared to other Dutch colleagues. I knew that the core of the problem was in cultural integration, but I did not know how to fix it.

 

THE CULTURAL VOID

For the vast majority of my PhD, I was constantly switching between two social interaction modes. On the one hand, I was trying to blend in by mimicking the Dutch behaviour (as recommended by cultural integration courses). On the other hand, I would ricochet to an extreme Ukrainian version of myself, probably as a compensation for the failed Dutch act. Neither of these tactics helped, and I just ended up being stuck somewhere between the two. I found myself stuck in a cultural void, where I did not know anymore where to place myself or how to act. My project consortium provided a lot of professional training to boost my technical skills, but none of those courses was targeting the issues I was really struggling with.

 

FILLING THE VOID AND BRIDGING THE GAP

After a few years of living in the Netherlands, probably also after getting a bit older, I finally started to accept the fact that I was moving further and further away from my Ukrainian roots. At the same time, I realised that I would never become Dutch. The vast majority of my adult life was spent in the Low Lands, where I learnt how to find a better balance between work and leisure time. I learnt the value of daily meaningless chit-chat with colleagues, that help to maintain good connections, as well as better group dynamics, which actually do help me in my work. A lot of things that did not make sense to me started making sense. Some still do not. Once I stopped forcefully trying to blend in and tried to understand from where people are coming, I was able to bridge the gap over the void between the two cultures. At last, the solution to my problem was not in trying to turn myself or other people into something they are not, but in accepting and respecting our differences. Sounds obvious, but it is often overlooked.

What have I learnt from my experience? What can I share with other MCAA members, especially ESRs? Each ESR will spend at least several years in a foreign country and will face challenges similar to the ones I faced. The years of your PhD project are intense, both academically and mentally. There will be many ups and downs and there will be times you feel you are on a roller coaster. So, just make it easier on yourself. Stay open-minded and try to find a good support team, because there will be things to complain about.

 

OLEKSANDRA (SASHA) IVASHCHENKO

MCAA NEWSLETTER EDITORIAL TEAM

MEDICAL PHYSICS RESIDENT, PHD

LEIDEN UNIVERS ITY MEDICAL CENTER

O.IVANSHCHENKO@LUMC.NL

 

 

 

“We try to provide guidance to migrants who come to see us and often don’t know how to deal with their already complicated situation; many people are afraid of being exposed within their own communities, many need support, looking for Italian classes or finding safe places to interact with others,” says Alice.

Challenges are multiple, as Alice highlights: “I am a volunteer, we all are, and we try to do our best where we can. I had to ‘learn on the job’ in many instances. What’s important is being a support to people who often have no one to talk to, and then take it from there.”

Language can also be a barrier. “Talking to people who come from a completely different environment can be tricky,” she adds.

Moreover, the diversity of situations covers realities that western Europeans are sometimes unable to conceive. “Being LGBTQI+ isn’t the same experience everywhere in the world, and people like me are privileged and don’t really understand what people from other contexts might have had to go through,” muses Alice.

In spite of the difficulties she faces on a daily basis, Alice underlines positive outcomes. “Sometimes we keep in touch even after they don’t ‘need’ us anymore,” she says. A few people previously helped by the association became “helpers” themselves, acting for example as interpreters to connect the association and other migrants in need of support.

 

 

MCAA EDITORIAL TEAM

 

AFTER MY MSCA PHD FELLOWSHIP

Since the time I was awarded the MSCA PhD fellowship, a whole new world opened to me with endless opportunities. In my own and other MSCA networks, many people did not know their options and privileges of having this grant. The management of our network was not spot on, but the ones who wanted could get information/help through other MSCA platforms. I went to all MCAA conferences as well as a scientific conference in the United States thanks to an MCAA micro grant. After each MCAA conference, I always returned to work very motivated and enthusiastic. I liked that the conferences dealt with very important but often overlooked topics, such as mental health in academia, gender balance and grant writing. And I liked how, through the annual conference, the MCAA creates a very supporting community. At the conferences, I had the chance to talk to many other fellows, to European Commissioners and to MCAA Board Members. Having an MSCA PhD Fellowship can be used for networking very easily, in case there is interest and for finding the appropriate tools to do so. Apart from professional connections, I made friends in my own network, but even with other fellows.

Apart from the top-tier scientific projects the MSCA programme has to offer, the obligatory mobility also helps a lot in career development and personal growth. Adapting to another culture is a huge challenge, but it is definitely worth it. In only three years, I lived in Hungary, Spain and Portugal (where I spent my secondment). It was an utterly amazing experience! I defended my PhD recently and got accepted as a Postdoctoral Associate at Yale University, which I believe could not have been possible without the MSCA PhD Fellowship.

 

TAKE HOME MESSAGE

Many people don’t have the courage to apply, because they don’t think they have a chance — especially in underdeveloped regions or where the society is not supportive. Just apply! The worst that can happen is that you do not get the grant. But then you go on and on until you get one. I acknowledge that it is very hard to deal with rejections. But without rejections there is no success, and we always learn from our mistakes. I have social anxiety and ADHD, but I am constantly trying to overcome my fears. Apart from courage, many people do not know their options. Do not wait for others to tell you your options, go after them yourself! I am always trying to follow the 10x rule — I am always taking 10 times the actions of other people, even though I am terrified of the unknown and always think I am not good enough at the beginning.

 

DÓRA KOLLER

DIVISION OF HUMAN GENETICS, DEPARTMENT OF PSYCHIATRY YALE UNIVERSITY SCHOOL OF MEDICINE

DORA.KOLLER@YALE.EDU