Organized by Anna K. Monfils and Ann K. Sakai BSA Human Diversity Committee

1. Broadening Participation – Recruiting and Retaining Outstanding Scientists in the Botanical Sciences Organized by Anna K. Monfils and Ann K. Sakai BSA Human Diversity Committee

2. Sponsors • iDigBio • Ecology Section of Botanical Society of America • Teaching Section of Botanical Society of America • American Society of Plant Taxonomy/Systematics Section of Botanical Society of America

3. Biology, Bioinformatics, Bias, and Beyond Judith E. Skog, George Mason Univ. Jeremy O. Skog, U.S. Census Bureau July 30. 2013

4. Opportunities increasing for integrative activities and research • Biological and Computing Shared Principles (BCSP) for research projects in either directorate to study aspects where knowledge pushes both areas forward • iPlant for opportunities to develop new methods of analysis for phylogenies • Digitization activities for collections – ADBC and iDigBio • NEON increasing environmental data daily • Big Data activities across fields

5. Resources for graphs • New information from reports issued this year • NSF Report on Women, Minorities and Persons with Disabilities released this winter -data to 2010 • American Community Survey Reports from the Census Bureau with 2011 data on degrees

6. Overview of data

7. Degrees earned totals

8. NSF report B.S. and higher degrees in Bio and Comp Sci – white

9. B.S. and higher – African American

10. B.S. and higher- Hispanic

11. B.S. and higher - Asian

12. B.S. and higher - Native American

13. American Community Survey - degrees • 56 million in U.S. earned Bachelor’s degrees • 20 million in STEM fields • Only 1 million in ‘integrative’ areas

14. ACS data: degrees by decade of birth

15. Degrees by level of degree

16. Environmental Areas

17. Bias and implicit bias important • Implicit biases are pervasive: • People differ in levels of implicit bias: • Studies on implicit bias often based on gender but it applies to all aspects of society • Most implicit bias actions are performed by people who are unaware of them • These actions often conflict with beliefs

18. Ameliorating Bias • Raise awareness of implicit bias • Seek to identify and consciously acknowledge real group and individual differences • Routinely check thought processes and decisions for possible bias - for more information on how to create and sustain a thriving departmental climate, see the NSF ADVANCE website, “Climate and Culture” • Check when writing or reading letters of recommendation for bias - for more information see NSF ADVANCE website, "Letters of Recommendation“ • Be an “Active Bystander”. For tips on how to do so, see MIT’s “Active Bystander Strategies” website.

19. Web sites for implicit bias • Project Implicit (http://www.projectimplicit.net/index.html) • AWIS Women and Awards (http://www.awis.org/displaycommon.cfm?an=1&subarticlenbr=397) • Rutgers UniversityDepartment of Philosophy (http://philosophy.rutgers.edu/graduate-program/climate/133-graduate/climate/529-climate-of-women-implicit-bias) • National Council of State Courts (http://www.ncsc.org/~/media/Files/PDF/Topics/Gender%20and%20Racial%20Fairness/IB_report_033012.ashx) • NSF Advance program (http://www.portal.advance.vt.edu) • MIT Active Bystanders (http://web.mit.edu/bystanders)

20. What can we do • Mentoring – probably most important are mentors who are encouraging, supportive, and instill sense of value and grit • Provide opportunities for integrative activities • Challenge the ‘norm’ and encourage new approaches • Work with societies to overcome silos, stovepipes, perceptions and bias