Chao Lab Statement on Diversity Equity and Inclusion
We believe that diversity and inclusion is integral to an effective and productive research group. We are privileged to pursue scientific discovery as a livelihood. It is important that we conduct ourselves with this understanding, and make genuine efforts to expand and extend the opportunities and culture we have been afforded, to others. Actions affect change in ways small and large. They begin with an awareness and understanding of systemic inequities.
Recruitment and Selection: We have mindfully composed a group with background, gender and age balance. In the recruitment and selection of group members I seek a culture of transparency by including lab members in decisions that shape the direction of the group. We use electronic tools (slack, benchling) as additional ways to acknowledge and recognize contributions. We purposefully strive for transparency in communicating decisions.
Unintentional Bias: I am focused on increasing awareness of unintentional biases that we all carry. We encourage each other to revisit biases that influence how we interact with another. For the group, confronting these challenges includes mixing settled patterns of interaction. I offer equal opportunities for presenting work and attending meetings.
Retention and Mentorship: One of my most important responsibilities is to interact and mentor in an effective and aware manner. This includes understanding goals (near and long-term), setting clear expectations, providing support and detailing constructive feedback. I am constantly learning how to become a better mentor.
Promoting Ally Behaviors and an Inclusive Lab: We can promote ally behaviors by recognizing our personal experiences, with their associated challenges and privileges. In connecting through these experiences, there are opportunities to find common tools and strategies to help each other overcome challenges. In the lab, we seek to create openness to share concerns, and truly listen to one another. Feeling heard is a key step in building understanding and a culture of support. Creating a culture of inclusion requires advocacy outside of our own group. There are many other ways to make a difference. I encourage everyone to share worthwhile causes or efforts.
Diversity is essential because healthy labs are driven by different views and experiences. Maximizing and harnessing this energy requires dedicated, sustained effort to support the talent pipeline at all stages. An appreciation for the opportunity to pursue science is a powerful positive force shaping conduct in the lab, but it is only a starting point.
We believe that diversity and inclusion is integral to an effective and productive research group. We are privileged to pursue scientific discovery as a livelihood. It is important that we conduct ourselves with this understanding, and make genuine efforts to expand and extend the opportunities and culture we have been afforded, to others. Actions affect change in ways small and large. They begin with an awareness and understanding of systemic inequities.
Recruitment and Selection: We have mindfully composed a group with background, gender and age balance. In the recruitment and selection of group members I seek a culture of transparency by including lab members in decisions that shape the direction of the group. We use electronic tools (slack, benchling) as additional ways to acknowledge and recognize contributions. We purposefully strive for transparency in communicating decisions.
Unintentional Bias: I am focused on increasing awareness of unintentional biases that we all carry. We encourage each other to revisit biases that influence how we interact with another. For the group, confronting these challenges includes mixing settled patterns of interaction. I offer equal opportunities for presenting work and attending meetings.
Retention and Mentorship: One of my most important responsibilities is to interact and mentor in an effective and aware manner. This includes understanding goals (near and long-term), setting clear expectations, providing support and detailing constructive feedback. I am constantly learning how to become a better mentor.
Promoting Ally Behaviors and an Inclusive Lab: We can promote ally behaviors by recognizing our personal experiences, with their associated challenges and privileges. In connecting through these experiences, there are opportunities to find common tools and strategies to help each other overcome challenges. In the lab, we seek to create openness to share concerns, and truly listen to one another. Feeling heard is a key step in building understanding and a culture of support. Creating a culture of inclusion requires advocacy outside of our own group. There are many other ways to make a difference. I encourage everyone to share worthwhile causes or efforts.
Diversity is essential because healthy labs are driven by different views and experiences. Maximizing and harnessing this energy requires dedicated, sustained effort to support the talent pipeline at all stages. An appreciation for the opportunity to pursue science is a powerful positive force shaping conduct in the lab, but it is only a starting point.