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Modeling Scientific Workforce Diversity National Institute of General Medical Sciences The Big Picture: Contexts for URM Training Daryl E. Chubin Director,

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Presentation on theme: "Modeling Scientific Workforce Diversity National Institute of General Medical Sciences The Big Picture: Contexts for URM Training Daryl E. Chubin Director,"— Presentation transcript:

1 Modeling Scientific Workforce Diversity National Institute of General Medical Sciences The Big Picture: Contexts for URM Training Daryl E. Chubin Director, AAAS Capacity Center American Association for the Advancement of Science NIGMS, Natcher Conference Center, Room B October 3, 2007

2 NIGMS Modeling Diversity S&T Education and Workforce Can Be Viewed Through the Lens of... Globalization History of U.S. Policy Data K-20 Education Students Technical Assistance Current Federal Legislation

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4 U.S. Department of Education, The Toolbox Revisited: Paths to Degree Completion From High School Through College, Feb Based on a longitudinal study of a nationally representative cohort of students from the high-school class of 1992, the report finds... Academic Intensity: The rigor of a student's high-school curriculum is the strongest indicator of whether one will earn a college degree, regardless of major. The "academic intensity" of students' high-school courses played a larger role than did their grades and standardized test scores. Mathematics: "The world demands advanced quantitative literacy, and no matter what a student's postsecondary field of study... more than a ceremonial visit to college-level mathematics is called for." Demographic background: Students from lower socioeconomic backgrounds were less likely to attend high schools that offered high-level courses. Latino students, for instance, were far less likely to attend schools that offered calculus or trigonometry than white or Asian students.

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6 Dilemma: Fix the Students, Pathways, or College? Students: oDemographic composition oPre-college academic preparation Pathways: oIntervention programsadd-on to formal education oAccess to higher educationcost reduces diversity College Environment: oCultural competence of faculty oStructural supportclimate, career information, mentoring

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9 Slow Progress for Minorities in S&E Compared to Business

10 NIGMS Modeling Diversity BEST Principles for Capacity-building source: A Bridge for All, 2004www.bestworkforce.org

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12 What Do STEM Minority Graduate Students Say? Outreach must penetrate the academic reward system. Gender and racial bias is a reality. Get over itfaculty mentoring helps. The student must take responsibility for completing doctoral requirements (performance contract). All kinds of institutions can be minority-serving (e.g., non- HBCUs). New Ph.D.s underestimate the skills they possess (which extend beyond research). This is about leadershipthere is an overarching need to grow leaders. source: D.E. Chubin, Focus groups with Packard Scholars, Monterey, CA & Washington, DC,

13 NIGMS Modeling Diversity Educating the U.S. S&E Workforce: Challenges & Opportunities Post 9/11 Challenges: oDeclining interest/Increased competition for talent oLack of student & faculty diversityunlike general population oDemand for new workplace skills oNo shortage of PhDs, but whos left out? Opportunities: oCampus- & company-wide strategies oExpanded outreach & recruitment oImproved retention to degree & on-the-job oGrow our own...

14 NIGMS Modeling Diversity Chubins Recent Writings on STEM Careers Voices of the Future: African American PhDs in the Sciences, In R.J. Burke and M.C. Mattis, eds., Women and Minorities in Science, Technology, Engineering and Mathematics: Upping the Numbers. Edward Elgar, 2007, pp The New Backlash on Campus, College and University Journal, v. 81, 2006, pp (with S.M. Malcom). Minding the Student Client, Inside Higher Ed, Feb Gender and STEM Disciplines: Beyond the Barriers, AAC&U On Campus with Women, vol. 34, October 2005, (with S.M. Malcom and E.L. Babco). Diversifying the Engineering Workforce, Journal of Engineering Education, vol. 94, January 2005, pp (with G.S. May and E. Babco)

15 NIGMS Modeling Diversity Lessons from Research/Evaluation in U.S. Start early with rigorous math/science courses for all: Middle school (age 11-14) at the latest Provide career information/role models/mentors: Connect educational requirements with range of opportunities/choices Focus on transitions: Stem losses at key decision points Increase flexibility: Make the system more forgiving to recapture students who change career plans Target underrepresented groups: Intervene through outreach and programs, e.g., summer bridge and undergraduate research experiences, to identify talented students & track progress

16 NIGMS Modeling Diversity Post-Michigan Admissions policies and holistic review Everything else? Financial aid, outreach, targeted recruitment, faculty? Challenges by anti-affirmative action groups Failure of Administration to provide guidance except race-neutral alternatives

17 NIGMS Modeling Diversity Special Efforts Undergrad research experiences for underrepresented students Networking with faculty in institutions with significant minority enrollment Links to special programs Advertising through professional societies (SACNAS, etc.) Talent scouting among own undergrads Financial support The climate of the departments and institutions Cohorting

18 NIGMS Modeling Diversity To continue the conversation... Daryl Chubin, Ph.D., Director AAAS Capacity Center


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