Editor’s note: The article below is excerpted with permission from the magazine molecular cellWho conducted and published the interview. It is presented as part of the Environmental Factors Series on Racial Equality.
We asked Dr. Archer about his experiences in academia, the struggles he faced, and ideas about tackling racial prejudice. The opinions expressed here are those of Dr. Archer and not the National Institutes of Health [National Institutes of Health]NIEHS, nor the US government.
Molecular Cell: Tell us about any obstacles you have encountered in pursuing science as a profession or profession.
Trevor Archer: The Bahamas is a developing country, which means that I, like many black scholars in the United States, lacked the scientific infrastructure to fully support my early education.
In my undergraduate, postgraduate and post-doctoral studies, I was initially greeted with a perceived underestimation of my abilities and my doubts, often subtle but real, about my qualifications for the positions I held.
I share with fellow black academics the experience of questioning me about “who I work for” at a faculty meeting, or inviting someone into my lab and asking the principal investigator [principal investigator] Or the head of the laboratory.
MC: What kinds of efforts to combat racial inequality and increase diversity do you think are most effective, and which are least effective?
tEmploy a more diverse scientific workforce. Strengthening and employing a diverse scientific leadership. One of the main attractions for me to go from a great position in Canada to NIEHS was to have the opportunity to work in an organization led by a black scientist [then-Director Kenneth Olden, Ph.D.].
MC: What behaviors can lead underrepresented minority scientists to feel like they don’t belong or to leave science altogether, and what can society do to change the culture and provide better support for underrepresented scientists?
t: The most important recognition is that URMs are such a group of individuals that there is no formula beyond treating people with respect and dignity. Recognize the harmful effects of academic tradition. These traditions have developed almost entirely in the absence of major minority scholars who are underrepresented. Hence, it is not universal.
This has had a profound consequence for many of our white colleagues as they have to confront the possibility that it was “merit” that allowed them to succeed. The implied advantages of wealth, education, and culture might mean that they were in a privileged position in which to compete. This is difficult for all of us who have succeeded in the current system and requires great courage to admit it.
Science has public and private currencies. Grants, publications, and invitations to speak are public and appear transparent and fair. There is also simultaneous private and anonymous peer review, manuscript reviews, and rarely diverse meeting organizing committees. (“Miscellaneous” is not one or two URMs on a board, although that is often a progression). We need our colleagues to be willful and look for ways to make these activities more equitable.
“One of the greatest pleasures of my career… has been to have so many good and supportive fellow black, white, Asian, and Hispanic peers who have allowed me to mentor and act as peer mentors for me,” said Archer. (Image credits to NIEHS)MC: What are some ways to recruit more underrepresented minority students into universities and careers in the sciences?
tEmployment of faculty members from underrepresented minorities.
For the underrepresented minority students, she tells them that this is a place that they are really welcome and they think are good students. For white students, it provides role models for them and our white colleagues and peers to see minorities underrepresented in respected leadership roles.
There must be an acknowledgment that for some students there is no common cultural background, so they may not feel welcome in a previously all-white environment. Be aware of situations and practices that undermine students’ confidence.
MC: Do you have ideas to share about how to deal with racial prejudice?
t: education. expertise. a job. Education is important because there is a history of racial prejudice that needs a common understanding to create a legendary level playing field.
Experience shapes our thought and social existence. If we cannot imagine the lives of individuals who are different from our own, it is difficult to see them as equals.
Work is the result of education and experience that leads to change. It requires promoting anti-racist ideas and activities and realizing that this will take time and multiple efforts, many of which will fail.
MC: What support systems have you found most helpful? How do you find them?
t: The success that I have enjoyed comes from a combination of my abilities, hard work and guidance from my mentors. My official mentors as an undergraduate, graduate, postdoc, and career path scientist were white men. I consider them all friends and colleagues. In exchange for their guidance, I have designed, implemented, and published new scientific findings that have advanced our careers and contributed to the strengthening of our joint academic institutions.
I know this is far from a common experience. It is a measure of their personalities that not only did they support me as a young scientist, but they pointed out other scientists who had a hard time seeing me as an equal in the scientific community. If I could advise fellow whites who train URM students, it would be to realize that sometimes you have to treat them like white students but sometimes you treat them differently. This allows you to learn about intellectual justice and social/cultural diversity.
MC: Is there one major thing you want your colleagues to understand or do that would make the science more inclusive?
t: no. It is a mistake to think that there is only one initial decision.
It is also important to remember those insults [and] Insults that may seem secondary to our fellow majority do not accumulate in isolation but are cumulative with those endured by the wider community. He’s tired. The human joy we feel with each new experience and new data [or] Insight is one of the true joys of science. The tarnishing of this sometimes unwelcome attitude of some of our colleagues is sad.
We need not fear a more comprehensive science. It will be better and better note. It wasn’t long ago that white women, black men, and black women were denied the opportunity to participate. I challenge anyone to argue that it was a better time or we had better science.
MC: What actions would you like to see from magazines/editors to combat racial prejudice and better support people of color?
tRecruit and support a diverse magazine and editorial staff.
Be vigilant in treating authors of color submitted by people of color. Promote journals at URM institutions and convey the commitment that they will receive a fair review – no special treatment, just a fair review. Highlight diversity issues in policy forums and editorials, and solicit input from diverse elements of academia.
(This interview was excerpted from an article published in Molecular Cell, 80 (5), Trevor K Archer, Education, Experience and Work Q&A: Interview with Dr. Trevor K. archer749–751, copyright Elsevier [2020].)
from San Jose News Bulletin https://sjnewsbulletin.com/the-environmental-factor-march-2021-education-experience-and-work-interview-with-trevor-archer/
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