No Room for Racism

We are in the midst of a watershed moment. The ongoing list of names of Black people killed due to racist violence—George Floyd, Ahmaud Arbery, Breonna Taylor, Raynard Brooks and so many others—has surfaced a truth that has been denied for far too long: Systemic racism against Black people exists and its consequences are real, wide-reaching and, in some instances, life-threatening or deadly.

Much of the current discussion has centered on much-needed change in law enforcement training, structures and systems, but this is not just a problem of policing. Every industry must grapple with its track record on racial equity, including the scientific enterprise. APS members and staff must do the same work that the rest of society is doing: reflecting on how our systems, attitudes and personal biases work to perpetuate inequality and figuring out ways to remedy these inequities.

The APS Diversity & Inclusion Committee, chaired by Karla Haack, PhD, has been working with APS staff leadership to identify specific short- and long-term ideas that can help make the Society more equitable and inclusive. We are in the process of piloting new initiatives that include:

• making diversity, equity and inclusion (DEI) a goal-level item in our 2020 strategic plan, which requires the establishment of specific and separate achievement-based metrics, planning and targets; devoting more money to power our DEI programs and initiatives, starting with an initial investment of at least $75,000 in 2020;
• providing diversity and inclusion training for all staff and APS committee members;
• expanding the diversity of the APS Council, committees and section leadership;
• expanding and strengthening mentorship programs to build a pipeline of tomorrow’s scientific leaders of color;
• working with organizers and selection committees to expand the diversity among APS marquee award winners and speakers at APS conferences;
• launching a diversity and inclusion symposium; and
• developing resources to empower individuals to create more inclusive workplaces.

We’re aiming to get the majority of these initiatives enacted by the end of the year. We will also be soliciting member feedback in an APS inclusivity climate survey later this year and look forward to your honest opinions.

These are just the first steps. In many ways, the tactical details are the easy part. Bringing about a cultural change in science—as with society at large—will be the part that requires the hardest work of self-reflection and individual change. It’s time to have the tough conversations, engage in deep listening and explore how best to address the challenges faced by those in underrepresented communities and act as a force for meaningful, positive change.

But in the midst of so much challenge lies opportunity—the opportunity to get to know our colleagues on a deeper level and develop more understanding of where we’ve come from so we can truly start the journey forward together.

I ask that you all join with us as we accelerate to a more diverse, equitable and inclusive future.

Scott Steen, CAE, FASAE, is executive director of the American Physiological Society.

This article was originally published in the July 2020 issue of The Physiologist Magazine.