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Modified from Diversity and Inclusion Lab Poster by Dr. Sammy Katta. Please commit to the pledge: https://sammykatta.com/diversity
Core values and principles
Our lab embraces diversity in gender, scientific background, nationality, disability, ethnicity, race, religion, language, and ideas. As such, we are deeply committed to creating an equitable and inclusive learning and work environment for everyone. All members of our lab are supported to reach their career goals with respect, kindness, and equity.
Health and wellness:
A healthy work-life balance is critical to productivity and health. Our lab prioritizes physical and mental health above all else by encouraging regular and flexible work hours, taking real vacation time, taking personal time to refresh and prevent burnout, and providing workplace accommodations. We create an inclusive environment by scheduling meetings at agreeable times during normal working hours (e.g. 10-3pm), when trainees with child-care responsibilities can count on support.
Safe learning environment:
Our lab strongly believes that there are no failed experiments as long as proper controls are included. The scientific process seeks new knowledge that is independent of whether the hypothesis is true or false. We learn the most when things don't go as planned, which provides us with the opportunity to interpret, revise, correct, adapt, and optimize the next experiment. Our lab encourages "mistakes" and promotes experiential learning in an equitable and inclusive environment. All members learn about EDI, systemic barriers, unconscious bias, and conflict management. Diversity naturally leads to different perspectives and approaches to science, and as such, ALL ideas and questions will be considered with respect and attention.
Resources for EDI and health and wellness:
https://microbiology.ubc.ca/edi https://science.ubc.ca/faculty/diversity/resources
https://equity.ubc.ca/
https://wellbeing.ubc.ca/
https://students.ubc.ca/health
COMMITMENT TO EQUITY, DIVERSITY, INCLUSION
Recognize underrepresented minorities in science and systemic barriers
Equity, Diversity, and Inclusion are not the same
Workshops on unconscious bias, conflict prevention and management, antidiscrimination, microaggressions, mental health
Use the knowledge to implement proactive action plans
Implement measures to ensure large diversity in the pool of candidates, using nongendered, inclusive and unbiased language
Ensure equity in the interview and selection process: predetermined questions and evaluation rubric
Use targeted hiring to address potential gaps within the team
Recognize different personal and scientific backgrounds, and privileges
Adapt mentoring style and strategies to align with goals of HQP
Establish procedures and policies for distributing and implementing training and development opportunities, including mentoring opportunities
Ensure all team members have equal opportunities for development (research and career) and access to resources (equipment, collaborations)
Ensure all team members are supported for scholarship applications, manuscript and grant writing, and job applications
Create a lab environment that embraces all identities, backgrounds, ideas
Discrimination, microaggressions, harassment will not be tolerated
Lab handbook on policies, values, communications, and to promote wellness
Provide mentorship for underrepresented groups
Hold regular meetings and bi-annual anonymous surveys to identify workplace environment concerns and develop a plan to address them
Training in inclusive leadership and cognitive diversity
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