Over the past 10 years, the percentage of faculty members from demographically underrepresented groups at top chemistry research programs has increased modestly. Though the overall numbers don’t seem substantial, when one mines the data the hiring trends at the Assistant professoriate rank paint a positive picture —noting a substantial demographic increase among junior faculty. This complicated reality highlights the fact that the lack of demographically equitable representation within our chemistry programs is inconsistent with a drive toward excellence. It runs counter to the academic case for diversity which argues for the causal relationship between diversity and success in research teams. Through the National Diversity Equity Workshops, engaging social scientists and chemistry department heads, we have identified barriers to inclusive excellence, and solutions —that is, procedures, policies, and practices— to reduce inequities. Central to these solutions is a need for re-imagining the ‘leaky pipeline’ metaphor. Instead of a pipeline, we envision a professional ladder where every rung represents an opportunity for individuals to opt out or stay in our field. The solutions that will be discussed focus on purposeful and strategic policies and practices that encourage individuals to persist on the STEM ladder. That is, the academic path should be so desirable that URPOC chemists will choose to opt-in.

Cultivating change: Equity solutions to advance inclusive excellence

Where thousands of chemistry professionals meet to share ideas and advance scientific and technical knowledge. Spring 2023 abstracts, posters, and presentations will launch at the end of March.

ACS Spring 2023

The official archive and repository for all ACS Meetings & Expositions abstracts and select posters or presentations.