Welcome to IMC 2018 International Mycological Congress
Conference Calendar

 

Displaying One Session

Symposia
Location
202A 2nd Floor
Date
07/20/2018
Time
02:00 PM - 04:00 PM
Symposia

Diversity in Mycology

Session Number
S32
Location
202A 2nd Floor, Puerto Rico Convention Center, San Juan, Puerto Rico
Date
07/20/2018
Time
02:00 PM - 04:00 PM
Presentation Number
S32-1
Authors
  • S. Branco
  • E. Vellinga

Abstract

Abstract

Strong gender and racial biases in STEM fields are prevalent and well documented. Underrepresented groups face implicit and explicit hurdles in career progression, hampering access to positions of power, and leading to lower wages and low retention rates. As data for such biases in Mycology were virtually inexistent, we investigated gender balance in the Mycological Society of America (MSA) by compiling numbers on membership, officers and awards. We found male dominance in membership, officer positions (with 30% female presidents in the last 20 years), and non-student awards (including the most prestigious MSA award, granted to 55 male and 5 female mycologists). Notably, gender was near balanced in student membership and student awards. These results catalyzed the creation of the Diversity and Inclusion Committee, aiming at fostering diverse and inclusive participation in all MSA activities. This active and diverse committee compiles data on the composition of MSA membership, provides recommendations for an equitable and inclusive environment in the society and conducts outreach to foster participation of all MSA members.

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Symposia

Diversity in the Mycological Society of America

Session Number
S32
Location
202A 2nd Floor, Puerto Rico Convention Center, San Juan, Puerto Rico
Date
07/20/2018
Time
02:00 PM - 04:00 PM
Presentation Number
S32-2
Authors
  • T. Cheeke
  • S. Branco
  • D. Haelewaters
  • D. Natvig
  • M. Maltz
  • S. Cantrell
  • M. Cafaro
  • G. May

Abstract

Abstract

Increased awareness of systematic biases across the Sciences, Technology, Engineering and Mathematics (STEM) has fueled calls for action across scientific disciplines. In a recent analysis of gender equality within the Mycological Society of America (MSA), Branco and Vellinga found evidence of gender bias, both in serving officers and awards. At the time of the Branco and Vellinga report, there was no information on other aspects of diversity (e.g. race, age, professional status) within the MSA, as membership demographic information had never before been collected. Following the publication of this report, the MSA created a Diversity and Inclusion Committee with the goal of identifying and implementing specific actions to counteract potential biases pertaining to diversity within the society. The committee is made up of male and female MSA members, international, and Lesbian/Gay/Bi/Trans/Questioning (LGBTQ) mycologists from across academic rank, including graduate students, postdocs, and faculty. To better understand the demographic make-up of MSA the first membership assessment was conducted in 2016. In an anonymous online survey, MSA members were asked to provide responses to questions in the following categories: gender, age group, professional status, race, ethnicity, citizenship, sexual orientation, disability, family status, and annual income. Each question included a ‘choose not to answer’ option so members were free to answer (or not answer) any number of questions. Fillable text boxes were also included so members could generate their own responses or elaborate on their response to each question. The response to the survey was positive, with over 330 MSA members participating. Results show areas of relative high diversity within the MSA (e.g. international membership, LGTBQ members) but also highlight areas that could be improved. For instance, although gender ratios tended to be fairly balanced among students, gender bias became more pronounced in the more academically advanced categories. The survey also revealed that although MSA is made up of members from at least 15 different countries, there is low racial diversity within the society, reflecting known trends in the STEM fields. Because only specific actions to counteract diversity biases can make MSA more inclusive, the MSA Diversity and Inclusion Committee developed a set of best practices to be incorporated into the MSA Manual of Operations. For example, when MSA committees are identifying potential speakers to invite for annual meetings, best practices suggest that committees should strive for balance among disciplines, and diversity in gender, race, and ethnicity. An emphasis on providing professional development opportunities to a wide diversity of scientists could be critical for the long-term sustainability of the society. MSA members who are successful professionally will be more likely to maintain active membership, and moving forward, could help to improve recruitment and retention of a diversity of students and professionals within the society.

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Symposia

Expanding your niche: Latin American mycologists working abroad

Session Number
S32
Location
202A 2nd Floor, Puerto Rico Convention Center, San Juan, Puerto Rico
Date
07/20/2018
Time
02:00 PM - 04:00 PM
Presentation Number
S32-3
Authors
  • R. Gazis

Abstract

Abstract

Diversity is a multidimensional concept that, among other aspects, entails age, religion, race, ethnicity, gender and gender identity, and work experiences. Even though this concept is not new, academic and non-academic research institutions have relatively recently implemented policies to assure diversity is reflected in their hiring processes, promoting the recruitment of professionals with diverse backgrounds. In this way, research organizations are acknowledging that diversity contributes to the richness of the environment for teaching and research. Bringing more diversity into science creates a wider variety of views and experiences that can greatly benefit research and education. Even with these efforts put in place, the agricultural sciences, which includes mycology and plant pathology, is still considered a male dominated field with positions traditionally filled by scientists with very specific-and usually applied- research experience. Fortunately, as more institutions recognize the value of diversity, changes are happening and scientists with diverse social, cultural, and intellectual backgrounds are having more opportunities of employment. As a Latin American mycologist, the journey to a stable position has not been easy. I obtained my graduate degrees from American institutions, but conducted most of my research in tropical countries. Moreover, I had dedicated most of my research to answer “basic research” questions. Due to the current low funding rates, experienced by most scientific communities, accessing to resources and/or stable research positions has become a challenge and a source of frustration for many early career researchers. In this talk, I would like to discuss the topic of diversifying our job search approaches and exploring opportunities within applied agricultural fields. In particular, I would like to share my recent experiences running a small plant diagnostic clinic and developing an integrated research and extension program at a land-grant university affiliated research and education center. Plant diagnostics can be a very rewarding and creative career path with direct positive impacts on the community we live in and on the livelihood of its inhabitants. Agriculture is still the dominant economic activity and income source in many regions, even in developed nations, thus working on solving problems directly associated to this industry makes these jobs relevant and on high demand.

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Symposia

LGBT+ in STEM, a must-have conversation

Session Number
S32
Location
202A 2nd Floor, Puerto Rico Convention Center, San Juan, Puerto Rico
Date
07/20/2018
Time
02:00 PM - 04:00 PM
Presentation Number
S32-4
Authors
  • D. Haelewaters
  • A. Romero-Olivares

Abstract

Abstract

Of the approximate 361.1 million people living in the US, 3.5% identify as part of the LGBT spectrum. Of the 332 MSA members who participated in our 2016 Diversity Survey, 43% identify as female, 56% as male, and 1% as trans. Of those surveyed, 11% identify as LGBTQ. The question is whether we are doing enough to welcome those who identify as LGBT+ within the STEM fields, more specifically, mycology – which are still dominated by cisgender persons. There are many terms to describe persons who identify themselves as other than heterosexual or gender conforming. One umbrella-term is LGBTQQIAAP, which stands for lesbian, gay, bisexual, transgender, queer, questioning, intersex, asexual, allies, pansexual, or polysexual. Here we choose to use LGBT+. Gender identity and sexuality should not matter in the sciences, where instead we should focus on formulating research questions, designing experiments, collecting and analyzing data, publishing results and training students. But they still do. To gain more understanding of current trends on LGBT+ in STEM, an online survey was initiated in 2018 and circulated by membership email, on email listservs and through social media networks. The following questions were posed: Do you feel that you can be open about your sexual orientation and/or gender identity in your academic department or professional workplace? Did or will your being LGBT+, or your gender identity, affect your career decisions? Have you had negative reactions from colleagues about your being LGBT+ or because of your gender identity? Have you ever felt that your being LGBT+ or your gender identity has played a role in missing out on academic or outreach opportunities, assignments, or chances to move forward in your career? Have you had any positive reactions from colleagues about your being LGBT+ or because of your gender identity? Have you ever observed harassment in your work environment dealing with someone else's sexual orientation or gender identity? Do you have STEM role models who are open about being LGBT+ or their gender identity? Have there been times when being LGBT+, or gender non-conforming, felt isolating in your career, academic department, or professional societies? Would you appreciate an LGBT+ social event and/or mentoring session at conferences to promote networking? Would you appreciate a spokesperson within academic conferences to assist with being out and building a professional career as LGBT+? Participants answered yes or no and were requested to elaborate on their answers. A final question was added: How do you feel in your work environment? In their answer, participants selected one of five options from “very comfortable” to “very uncomfortable,” and again were requested to elaborate. Altogether, this work will reveal the challenges and perspectives of the LGBT+ in STEM and will provide insights on potential efforts and opportunities that the science community can adopt to create a more inclusive STEM environment, particularly within the MSA.

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Symposia

Recognizing and Addressing Unconscious Bias

Session Number
S32
Location
202A 2nd Floor, Puerto Rico Convention Center, San Juan, Puerto Rico
Date
07/20/2018
Time
02:00 PM - 04:00 PM
Presentation Number
S32-5
Authors
  • C. Adams

Abstract

Abstract

The scientific method is an organized process for experimentation, used to explore observations and answer questions about the natural world. This method of inquiry aims to be as objective as possible, but the humans conducting research are not themselves immune to bias. Both within scientific culture and beyond, stereotypes about what a ‘typical’ scientist looks like can result in unconscious bias. Unconscious bias, also called implicit bias, is defined as prejudice in favor of or against one thing, person, or group compared with another, usually in a way considered to be unfair. Unconscious bias has been to reduce bias and its effects.In this talk, I will briefly discuss how stereotypes harm people and impact productivity, and then explain how exposure to stereotypes results in unconscious bias. I will share a number of peer-reviewed studies documenting how different types of unconscious bias impacts diversity, equity and inclusion in STEM. I will then provide evidence-based techniques to reduce unconscious bias and limit its effects. I will conclude with a few approaches for mycologists to reduce unconscious bias in themselves and guidance on how best to intervene when others speak or act with bias.

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