Making Commitments to Unity

August 28, 2017

Blog written by Michael J. Sheridan, MSW, PhD, Special Advisor for Diversity and Wellness Programs, Michael.sheridan@nih.gov

In a time when it seems that every news report is another example of discord and polarization, it can be difficult to determine how any one of us can make a difference. We can find ourselves thinking, “How can I make any real impact toward advancing social justice in healthcare, education, research and the larger society? I’m just one person with very little influence.” But as my OITE colleague, Dr. Darryl Murray observed, progress in the arena of equality and social justice is lot like science – each small step forward contributes to a bigger picture and an eventual solution.  Without those seemingly “small” contributions, no progress is ever made.

Last Wednesday, the OITE hosted an NIH Trainee Unity event to help people consider what small, but important, steps they could take in building more welcoming and inclusive communities – at NIH and beyond. While munching on chips and salsa and bolstered by chocolate,*  about 50 people shared their concerns and hopes for creating a more just and compassionate society.  We were challenged by Dr. Sharon Milgram, OITE Director to identify, “What can you do to support unity?” Individuals wrote their commitments on brightly colored sticky notes, which are now posted in the OITE West hallway (Building 2, 2nd floor).  Come by and see them and add your own!

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  • I will continue to have “uncomfortable” conversations to make sure I understand all diversity in every variation that makes us beautiful.
  • Show up, speak up. Welcome people into our community (LGBTQ+, Immigrants, Latinx). Show empathy.
  • Open my home and heart to exchange students.
  • Volunteer in clinics for the uninsured; be more involved in mentoring junior colleagues
  • Teach my daughters to embrace diversity & inclusion, & to be proud of who they are.
  • I will dedicate my career to address health disparity & to encourage kids from underserved communities to aspire for higher education. We can make a difference if we all do our part!
  • As a white person, work to confront and dismantle white privilege and white supremacy.
  • Millions of people enjoyed the same eclipse a few days ago. We all live together on the same earth. We ought to work together to make our society better for all.

When making such commitments, it’s important to consider what is most meaningful to you and what is realistic. What matters to you most? Can you do this on your own or should you connect with others? How can you begin? What preparation might you need? What resources do you need? How will you stay motivated for the long haul?

It’s also critical to reflect on your “mind-set.” We talk a lot about “growth mindset” at the OITE. First introduced by Dr. Carol Dweck, growth mindset means that we believe our most basic abilities can be developed through dedication, hard work, love of learning, and resilience. Commitment to unity and advancing social justice requires a kind of growth mindset, too.  We need to develop our capacity for active listening (with your heart as well as your ears); respecting and learning from others’ experiences; and knowing when to stand up and take the lead, and when to stand back and support others’ leadership.  We generally aren’t taught these things, but we can learn them.  We will make mistakes along the way, but we can offer authentic apologies when we do – that’s also part of the learning process.

It’s also key to realize that every day brings opportunities to “practice unity.”   One way is through “micro-affirmations.”  Dr. Mary Rowe describes micro-affirmations as apparently small acts, often ephemeral and hard-to-see, either in public or private, sometimes unconscious but very effective, that occur whenever people wish to help others succeed.  I believe that micro-affirmations can also be used to communicate support and welcoming to others, especially when they or people like them are being targeted.  Asking someone to go have coffee or lunch with you, providing a safe space for someone to share their experience, smiling and saying hello to people on the street (and on campus!), telling a stranger how beautiful their child is…the possibilities are endless and only require that we look for ways to connect.

Building what Rev. Dr. Martin Luther King, Jr., called “the beloved community” takes all of us. What will you do?  How will you contribute? The world needs you now more than ever.

OITE services are available to NIH intramural trainees only. Check with your home university or college and utilize the personal, career, and professional school advising resources they offer to you.

* No federal funds were used for these refreshments.

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Answering Diversity Questions During an Interview

August 22, 2017

As you prepare for graduate, professional school or job interviews, you may be asked a question related to diversity. Interviewers are very interested in selecting candidates who are aware of and who will contribute to the diversity mission of their organization.  Have you practiced how you will answer diversity-related questions?  In Career Services, we have seen trainees range in their comfort level about addressing diversity topics.  Some trainees have several experiences to answer these questions, that said—many others are unsure how to approach answering the question. Perhaps they do not feel well-versed in diversity-topics, may be from a majority or underrepresented group and wonder how to respond, feel that are being asked to disclose personal information, are unclear about why they are being asked the question, or how to structure their answer.

Here are some possible questions that you may be asked:

  • How do you define diversity?
  • Do you have experience with diversity in this field?
  • How will you contribute to the mission of diversity and inclusion in our company?
  • How will you enhance the inclusion and diversity of your colleagues/peers?
  • Have you had to address a diversity issue while at work?
  • How will you bring diversity to the classroom at our university?

Prepare Early.  Research and build your vocabulary related to diversity and inclusion.

Explore scientific organizations, newsletters, professional journals or Google related to diversity and inclusion issues.  In general, diversity relates to the range of human uniqueness, including race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin, and political beliefs.  Inclusion is the behavior of increasing the involvement and empowerment of individuals in a group to create a culture of belonging.  Ask yourself, what are the issues in your current and/or future profession?  What is your knowledge of disparities, diversity issues in research or treatment, the recruitment of a diverse workforce, serving a broader public.  See the OITE blog post about how those on the academic job market can respond to diversity statements that are requested by many teaching positions.

Are diversity questions illegal to ask?

Good question!  In general, diversity questions are asked to all applications equally by interviewers who have had training because there is an explicit mission to enhance the diversity and inclusion mission of their organization. You do not have to disclose personal information to answer a diversity question (i.e.: your age, ethnicity, etc.). However, with  illegal questions you are being asked to disclose personal information about your race, gender, sexuality, age, disability status in such a way that it does not speak to your strengths for the position.

What perspectives can I take to answer the question?

Once you are familiar with the issues above, re-read the wording of the question to determine what is being asked of you. If you do not have experience, then be honest and say so.  Go on to describe your awareness of diversity issues and specifics of how you plan to address them in the future. Answering this way will put you in in a positive light to share additional skills and experiences or connections to the position that will enhance your application.  For example, you could communicate leadership skills, teamwork, community service, other experience that you have or a program that you would like to start.   Here are some perspectives to consider taking:

  • Connect your experience and goals to their mission statement or programs they are already involved in? Give an example.
  • Discuss skills or abilities that you bring and how they will be useful to encourage a culture of inclusion.
  • Discuss an ethical in your profession that affects people differently.
  • Explain something from your personal life and describe specific ways that this it will help you in that organization
  • Think of diversity more broadly because diversity can include international experiences, experience with various age groups, and/or rural, urban, mountain communities that may have unique needs and resources.

Try using the SAR technique

Use the behavioral interviewing technique called SAR (Situation, Actions, Result) as a strategy.  This technique is based on the philosophy that if you have done it in the past, then you will repeat it in the future. It helps the interviewer envision the behaviors they are likely to see you doing to support the mission of diversity and inclusion while there. Get Involved Now

One of OITE’s goals is to create a culture of inclusion among our diverse scientist trainees.  The OITE leadership group creates quarterly get-togethers for all trainees.  Please join us for the upcoming OITE Trainee Unity Day, August 23, 2017 from Noon -1:00pm in building 50, Ground Floor Conference Room. The NIH Academy programs are designed for participants to explore and address health disparities. The Workplace Dynamics series prepares NIH trainees for leadership roles through a series of 5 workshops including the Workplace Dynamics V: Diversity in a Multicultural Society.. The OITE affinity groups are available to NIH trainees and their allies related to such affinity groups as international and visiting scholars, LGBTQ, trainees of color, and those who have families.  The NIH also creates community through SIGS (Scientific Interest Groups) where participants join from across the NIH Institutes on topics of interest to scientists.

Please feel free to visit the OITE Career Services website and take part in career counseling, pre-professional advising and schedule a mock interview to get prepared for graduate school, post doc, and job interviews. If you are beyond NIH, we recommend looking in your respective colleges, universities, workplaces, or larger communities to connect and find services.


Happy Pride! Helpful Career Resources for LGBTQ Scientists and Allies

June 5, 2017

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In 2014, to recognize Lesbian, Gay, Bisexual, Transgender, and Queer (LGBTQ) Pride month, the OITE Careers Blog published a post addressing job search and work environments for LGBTQ scientists called Happy Pride!  This blog issue provides useful resources for scientists, their families, and allies in support of inclusive career decision-making and work environments.

LGBTQ Employment and Training Opportunities: In addition to the helpful employment resources referred to in the in the 2014 Happy Pride blog (see above), here are some additional resources:

National Organization of Gay and Lesbian Scientists and Technology Professionals (NOGLSTP).  A professional association that provides a listing of  career opportunities for LGBTQ science and technology graduates, mentoring, fellowships, and other forms of support.

New Scientist has published a useful article highlighting LGBT employers in the sciences.

GoAbroad.com published an article with links to an excellent on-line LGBT Student Guide to Studying Abroad that provides resources and helpful information that will help LGBT community members prepare to go abroad for studies.  The guide is also useful for international applicants seeking knowledge about LGBT safe communities across the world.

The Association of International Educators (NAFSA) published an informative article written for allies of LGBTQ international students regarding the specific needs of this population when they arrive to the US and later return to their home countries.

PFLAG International extends its advocacy for LGBT individuals and families globally.  This is a useful resource for LGBT individuals and allies who are preparing to go abroad for short or extended periods of time.

Preferred Gender Pronouns:   When applying for internships, jobs, graduate school, and/or professional schools, you may notice a question related to gender pronouns is added. This question allows applicants an option to request their preferred gender pronouns to use when referring to them.  Colleges, universities, and human rights organizations provide excellent resources used in ally trainings for students, faculty and staff about using gender neutral pronouns.

Ally Training: Many organizations (including the NIH Office of Equity, Diversity, and Inclusion) offer Safe Zone training that can allow allies the opportunity to learn more about the LGBTQ community and assist in the creation of a more welcoming environment.

LGBTQ Terminology:  One way to contribute to a culture of inclusion and respect for community members is to become aware of accepted terms to refer to members of the LGBTQ community. The human rights organization, PFLAG, publishes a terminology glossary  that is a useful reference to learn about the latest acceptable terms.

As you can see, it is important for job seekers and their allies to address LGBTQ-related topics in order to keep stress from derailing their life, job search, and/or educational process.  The OITE offers career development workshops and/or career, wellness, and pre-professional services. We suggest that you learn when to seek counseling from our office or the NIH Employee Assistance Program.  We encourage you to register for the Workplace Dynamics: Diversity in a Multicultural Society workshops and/or join the NIH LGBT Fellows and Friends (LGBT-FF) community.  Not at NIH?   We recommend using resources offered by your college and university or local community centers. It can be helpful to chat with other professionals who have been through this process to seek advice and support. Out for Work and Out and Equal Workplace Advocates are two good introductory resources.

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Five Steps to Evaluate Organizational Culture Before You Accept the Offer

February 28, 2017

One of the most important criteria to consider during the job, graduate school, or Postdoc search is to learn about the culture of the place where you are applying.   This means to gather information about the employee’s opinions of the work environment, the support and benefits that they receive, and the values that drive the organization. This is important because you will work and /or study in this environment for many years and you want to find a good fit for your interests and personal style.  But how do you assess this when you are applying?

Step 1: Learn about and list your values

  • Factor in your personal and work values into your career decision. For example, if you value work where you have multiple work assignments, a culture that values family, work-life balance, opportunities to publish, and/or working in an urban environment, then these will become the criteria that you use when considering multiple options.
  • Meet with a career counselor who will help you to identify a broad range of important work values through the use of career assessments around values, interests and skills

Step 2: Research the organization for information about their values

  • Look for a mission and/or value statements
  • Read the job description carefully for words that give you a glimpse into the culture. For example, wording such as collaborative, team, independently, diverse, fast-paced, results oriented, balance multiple priorities, etc. shed light upon the nature of the work environment.
  • Conduct informational interviews with alumni, colleagues, PIs, Postdocs, etc. Connect via Linked In who are familiar with the organization.
  • Listen to what your mentors and colleagues say about the organization.
  • Attend the NIH Career Symposium or the 2017 NIH Graduate and Professional School Fair so that you can meet NIH Alumni, current employees, and recruitment professionals who will give informational sessions and answer specific questions about their environment.
  • Explore employer surveys such as the ones posted on the AAAS , Corporate Quality IndexThe Scientist, Science Magazine.

Step 3:  Listen closely during your interview

  • Listen carefully to the questions that are asked during an interview. Is there a common thread that gives you some insight?
  • How were you treated when you arrived to the interview? Who greeted you, were they pleasant, outgoing, distant, stressed?
  • Was the host(s) welcoming, approachable, resourceful?
  • Were there any specific qualifications that the interviewer stated about their culture (i.e. fast-paced, long days, independent, work interdependently, cultural diversity)?

Step 4:  Ask Good Questions during the Interview

  • Ask interviewers to describe the environment.
  • Learn about opportunities for professional development.
  • Ask if employees work as a team, independently, collaboratively.
  • Ask the employers to describe a typical week.
  • Ask about work-life balance.

Professional/ graduate school and Post Doc opportunities:

  • Ask faculty and students to describe the culture?
  • Learn how the curriculum structured and how students study.
  • Review OITE blogs to learn how to select a mentor.
  • Attend the second look (medical schools) and or pre-matriculation program.
  • Learn about opportunities to become involved in the community.
  • Ask about students support services are available to support wellness.
  • Are there special interest groups or student organizations? Where do participants live? Is there family housing and partner benefits?
  • How is research, conference and publishing encouraged?
  • Determine how the school /department supports diversity and inclusion.

Step 5: Create a spread sheet to evaluate each opportunity

  • List the places where you are applied on the left column.
  • Write your personal values on the top row.
  • Place a check mark and any comments in each box for each organization.
  • Analyze your results to determine which organizations one(s) have the most values.
  • Note the organizations that have the closest match to your values.
  • Factor into any additional criteria.

Feel free to visit the OITE https://www.training.nih.gov to meet with career counselors, Premedical school advisors, and wellness counselors who can further support you during this process.  Also see our events and services.

* OITE services are available to NIH intramural trainees only. Check with your home university or college and utilize the personal, career, and professional school advising resources they offer to you.

 


Community Provides More Than Support

June 17, 2013

There are many important aspects to having a successful career.  One aspect often overlooked is making sure you have a community of peers.  Communities provide more than just support for everyday life and challenges.  They are great for building networks, developing co-mentoring relationships and gaining leadership experience.  Coming to a large campus, like the NIH or a college campus, can feel like you have landed on a different planet.  Everything is so different.  Finding welcoming and supportive groups and peers can help ease that transition.  But, it can also help you prepare for the next step in your career.

While the resources below are specific to the NIH, all universities have similar groups to make you feel welcome.  Check your campus list of organizations. This is not an exhaustive list of groups available, but is meant to provide an idea of what types of organizations exist.  All of these groups are welcome to everyone in the NIH community.

  • The Graduate Student Council and the postdoc association Felcom both support trainees by providing social events, career networking and communities for intramural trainees.
  • NIH Black Scientists and Friends Network, an informal group dedicated to the mentoring and career enhancement of Black scientists at NIH. For more information, contact Dr. Roland Owens.
  • LGBT-Fellows and Friends helps its members thrive in their professional and personal lives by addressing issues unique to the LGBT community.  Join the LGBT-FF listserv to learn about up-coming LGBT-FF seminars, professional development activities and networking opportunities.
  • The NIH SACNAS (Society for Advancing Hispanics/Chicanos & Native American in Science) chapter provides a trans-NIH resource to provide a forum to network, share successes and strategize about future goals. For more information and to learn about upcoming events, join the NIH-SACNAS listserv.
  • The Women of Color Research Network supports all scientists interested in raising the voice and visibility of Women of Color (WOC) in biomedical and behavioral research.  This new social media site is for women of color and everybody interested in diversity in the scientific workforce.  Visit the Web site to join.
  • MOM-DAD-DOCS seeks to provide mentorship, support, and networking to intramural trainees (basic or clinical) with children.  Contact Lori Conlan (conlanlo AT mail.nih.gov)
  • The Office of Equal Opportunity and Diversity Management plays a lead role in making certain that representatives of all groups feel comfortable and can work optimally on the NIH campus.
  • Visiting Fellows Committee, ~60% of the NIH postdoc population is visiting from other countries.  There are over 20 country groups to connect you with fellows from around the world: https://www.training.nih.gov/country_support_groups

You forgot your job packet email attachment– What now?

February 25, 2013

You found an awesome job posting or graduate program, crafted the perfect curriculum vitae, and created a cover letter capable of convincing the staunchest of holdouts that you are a vital addition to their team. The only problem is you remembered to attach your resume after pressing send on your cover letter e-mail. Forgotten attachments happen to everyone, but the job application process is where you are supposed to distinguish yourself as a better candidate than everyone else. So – now what?

Unlike many career advice searches on the internet, there are not a lot of professional sites with comments on forgotten attachments. The obvious action requires you to send the forgotten materials; otherwise there is no chance for success. The real question remains: How do provide the missing information while saving face?

Do you apologize for the mistake? Do you try to act as if it never happened? The best route is to resend the same e-mail (with the attachment this time) with a comment in the title about the inclusion. Do not write a long, apologetic paragraph about forgetting the attachment. This reaction makes a big deal out of a common mistake and can make you seem insecure. At the same time you need to say something to differentiate the new e-mail from the old one so the hiring manager or principal investigator does not think you are spamming them. One postdoc recently forgot to attach their resume to a cold call e-mail and recovered by simply sending the same e-mail entitled “Employment inquiry at blah with attached resume”, and received a positive response.

For the most part, human resources and principal investigators tend to be pretty forgiving. Just keep in mind they are judging you at every interaction – this can be a time to show your ability to recover gracefully from a difficult situation.

Mistakes made during the application process may come back to haunt you during the interview. Keep in mind that if you are being interviewed that the company/ principal investigator thinks you might be a good fit for them. Do not be the one to bring up a past mistake. Do not give them a reason to deny you the position. Only talk about a past error from your application process if they ask about it. Be prepared with an answer that puts you in a positive light, not something like you were too busy applying to their competitor and forgot the attachment to them.

Of course, the better strategy is to remember the attachment. Make a list of things, mentally or written down, that you always check before submitting any application. Some items to include can be; properly addressing the cover letter, attaching the required documentation, filling in the subject line, and using spell check (spell check will not reliably catch names).  Leave a comment with other items you think the email proof-reading list should include.