Diversity & Inclusion

DAVIES LAB PRINCIPLES OF DIVERSITY & INCLUSION
The Davies Lab is committed to maintaining an inclusive environment, regardless of age, gender, gender identity, sexual orientation, disability, race, religion, nationality, immigration status or socio-economic background.
Discrimination or harassment of any kind is not tolerated in in the lab, at lab functions on or off-site, online, above ground or underwater, at sea, and at all other Davies Lab events.
We will support individuals struggling with discrimination or harassment by providing an open and supportive atmosphere, speaking up on their behalf when appropriate, and guiding them to the support and resources that they need.
(Modified from Randall Hughes)

Members of the Davies lab know that BLACK LIVES MATTER

In light of recent events, we have developed immediate and longer-term actions within our lab that are specifically designed to combat systemic racism:
In light of recent events, we have developed immediate and longer-term actions within our lab that are specifically designed to combat systemic racism:

1) Hold colleagues and ourselves accountable for creating and maintaining a healthy, anti-racist workspace

2) Enhance diversity and inclusion in our community
a) Commence efforts to include local communities in all fieldwork activities
b) Seek out BIPOC and LGBTQ+ collaborators and seminar speakers
c) Cite BIPOC and LGBTQ+ scientists in our papers
d) Nominate BIPOC and LGBTQ+ scientists for status-elevating roles in science
e) Hire BIPOC field assistants and researchers and ensure they are compensated both fiscally and in the form of publications
f) Begin efforts to create a summer internship in the Davies lab specifically focused on recruiting a BIPOC student from a diverse community college
g) Secure funding to recruit and retain students from under-represented groups starting in the Fall 2021 recruiting season
h) Collect information on resources to support students from underrepresented groups in the lab (for example, collect specific information on available grants at BU and beyond and provide our support in the application process)
i) Establish community outreach with K-12 education to incentivize students in predominantly underrepresented, low funded, BIPOC areas
j) Ensure fieldwork safety for BIPOC and LGBTQ+ researchers, especially in regions known for discrimination

3) Increasing our knowledge and understanding of systemic racism
a) June 10th, 2020: Used #ShutDownSTEM strike day to educate, discuss, and plan our actions
b) June 24th, 2020: News meeting (our lab’s journal club) discussed research on police brutality and systemic racism in academia and beyond
c) July 1st, 2020: Discussion of readings related to social and environmental justice
d) Future Summer News meetings will highlight research from BIPOC scientists.
e) These themes on racism and justice will be recurring throughout future lab news meetings
f) Created a Slack channel focused on sharing ideas and resources related to D&I
g) Lab is participating in a book club: “How to be an anti-racist”: Starting July 9th, 2020
h) Anti-racism readings will continue to be shared within our research group through the Slack channel

4) Enhance representation in the courses we teach (faculty and TF)
a) Diversify course reading lists for Fall 2020 to ensure we are highlighting diverse authors
b) Add diversity and inclusion language to syllabi in Fall 2020 and Spring 2021
c) Incorporate examples of representation in marine science and examples of systemic issues that promote discussion and awareness of the negative racial/historical context of many studies/scientists in lectures

“The work in our labs can begin today – no additional committees, focus groups, or surveys required”
-Chaudhary and Berhe