Increase anti-racism education and practices
Promoting BIPOC representation in EEB requires that larger
organizational bodies move beyond diversity statements and commit to
active and ongoing anti-racism work. This is an essential first step, as
diversity initiatives are unlikely to lead to equity in higher education
if the underlying problems of systemic racism continue to create hostile
environments that limit retention and success for BIPOC scholars (Smith
2002; Puritty et al. 2017). We assert that it is the
responsibility of organizational bodies and the individuals within,
especially white individuals in leadership and supervisory roles, to
commit to ongoing education on racial inequality (within EEB, higher
education, and broader society), and overcome their own conscious and
unconscious racial biases.
Anti-racism training could start with institutional or organizational
equity, diversity, and inclusion (EDI) workshops and seminars (Walton &
Cohen 2011; Bezrukova et al. 2012), and self-education with
best-practice guidelines for anti-racism (e.g., Chaudhary &
Berhe 2020). Importantly, funding agencies, institutions and departments
should ensure accountability in attendance and adherence to this
anti-racism work. For example, funding agencies or tenure committees may
require that faculty applicants define challenges to EDI in their field,
and explain steps the applicant has taken to remove these barriers
(e.g., Natural Sciences and Engineering Research Council, n. d.).
Ultimately, anti-racism education and practice will lead to the informed
adoption of other strategies that promote BIPOC representation in EEB.