Difference between revisions of "Team:Exeter/Integrated Practices"

 
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<li><a id="links" style="margin:10px 0 30px 2px;padding:0;font-size:1.8vh;" href="https://2016.igem.org/Team:Exeter/Project">Lab Project</a></li>
 
<li><a id="links" style="margin:10px 0 30px 2px;padding:0;font-size:1.8vh;" href="https://2016.igem.org/Team:Exeter/Project">Lab Project</a></li>
 
     <li><a id="links" style="margin:30px 0 10px 2px;padding:0;font-size:1.8vh;" href="https://2016.igem.org/Team:Exeter/Labbook">Lab Book</a></li>
 
     <li><a id="links" style="margin:30px 0 10px 2px;padding:0;font-size:1.8vh;" href="https://2016.igem.org/Team:Exeter/Labbook">Lab Book</a></li>
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<li><a id="links" style="margin:30px 0 10px 2px;padding:0;font-size:1.8vh;" href="https://2016.igem.org/Team:Exeter/Safety">Safety</a></li>
  
 
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<li><a id="links" style="margin:10px 0 30px 2px;padding:0;font-size:1.8vh;" href="https://2016.igem.org/Team:Exeter/Awards">Awards</a></li>
 
<li><a id="links" style="margin:10px 0 30px 2px;padding:0;font-size:1.8vh;" href="https://2016.igem.org/Team:Exeter/Awards">Awards</a></li>
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<li><span style="margin:10px 0 30px 2px;padding:0;">Special pages</span></li>
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<li><span style="margin:10px 0 30px 2px;padding:0;"><u>Special pages</u></span></li>
 
<li><a id="links" style="margin:30px 0 10px 2px;padding:0;font-size:1.8vh;" href="https://2016.igem.org/Team:Exeter/HP/Silver">HP Silver</a></li>
 
<li><a id="links" style="margin:30px 0 10px 2px;padding:0;font-size:1.8vh;" href="https://2016.igem.org/Team:Exeter/HP/Silver">HP Silver</a></li>
 
<li><a id="links" style="margin:30px 0 10px 2px;padding:0;font-size:1.8vh;" href="https://2016.igem.org/Team:Exeter/HP/Gold">HP Gold</a></li>
 
<li><a id="links" style="margin:30px 0 10px 2px;padding:0;font-size:1.8vh;" href="https://2016.igem.org/Team:Exeter/HP/Gold">HP Gold</a></li>
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<a href="https://2016.igem.org/Team:Exeter/Integrated_Practices/lab" class="banner_link col-xs-6"><span class="oneline">Integrated: Kill Switch</span></a>
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<a href="#section_2" class="banner_link col-xs-6 col-sm-3"><span class="twoline">Lab<br />Integration</span></a>
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<a href="https://2016.igem.org/Team:Exeter/Integrated_Practices/ED" class="banner_link col-xs-6"><span class="oneline">Integrated: Equality and Diversity</span></a>
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Overview
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Lab intergration
 
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<h6>Lab Integration:</h6>
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                <p id="pp">We approached our Integrated Human Practices from two perspectives: the traditional, integrating the Human Practices into the lab project; and the unconventional, integrating the human practices into itself. We thought we could make the biggest impact in both Human Practices and the lab if we provided cohesive, reassured arguments for our methods. </p>
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                <h6>Lab Integration:</h6>
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                 <p id="pp">By interviewing academic and industry researchers about their understanding of kill switches, we could analyse whether they are effective biosafety mechanisms and if they are appropriate for use in either industry or academic research.</p>
 
                 <p id="pp">By interviewing academic and industry researchers about their understanding of kill switches, we could analyse whether they are effective biosafety mechanisms and if they are appropriate for use in either industry or academic research.</p>
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Student opinions
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<h6>Outreach Integration:</h6>
 
<h6>Outreach Integration:</h6>
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                 <p id="pp">We also wanted to integrate the public engagement and education sections into themselves and as a consequence evolve the project as we went. Our board game, BioMech, was developed through a series of prototypes to the version we have now. We plan on further it after this year’s iGEM is concluded. The insight of the teachers and students at both the schools we visited as well as the science fairs shaped the way we designed the gameplay of BioMech. We used the people attending these events as focus groups, testing all aspects of BioMech. For example, from our first test at The Judd School we realised that even though we like using 3D printed shapes as counters, they cluttered the board space too much. The teachers also brought up how the counters would be easily lost or how they were even potential choking hazards. As a result we got rid of them. Furthermore, the students found the original colour matching rules difficult to understand and so we simplified them. </p>
 
                 <p id="pp">We also wanted to integrate the public engagement and education sections into themselves and as a consequence evolve the project as we went. Our board game, BioMech, was developed through a series of prototypes to the version we have now. We plan on further it after this year’s iGEM is concluded. The insight of the teachers and students at both the schools we visited as well as the science fairs shaped the way we designed the gameplay of BioMech. We used the people attending these events as focus groups, testing all aspects of BioMech. For example, from our first test at The Judd School we realised that even though we like using 3D printed shapes as counters, they cluttered the board space too much. The teachers also brought up how the counters would be easily lost or how they were even potential choking hazards. As a result we got rid of them. Furthermore, the students found the original colour matching rules difficult to understand and so we simplified them. </p>
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Equality and Diversity
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<p id="pp">
 
<p id="pp">
 
The fundamental reason we have for targeting equality and diversity within science, is that synthetic biology has the chance to be hierarchically and systematically equal from the beginning. If those working in the field can encourage the importance of diversity to younger generations, then when synthetic biology becomes better recognised publicly as a field of science, it has the possibility of being known for its progressive nature towards gender, racial and socio-economical equality.  
 
The fundamental reason we have for targeting equality and diversity within science, is that synthetic biology has the chance to be hierarchically and systematically equal from the beginning. If those working in the field can encourage the importance of diversity to younger generations, then when synthetic biology becomes better recognised publicly as a field of science, it has the possibility of being known for its progressive nature towards gender, racial and socio-economical equality.  
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<h6>What is being done?</h6>
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Academics
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                <ol id="Academiclist">
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                    <li><a href="#DrAG" >Dr Andrew Griffiths</a></li>
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                    <li><a href="#DrES" >Dr Eduarda Santos</a></li>
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                    <li><a href="#DrCL" >Dr Ceri Lewis</a></li>
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                    <li><a href="#DrSD" >Dr Sharon Dixon</a></li>
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                    <li><a href="#DrRW" >Dr Rob Wilson</a></li>
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                    <li><a href="#ProfMR" >Professor Michelle Ryan</a></li>
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                </ol>
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<br id="DrAG">
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<p id="pp">
 
<strong>
 
<strong>
 
Interview with Dr Andrew Griffiths - Equality, Diversity and Inclusivity lead for Biosciences at the University of Exeter:
 
Interview with Dr Andrew Griffiths - Equality, Diversity and Inclusivity lead for Biosciences at the University of Exeter:
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                <p id="pp"><a href="#Academiclist" >Back to list</a></p>
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Meeting with Dr Eduarda Santos - former Equality and Diversity lead for Biosicences
 
Meeting with Dr Eduarda Santos - former Equality and Diversity lead for Biosicences
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Meeting with Dr Ceri Lewis - Senior lecturer in marine biology and tutor
 
Meeting with Dr Ceri Lewis - Senior lecturer in marine biology and tutor
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                 <p id="pp">It might seem that from these shocking personal accounts of gender inequality and ingrained lack of confidence in female students, nothing is being done by the university to make a difference, however with the work of Athena Swan, more women are getting a voice in science. The university are encouraging leadership and mentoring courses for women so they can compete with all their peers. All three of Dr Griffiths, Dr Santos and Dr Lewis have highlighted the work of the University on improving equality, diversity and inclusivity but it must not be forgotten that there is still inherent gender inequality and as Dr Lewis showed, intelligent female scientists still feel unworthy of applying for top quality jobs in science. This is something that needs to change.</p>
 
                 <p id="pp">It might seem that from these shocking personal accounts of gender inequality and ingrained lack of confidence in female students, nothing is being done by the university to make a difference, however with the work of Athena Swan, more women are getting a voice in science. The university are encouraging leadership and mentoring courses for women so they can compete with all their peers. All three of Dr Griffiths, Dr Santos and Dr Lewis have highlighted the work of the University on improving equality, diversity and inclusivity but it must not be forgotten that there is still inherent gender inequality and as Dr Lewis showed, intelligent female scientists still feel unworthy of applying for top quality jobs in science. This is something that needs to change.</p>
  
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                 <p id="pp"><a href="#Academiclist" >Back to list</a></p>
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<br id="DrSD">
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Meeting with Dr Sharon Dixon - Head of the Inclusivity Group at the University of Exeter
 
Meeting with Dr Sharon Dixon - Head of the Inclusivity Group at the University of Exeter
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Meeting with Dr Rob Wilson - Chair of Athena Swan Working Group at University of Exeter
 
Meeting with Dr Rob Wilson - Chair of Athena Swan Working Group at University of Exeter
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                 <p id="pp">Overall, we have examined the work of academics at this university who attempt to improve equality and diversity, at their different levels, in science. They have greatly informed us on the problems with gender inequality as well as how the university is, and plans on tackling the problem. </p>
 
                 <p id="pp">Overall, we have examined the work of academics at this university who attempt to improve equality and diversity, at their different levels, in science. They have greatly informed us on the problems with gender inequality as well as how the university is, and plans on tackling the problem. </p>
  
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<h5>What is ‘diversity’?</h5>
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Panel discussion
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<h5>What is ‘diversity’?</h5>
  
 
                 <p id="pp">On 14th October 2016, we held a panel discussion to open up the debate about equality and diversity in science to a wider audience. We collaborated with the campus radio channel, Xpression FM, and the campus TV channel, XTV in order to reach the widest audience possible. To conclude our work on equality and diversity, we needed to bring the work that we had highlighted from the academic interviews to the students that were represented in the first video (that highlighted students understanding to the issue). </p>
 
                 <p id="pp">On 14th October 2016, we held a panel discussion to open up the debate about equality and diversity in science to a wider audience. We collaborated with the campus radio channel, Xpression FM, and the campus TV channel, XTV in order to reach the widest audience possible. To conclude our work on equality and diversity, we needed to bring the work that we had highlighted from the academic interviews to the students that were represented in the first video (that highlighted students understanding to the issue). </p>
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<h5>The Gender Study - A Future Project</h5>
 
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<p id="pp">
 
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Paris Bettencourt in 2013 provided a detailed study of gender distribution in synthetic biology and iGEM. They found that women were not as represented as men within iGEM and equally there were fewer female supervisors of iGEM teams. They provided data to suggest that there is a significantly higher proportion of women to men in teams that win prizes compared with teams that don’t. They concluded their study with suggestions of how to improve the gender distribution within synthetic biology and iGEM, proposing that bonus points could given to teams with female supervisors, and iGEM should promote larger teams with more female judges, in the hope that this would improve the gender distribution within teams.
 
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Our aim was to conduct a follow up study, looking at the distribution of male to female students and supervisors in iGEM teams in 2016. We wanted to compare the statistics to those gathered in 2013 to determine whether Paris Bettencourt’s Gender Study was successful in improving equality within iGEM. Then, if our study showed that there was a significant balancing of the distribution then it could indicate that small, impactful studies, like Paris Bettencourt’s, could be the key to improving gender distribution and diversity within the field and thus more teams should take up the mantle and work to improve equality and diversity. If, however, there was no significant improvement, then we would have to question whether this is due to a lack of follow on studies compounding the data, or if small scale studies, performed by iGEM teams, can ever be enough to make a significant change in the field.
 
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</p>
 
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<p id="pp">
 
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Due to time restraints, we will be unable to undertake this follow-up gender study, however we challenge future iGEM teams, who struggle with Human Practices, to look at the impact they could make locally and nationally in equality and diversity, and perform a follow up study to Paris Bettencourt’s from 2013. We believe that iGEM teams have a fantastic opportunity to make a significant difference in this areas by highlighting the work of academics and researchers at their university working to achieve greater equality in their field of science, or in science as a whole. We also challenge iGEM to look more at ways of improving and encouraging greater diversity, so that synthetic biology can be recognised as a positive, progressive field of science and one that acts as a representative to the individual core subjects that make up it.
 
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<h5>The Gender Study - A Future Project</h5>
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Interview with Dr Andrew Griffiths - Equality, Diversity and Inclusivity lead for Biosciences at the University of Exeter:
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</strong>
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<p id="pp">
 
<p id="pp">
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On 24/08/16 we met with Dr Andrew Griffiths to talk about his role as the current Equality, Diversity and Inclusivity lead for Biosciences at the University and what he thinks could be done to improve these areas within the department. By talking to the point of contact to staff about these issues, we can understand what sort of recurring issues are brought up, and what the university is doing to address these issues.  
+
Paris Bettencourt in 2013 provided a detailed study of gender distribution in synthetic biology and iGEM. They found that women were not as represented as men within iGEM and equally there were fewer female supervisors of iGEM teams. They provided data to suggest that there is a significantly higher proportion of women to men in teams that win prizes compared with teams that don’t. They concluded their study with suggestions of how to improve the gender distribution within synthetic biology and iGEM, proposing that bonus points could given to teams with female supervisors, and iGEM should promote larger teams with more female judges, in the hope that this would improve the gender distribution within teams.
 
</p>
 
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<q style="margin:auto;display:block;"><i>What I am really passionate about is trying to make sure there is greater equality in terms of diversity across the board, in terms of race and sexuality and making sure the working practices are as flexible as possible.</i></q>
 
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<p id="pp">
 
<p id="pp">
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We asked Dr Griffiths what we could do to encourage greater diversity in science and he responded by saying that it’s less about encouraging a greater recruitment drive for people in terms of sexuality or religion, but more about ensuring there is flexibility and understanding of the pressures and unique difficulties associated. To encourage more people to be openly expressive about their identity we need to make sure “all the people in the workplace feel respected”.  
+
Our aim was to conduct a follow up study, looking at the distribution of male to female students and supervisors in iGEM teams in 2016. We wanted to compare the statistics to those gathered in 2013 to determine whether Paris Bettencourt’s Gender Study was successful in improving equality within iGEM. Then, if our study showed that there was a significant balancing of the distribution then it could indicate that small, impactful studies, like Paris Bettencourt’s, could be the key to improving gender distribution and diversity within the field and thus more teams should take up the mantle and work to improve equality and diversity. If, however, there was no significant improvement, then we would have to question whether this is due to a lack of follow on studies compounding the data, or if small scale studies, performed by iGEM teams, can ever be enough to make a significant change in the field.  
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<br />
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Because of this, we realised that we can’t approach the apparent lack of diversity in STEM in the same way as we might with gender inequality in science. Whilst there are specific problems with encouraging more females to take physics at A level and take physics degrees, the issue of diversity is more complex.
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<q style="margin:auto;display:block;"><i>We have a high proportion of women in the undergraduate biology programmes to men, the critical point is after the undergraduate degree, after the post doctorate training.</i></q>
 
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This statement is concurrent with the observations made by the students in the video highlighting initial observations of sexism in science. Dr Griffiths went on to infer that a leading factor for this might be related to women wanting to have a family at this stage.  
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Due to time restraints, we will be unable to undertake this follow-up gender study, however we challenge future iGEM teams, who struggle with Human Practices, to look at the impact they could make locally and nationally in equality and diversity, and perform a follow up study to Paris Bettencourt’s from 2013. We believe that iGEM teams have a fantastic opportunity to make a significant difference in this area by highlighting the work of academics and researchers at their university working to achieve greater equality, diversity and inclusivity in their field of science, or in science as a whole. We also challenge iGEM to look more at ways of improving and encouraging greater diversity, so that synthetic biology can be recognised as a positive, progressive field of science and one that acts as a representative to the individual core subjects that make up it.
 
</p>
 
</p>
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<p id="pp">
 
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From our own personal experience, in Britain it is almost always encouraged for women to take maternity leave and seen as strange for the male parent to take equivalent time. According to Gov.uk, <q style="padding-left:0px;padding-right:0px;">employees can choose to take either 1 week or 2 consecutive weeks’ paternity leave</q> however the statutory maternity leave is <q style="padding-left:0px;padding-right:0px;">52 weeks</q> - just by observation, this is clearly unequal. Comparing this to Sweden, parents are given 480 days paternity leave, where parents are encouraged to share this between them. Recent legislation has changed this so that shared parental leave is an option, according to Gov.uk parents can <q style="padding-left:0px;padding-right:0px;">take the rest of the 52 weeks of maternity or adoption leave as Shared Parental Leave</q>. Questions should be asked however, about whether the government is doing enough to promote shared parental leave as opposed to individual maternity or paternity leave.
 
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<h5>
 
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<q style="margin:auto;display:block;"><i>Perhaps we should try to promote paternity leave allowing flexibility for men to look after the children so the burden doesn’t fall on women all the time.</i></q>
 
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</h5>
 
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<p id="pp">
 
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Dr Griffiths further emphasised that one of the factors for fewer women at levels after post-doctorate, might be because of the burden Britain places on maternity leave and how unstable jobs in academia might dissuade women from taking positions higher up. We identified this as an issue to look further into as it is something that is theoretically, relatively easy for the government and governing science bodies to address, considering countries like Sweden are setting the example of equal maternity and paternity leave.
 
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Dr Griffiths acts as a lead for Bioscience in the Athena Swan group, and he emphasised the kind of difference Athena Swan has made for improving gender equality at the university. One of the key impacts of the group is that it has provided junior academics mentors and role models that give them more confidence to put themselves up for promotion. He highlighted how this is a difficult issue to address as a man, without sounding patronising, but it is an important one.
 
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From this meeting we were able to narrow down a few areas to discuss:
 
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A potential lack of confidence in women and how that might affect their decision to apply for more senior roles and the importance of role models on encouraging confidence
 
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The issue of maternity and paternity leave and how that might affect women’s decisions to take fixed term post-doctorate positions
 
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How to ensure there is flexibility in the workplace to accommodate all
 
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Meeting with Dr Eduarda Santos - former Equality and Diversity lead for Biosicences
 
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On 26/09/16, we met with Dr Eduarda Santos to follow up on some of the questions raised in the meeting with Dr Andrew Griffiths and get a different perspective on the issue of gender inequality in science. In initial email conversations with Dr Santos, she made us aware of certain views that her local community imposed upon her when she was having a child.
 
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<q style="margin:auto;display:block;"><i>You don’t love your child enough, to give up your job for your child</i></q>
 
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This opinion is shocking and almost unbelievable that someone would question her commitment to her family and her love for her child because of her decisions about not giving up her career to devote full attention to her child. The consequences of views like these are quite severe, in that it can seriously affect the mental health of an individual. When asked whether by putting such societal pressure on women, whether mental health issues can arrive, she said yes, there is a <q style="padding-left:0px;padding-right:0px;">lot of social pressure put on young mums</q> which can lead to diseases like depression.
 
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We were again led to question whether shared parental leave would relieve some of this pressure put on women? In fact, the ‘Swedish model’ of parental leave and balancing career with family commitments shows some very desirable qualities that employers would look for: ability to multitask (especially under pressure), commitment to career, etc. However, Dr Santos warned us about attributing the fact that fewer women are taking up jobs in higher up roles within Bioscience to maternity leave - <q style="padding-left:0px;padding-right:0px;">Maternity is an easy excuse</q>.
 
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Dr Santos emphasised that just because it seems like there is a correlation between fewer women taking roles beyond post-doctorate level and women wanting to start a family, it doesn’t necessarily mean that this is the only explanation.
 
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<h5>
 
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<q style="margin:auto;display:block;"><i>The difficult bit is changing the attitude of supervisors to post docs...men specifically but also women - who don’t realise it, but can be very discriminatory (too)</i></q>
 
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The need for supervisors to act as role models to young, aspiring post-docs is very apparent, especially as role models are so important for undergraduates and postgraduates, so why should this stop at levels beyond this?
 
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To conclude this meeting, we asked Dr Santos what she thinks needs to be done to improve gender equality in science and her response was as follows:
 
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“Social change” - on a massive scale, ie structural change within Britain to encourage a more inclusive environment for all.
 
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“Discussions with undergraduates” - opening up communications with students to publicise the problems of gender inequality in science, but also to highlight what students can do.
 
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“Empowering (women) to better deal with pressures” - potentially through more advice from senior role models
 
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“Free choice as opposed to social pressure” - emphasising the importance of giving a distinct voice to women, so they can make decisions about their own life, career and family without local, social pressures.
 
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Latest revision as of 20:31, 19 October 2016