Academic structures, peer-review processes are biased, exclusionary
Scholars belonging to historically underrepresented groups and/or those who work in non-STEM disciplines are comparatively and competitively disadvantaged
Holistic, systems approaches can help enable transparent, equitable, and inclusive selection of internal funding recipients
Noticing, naming, and nurturing such approaches can disrupt entrenched processes and systems, helping funding programs be more inclusive and effective
Broad Approaches
Begin with the end in mind: articulate a goal and motivating values
How can we create transparent, equitable, and inclusive selection processes?
Break the selection system into component parts
Consider disruptions, innovations within and/or across the parts
Recruiting reviewers
Onboarding and calibrating reviewers
Designing and implementing review processes
Design a plan, solicit feedback
Refine the plan – then implement it
Commit to continuous improvement
Opportunities
Recruiting reviewers
Leverage intentional, inclusive messaging
Indicate – explicitly – whom you are calling on and welcoming in
“The perspectives of scholars who belong to historically underrepresented groups, including gender and racial/ethnic minorities and individuals having other minoritized identities, are highly valued and sought as part of the proposal review process. Faculty from all academic ranks — including those earlier in their career — are encouraged to volunteer.”
