Recently, I attended a panel Q&A discussion at the American Biomedical Research Conference for Minority students (#ABRCMS2017) with speakers from several biopharmaceutical organisations (Biodesix, Genentech and Novartis) sharing their personal experiences as candidates and recruiters and offering advice on how applicants can be standout candidates.
The discussion was aimed at delegates from all aspects of the bio and medical sciences and included undergraduate, postgraduate, post-doctoral candidates and faculty members.
Editor’s note – Widening access to higher education to the so-called ‘non-traditional’ students has become quite an important target for Universities in the UK. It is known to improve the outcomes and opportunities for people who would not otherwise get such chances. On the Aspiring Professionals Hub, we like to share inspiring stories about people from diverse backgrounds with interesting and inspiring stories about their experiences or career successes. In our latest ‘Reflections’ article, Anna shares her experience of higher education as a mature student and hopes her experience would serve to inspire others.
I am 46 years old and in my second year of an MSc degree in Social Work. I was one of 5 children raised by both parents who struggled financially due to unemployment. I left school at the age of 16 with two standard grades- Music and Art. I then went onto work in a shoe shop under the Youth Training Scheme (YTS). At the age of 17 in 1988 I started working in an electronics factory, this led me to working in international companies. However, as the electronic industry began to decline, with many people facing redundancies, I decided to take the step and go to college where I achieved a national certificate and higher national certificate (HNC) in social care in 2005.
Recently the APH met up with two vibrant individuals Brian and Belinda, recent graduates from a higher education institution in the UK. They are both passionate about supporting issues around global health and about Africa. In their two part opinion piece, they share their experiences as African students as well as of interning in Africa (Part II). Enjoy reading and do share your opinions in the comments section.
Many Africans can only “dream” of the opportunity to pursue quality training overseas at Ivy league and Russel Group Universities of this world. Institutions to which the local education system that has nurtured our knowledge and skills through years of learning, contribute to the almost blind belief that there is no better source for top quality education and I dare say, developed intellect. It doesn’t help that our African education systems have hardly changed for decades, left behind by colonial masters whose teachings of everything from the alphabet to our understanding of African borders in geography and scientific discoveries of Alexander Fleming we still cling to. An archaic system that still equates learning with memory and teaches the partition of Africa, the prairies of Canada, and for some of us, a grid by grid map of New York City.
Recently, there has been a lot of discussion focused on how to deliver diversity within Science, Technology, Engineering and Maths (STEM). However it is still the case that a lot of work remains in addressing the underrepresentation of black and minority ethnic (BME) individuals, disabled people, women and those from socially disadvantaged groups in STEM. In this article, Hephzi and Amara discuss how decision makers within STEM can engage with BME communities to ignite a passion for STEM in young people and create an awareness of career opportunities within these sectors.
Up until 2011, the concepts of ‘science communication’ and ‘public engagement’ were alien to me. I had never been to a science fair, a science show or even visited a science museum! I had never sat in an audience where someone or a group of people discussed the range of opportunities and possibilities which could arise from pursuing a career within STEM.
I belong to two categories classed as underrepresented audiences in STEM; I am black and female. My recent discovery of the variety of ways in which scientists engage with the public is despite the fact that I have always been interested in science. I studied all three science subjects – Physics, Chemistry, and Biology – as well as Maths for my A’ Levels and have ‘stayed in science’ till date – working towards a PhD in Cell Biology. So, how does one with such an interest in science have such a myopic view on the diversity of career pathways within it?
‘Opinion’ is our latest addition to The Hub. This is a space where writers can share their personal opinions about topical issues. In today’s article, a current PhD candidate* discusses her experience of becoming pregnant during her lab-based PhD. Should PhD candidates be treated as students (tax exempt stipend, no benefits) or staff (pay tax on salary, employee benefits e.g. maternity pay)?
I’ve been contemplating this post for a while – to write or not to write, to share or not to share. After careful consideration, I believe the story should be shared so that this issue can be debated by and with a wider audience. Perhaps this post can resonate with the collective experiences of others who found themselves in my position.
Women’s rights, equality for women and now promoting more women in science are hot topics today. But is it just another tick box exercise or an honest quest for change? What is the reality on the ground?
In 2005, the Equality Challenge Unit (ECU) established the Athena Swan Charter to – ‘encourage and recognise commitment to advancing the careers of women in science, technology, engineering, maths and medicine (STEMM) employment in higher education and research’. A statement on the ECU website reads: ‘We support universities and colleges to build an inclusive culture that values the benefits of diversity, to remove barriers to progression and success for all staff and students, and to challenge and change unfair practices that disadvantage individuals or groups’.
Since its inception, many universities have signed up to adopt the charter and have put measures in place so women in the profession are better supported such as flexible working hours, Job shares and scheduling events during core hours (10 am – 4pm).