Closing the scissor-shaped curve: Strategies to promote gender equality in academia.

Gender inequality in STEM fields remains pervasive and undermines the ability for talented individuals to excel. Despite advances, women still encounter obstacles in pursuing academic careers and reaching leadership positions. This commentary discusses the "scissor-shaped curve" and examines effective strategies to fix it, including data-driven initiatives that we have implemented at our university.

Trustworthiness matters: Building equitable and ethical science.

Trustworthy science requires research practices that center issues of ethics, equity, and inclusion. We announce the Leadership in the Equitable and Ethical Design (LEED) of Science, Technology, Mathematics, and Medicine (STEM) initiative to create best practices for integrating ethical expertise and fostering equitable collaboration.

Hannah A. Valantine, M.D., Stanford University School of Medicine.

Dr. Hannah Valantine is renowned for her work in transplantation medicine, leadership, and mentoring as well as her efforts to improve scientific workforce diversity. In this interview with Cell, she discusses her research; what Juneteenth means to her; the persistent gender, race, and ethnicity leadership gaps that exist in academic medicine; and the importance of equitable, inclusive, and diverse science.

The scientific director: A complimentary model for academic leadership.

The current model for academic leadership places unique demands on scientists with highly active research programs. A complimentary model with a dedicated scientific director could remove this strain and allow a greater institutional investment in the community via a partnership. This article explores the rationale and framework of this model.

Francis Collins: Reflections on being the NIH Director.

For over 12 years, spanning three administrations, Dr. Francis Collins has served as the director of the National Institutes of Health. During that time, he and the NIH launched ambitious programs to spur research in diverse topic areas, with important successes. He has also confronted issues facing science and scientists. Dr. Collins recently stepped down as director. Before his departure, he had a conversation with John Pham, reflecting on his time leading the NIH and sharing his perspectives and his hopes for the NIH and the scientific community moving forward.

A synthesis of evidence for policy from behavioural science during COVID-19.

Scientific evidence regularly guides policy decisions1, with behavioural science increasingly part of this process2. In April 2020, an influential paper3 proposed 19 policy recommendations ('claims') detailing how evidence from behavioural science could contribute to efforts to reduce impacts and end the COVID-19 pandemic. Here we assess 747 pandemic-related research articles that empirically investigated those claims. We report the scale of evidence and whether evidence supports them to indicate applicability for policymaking. Two independent teams, involving 72 reviewers, found evidence for 18 of 19 claims, with both teams finding evidence supporting 16 (89%) of those 18 claims. The strongest evidence supported claims that anticipated culture, polarization and misinformation would be associated with policy effectiveness. Claims suggesting trusted leaders and positive social norms increased adherence to behavioural interventions also had strong empirical support, as did appealing to social consensus or bipartisan agreement. Targeted language in messaging yielded mixed effects and there were no effects for highlighting individual benefits or protecting others. No available evidence existed to assess any distinct differences in effects between using the terms 'physical distancing' and 'social distancing'. Analysis of 463 papers containing data showed generally large samples; 418 involved human participants with a mean of 16,848 (median of 1,699). That statistical power underscored improved suitability of behavioural science research for informing policy decisions. Furthermore, by implementing a standardized approach to evidence selection and synthesis, we amplify broader implications for advancing scientific evidence in policy formulation and prioritization.

Introducing new group leaders: Cornelius Taabazuing.

Cornelius Taabazuing discusses the importance of representation as the only Black faculty in his department, the research in his lab at the University of Pennsylvania, how he aims to build an environment that promotes free thinking and collaboration, and his advice that if science brings you joy and you decide it's for you, don't let anybody tell you otherwise!

Introducing new group leaders: Christina Towers.

Christina Towers discusses her search for a collaborative institute and why she chose the Salk, San Diego, to establish her lab studying autophagy in cancer. She shares her advice for applying, the importance of identifying what you want, tackling the perceived requirement for geographic mobility, and her hope to hire people who share her curiosity and love of asking questions.

Introducing new group leaders: Leanne Li.

Leanne Li tells us about the research in her recently established group at the Francis Crick Institute in London, her search for a multidisciplinary institute, and how her own varied background came together to study the emerging field of cancer neuroscience. She shares advice for applying, her experience of remote hiring, and how diversity, both academically and culturally, stimulates creativity.

Social competition drives collective action to reduce informal waste burning in Uganda.

Improving urban air quality is a pressing challenge in the Global South. A key source of air pollution is the informal burning of household waste. Reducing informal burning requires governments to develop formal systems for waste disposal and for residents to adopt new disposal behaviors. Using a randomized experiment, we show that social competitions between pairs of neighborhoods in Nansana municipality, Uganda, galvanized leadership and inspired collective action to reduce informal burning. All 44 neighborhoods in the study received a public health campaign, while 22 treated neighborhoods were paired and competed to reduce waste burning over an 8-mo period. Treated neighborhoods showed a 24 percent reduction (95% CI: 11 to 35 percent) in waste burning relative to control neighborhoods at the end of the competition period. There is no evidence that treated neighborhoods experienced a rebound in waste burning several months after the competitions. Community leaders reported greater effort in coordinating residents and more pride in their neighborhood when assigned to the competition treatment. These results suggest that creating focal points for leadership and collective action can be an effective and low-cost strategy to address policy problems that require broad participation and costly behavior change.

Selective social interactions and speed-induced leadership in schooling fish.

Animals moving together in groups are believed to interact among each other with effective social forces, such as attraction, repulsion, and alignment. Such forces can be inferred using "force maps," i.e., by analyzing the dependency of the acceleration of a focal individual on relevant variables. Here, we introduce a force map technique suitable for the analysis of the alignment forces experienced by individuals. After validating it using an agent-based model, we apply the force map to experimental data of schooling fish. We observe signatures of an effective alignment force with faster neighbors and an unexpected antialignment with slower neighbors. Instead of an explicit antialignment behavior, we suggest that the observed pattern is the result of a selective attention mechanism, where fish pay less attention to slower neighbors. This mechanism implies the existence of temporal leadership interactions based on relative speeds between neighbors. We present support for this hypothesis both from agent-based modeling as well as from exploring leader-follower relationships in the experimental data.

A leadership-level culture cycle intervention changes teachers' culturally inclusive beliefs and practices.

Despite an abundance of support for culturally inclusive learning environments, there is little consensus regarding how to change educational contexts to effectively and sustainably foster cultural inclusion. To address this gap, we report findings from a research-practice partnership that leveraged the Culture Cycle Framework (CCF) to expand educators' praxis to include both independent and interdependent models of self. Most U.S. schools validate independent cultural models (i.e., those that prioritize individuality, uniqueness, and personal agency) and overlook interdependent models (i.e., those that prioritize connectedness, relationality, and collective well-being), which are more common among students from marginalized racial and socioeconomic backgrounds. Using a quasi-experimental longitudinal design, we trained school leadership to integrate ideas about cultural inclusion (i.e., validating the importance of both independent and interdependent cultural models) into school-wide flagship practices. We assessed downstream indicators of culture change by surveying teachers and students across the district and found that a) leadership-level training enhanced school-wide beliefs about cultural inclusion, b) teachers' endorsement of culturally inclusive beliefs predicted their use of culturally inclusive practices, and c) teachers' use of culturally inclusive practices predicted enhanced psychosocial and academic outcomes among students. This research represents a comprehensive culture change effort using the CCF and illustrates a means of fostering inclusion-focused educational culture change and assessing downstream consequences of culture change initiatives.

A Retrospective Analysis of Leadership, Awardees, and Member Gender Representation of the Canadian Society for Immunology.

The Canadian Society for Immunology (CSI) established a formal Equity, Diversity, and Inclusion (EDI) Committee with the goal of providing EDI advocacy and leadership within the CSI, as well as in the broader scientific community. A first task of this committee was to review the publicly available historical data on gender representation within the CSI's membership, leadership, award recipients, and conference chairs/presenters as a step in establishing a baseline reference point and monitoring the trajectory of future success in achieving true inclusion. We found that, except for overall membership and a specific subset of awards, all categories showed a historical bias toward men, particularly prior to 2010. Bias persists in various categories, evident even in recent years. However, we note an encouraging trend toward greater gender parity, particularly in the roles of President, symposium presenters, and workshop chairs, especially from 2017 onward. We present these findings as well as our recommendations to enhance inclusivity. These include a more comprehensive collection and secure storage of self-identification data, emphasis on EDI as an essential component of all annual meeting activities, and innovative measures of outreach, collaboration, and leadership with the aim of making the CSI a model for improving EDI in other professional research societies.

Cultivating the Human Dimension in Research.

According to "Research Exemplars," research requires attending to matters of heart as much as mind. The human dimension in research-relationships, passion, resilience, and leadership-was the common thread in their advice for a successful career. We discuss strategies to cultivate intra- and inter-personal skills fostering these aspects of research.

Machine-learning analysis of leadership formation in China to parse the roles of loyalty and institutional norms.

A thriving cottage industry has long tried to predict the selection outcomes of the Chinese leadership using qualitative judgments based on historical trends and elite interviews. This study contributes to the discourse by adopting machine-learning techniques to quantitatively and systematically evaluate the promotion prospects of Chinese high-ranking officials. By incorporating over 250 individual features of approximately 20,000 high-ranking positions from 1982 to 2020, this paper calculated predicted probabilities of promotion for the 19th Politburo members of the Communist Party of China. The rankings of the promotion probabilities can be used not only to identify candidates who would have traditionally advanced within the party's promotion norms but also to gauge Xi Jinping's personal favoritism toward specific individuals. Based on different specifications for positions and periods, we developed measurements to quantify candidates' levels of perceived loyalty and promotion eligibility. The empirical results demonstrated that the newly formed 20th Politburo Standing Committee was predominantly composed of loyalists who would not have risen to such positions under conventional promotion standards. We further found that, even within his circle of known allies, Xi Jinping did not opt for candidates with strong credentials. The findings of this study underscore the increasing emphasis on loyalty and the diminishing role of institutional norms in China's high-ranking selections.

2021 McKusick Leadership Award: Learning from communities.

This article is based on the address given by the author at the 2021 virtual meeting of the American Society of Human Genetics (ASHG). The video of the original address can be found at the ASHG website.

Germany's role in global health at a critical juncture.

In 2017, we set out-along with a larger group of authors-to assess Germany's contribution and potential leadership role in global health. We considered the ambitions and manifold efforts of Chancellor Angela Merkel's administration to become a trusted leader in global health governance and a reliable supporter of multilateral institutions, especially WHO. Based on the recommendations of our 2017 paper, in this Review we determine whether the country has indeed lived up to its vision and ambitions expressed in the Global Health Strategy adopted by the cabinet in 2020. Also, we outline what challenges Germany is now facing in a more complex global health environment and geopolitical situation, where leadership in the field is being redefined following the impact of the COVID-19 pandemic and amid broader shifts in the international order.

The Lancet and colonialism: past, present, and future.

The historical and contemporary alignment of medical and health journals with colonial practices needs elucidation. Colonialism, which sought to exploit colonised people and places, was justified by the prejudice that colonised people's ways of knowing and being are inferior to those of the colonisers. Institutions for knowledge production and dissemination, including academic journals, were therefore central to sustaining colonialism and its legacies today. This invited Viewpoint focuses on The Lancet, following its 200th anniversary, and is especially important given the extent of The Lancet's global influence. We illuminate links between The Lancet and colonialism, with examples from the past and present, showing how the journal legitimised and continues to promote specific types of knowers, knowledge, perspectives, and interpretations in health and medicine. The Lancet's role in colonialism is not unique; other institutions and publications across the British empire cooperated with empire-building through colonisation. We therefore propose investigations and raise questions to encourage broader contestation on the practices, audience, positionality, and ownership of journals claiming leadership in global knowledge production.

Intersectional Analysis of U.S. Medical Faculty Diversity over Four Decades.

The 2020 U.S. Census data show a rapidly diversifying U.S. population. We sought to evaluate whether clinical faculty and leadership representation at academic medical schools reflects the diversifying population over time. Using data from the Association of American Medical Colleges for the period of 1977 through 2019, we found notable progress in female representation among clinical faculty, with smaller gains among department chairs and medical school deans. Racial and ethnic groups that are underrepresented in medicine are designated as such because their presence within the medical profession is disproportionate to the U.S. Census data. Even with accounting for this underrepresentation, clinical faculty and leadership positions show even starker disparities. Thoughtful policy implementation could help address this persistent underrepresentation among medical school faculty and leadership positions.

Heterogeneity in banker culture and its influence on dishonesty.

The social sciences are going through what has been described as a 'reproducibility crisis'1,2. Highly influential findings derived from accessible populations, such as laboratories and crowd-sourced worker platforms, are not always replicated. Less attention has been given to replicating findings that are derived from inaccessible populations, and recent high-profile replication attempts explicitly excluded such populations3. Pioneering experimental work4 offered a rare glimpse into banker culture and found that bankers, in contrast to other professionals, are more dishonest when they think about their job. Given the importance of the banking sector, and before academics or policy-makers rely on these findings as an accurate diagnosis of banking culture, an exploration of their generalizability is warranted. Here we conduct the same incentivized task with bankers and non-bankers from five different populations across three continents (n = 1,282 participants). In our banker studies in the Middle East and Asia Pacific (n = 148 and n = 620, respectively), we observe some dishonesty, although-in contrast to the original study4-this was not significantly increased among bankers primed to think about their work compared to bankers who were not primed. We also find that inducing non-banking professionals to think about their job does not have a significant effect on honesty. We explore sampling and methodological differences to explain the variation in findings in relation to bankers and identify two key points. First, the expectations of the general population regarding banker behaviour vary across jurisdictions, suggesting that banking culture in the jurisdiction of the original study4 may not be consistent worldwide. Second, having approached 27 financial institutions, many of which expressed concerns of adverse findings, we expect that only banks with a sound culture participated in our study. The latter introduces possible selection bias that may undermine the generalizability of any similar field study. More broadly, our study highlights the complexity of undertaking a high-fidelity replication of sensitive, highly publicized fieldwork with largely inaccessible populations resulting from institutional and geographical barriers. For policy-makers, this work suggests that caution should be exercised in generalizing the findings of the original study4 to other populations.