MLK 2023
Engaging communities. Influencing change.
NIH Champions of the Black Community
Allyship
A lifelong process of building meaningful relationships based on trust and accountability with marginalized individuals and/or groups of people.
As the National Institutes of Health (NIH) recognizes February as Black History Month, we also want to honor those who encourage others by their example and demonstrate unconditional commitment, compassion, and understanding towards the Black community, as well as those who bring more of themselves into the workplace to make it more inclusive.
Alexis Braxton, MSN, RN, CEN
Nurse Educator, Clinical Center
In which ways have you worked to enhance the culture within your IC or across NIH in general?
Within the Clinical Center Nursing Department (CCND), I am working with a group of colleagues (Cecelia Henry and Caroline Frazier) in the creation of a CCND Equity, Diversity, and Inclusion Council. We are striving to serve CCND as change agents who are dedicated to the enhancement and sustainment of an environment of equitable treatment, diversity, and inclusiveness. Additionally, through my work with the Blacks In Government, NIH Chapter, I am working to create partnerships with other affinity groups and employee resource groups to advocate for the minority communities.
What does allyship mean to you and how have allies positively influenced or made a difference in your career with NIH?
To me, being an ally means being someone who "shows up" for a person of another community who is traditionally defined as underrepresented or marginalized. An ally listens, empathizes, creates an action plan, and carries out those plans. An ally does what they say they will do without apology. It is recognizing your privilege and using that privilege to benefit another community. It is so important for everyone to deeply reflect on the areas where they may be privileged and hold power and use that power as a voice for others. While using their voice, an ally will also help the individual find their own and feel empowered. There are many, who with some assistance, would be able to realize their full potential. Prior to coming to NIH, a director of nursing stood as a standout ally for me. She ensured I had a safe place to speak my mind and provide opinions without fear of reprisal or incorrect perceptions.
Who is an ally within NIH who has helped to positively influence your career?
Dr. Gwenyth Wallen, Chief Nurse Officer, is a true ally to me. She actively listens to her CCND staff and works to create an environment where all can feel their voice has value. Dr. Wallen has empowered us to feel safe and encouraged us to speak up about our perceptions and bring ideas that will help to connect the entirety of CCND as healthcare personnel and, more importantly, as people.
Ericka Reid, PhD, MEd
Director/Supervisory Education Outreach Specialist, NIEHS Office of Science Education & Diversity
In which ways have you worked to enhance the culture within your IC or across the NIH in general?
As the director of science education programs and diversity outreach, it is my charge to raise awareness and provide access to information for students, educators, other scientists, and the general public regarding the interdisciplinary nature of environmental health science, its educational paths, and career possibilities. Providing such is not truly possible without the support and participation of the NIEHS community. Our diversity and inclusion efforts include the development and implementation of the Diversity Speaker Series and the annual Spirit Lecture; the North Carolina Women of Color Research Network; the facilitation of the NIEHS Scholars Connect Program, Speakers Bureau, tours and information sessions; and professional development for North Carolina K-12 science teachers.
We've recently created and launched the Diversity, Equity, and Inclusion Information and Resources page on our internal site and the DEI column in our internal news blog, which publishes monthly articles highlighting employee experiences or contributions regarding diversity, equity, and inclusion.
What does allyship mean to you, and how have allies positively influenced or made a difference in your career with NIH?
Allyship is an opportunity for those who do not know the experience of coming from underrepresented or historically marginalized groups, disadvantaged backgrounds, or underserved communities to provide space, support, and opportunity to those who did to move beyond said experience.
Who is an ally at the NIH who has helped to influence your career positively? Please provide their full name and title.
My doctoral work focused on STEM programs designed with people of color in mind and how needed and necessary they were, and still are, to provide opportunities for research training and career exploration for those who might not otherwise have such an opportunity. With the initiation of an education outreach office by NIEHS Director Linda Birnbaum PhD (retired), I was afforded the opportunity to join in the effort toward diversity and inclusion at the Institute. Joining NIEHS meant that my work could continue at a phenomenal level that would benefit students of color as they pursued their own educational and professional aspirations. The establishment and on-going enhancement of the NIEHS Office of Science Education & Diversity reflect whole-hearted support from the IC's senior leadership – most notably, Dr. Rick Woychik, NIEHS Director. He is my former supervisor and has always been directly supportive of my efforts.
Michelle Hamlet, PhD
All of Us Research Program HPO Team Lead, Division of Science Programs
I've worked on enhancing NIH's culture by developing opportunities for BIPOC scientists to work at or be exposed to NIH. For example, while at NHGRI, I led efforts to develop the first-ever NIH Community College Day and community college summer program. Community colleges are diverse by nature and are not sufficiently recognized for their contributions to science and health careers. I continued to champion for community college students while working at NIGMS, where I oversaw the Bridges to Baccalaureate Program, which helps community college students transition to 4-year institutions in the biological sciences. I seek opportunities to have a seat at "The Table," however large or small. It's the best way to be seen and be heard. As an IC Director once told me, "You're either at the table or on the menu." Finally, I have and will always serve as a mentor to anyone interested in a science-related career. My goal is to demystify the journey to a PhD while also being open about the challenges. It took several individuals to help me get to where I am today. It's my duty and honor to pay it forward.
My understanding of allyship stems from an article by Melaku et al. from the Harvard Business Review (November-December 2020) (https://hbr.org/2020/11/be-a-better-ally). It frames allyship as when one of privilege, typically white, collaborates, advocates, and sponsors marginalized groups, typically groups underrepresented in STEM. (A plus of this article is that it specifically identifies "women of color" as a people, instead of using the label 'women' OR 'people of color'—but I digress.)
Who is an ally within the NIH who has helped to positively influence your career?
Framing allyship in this way, I must step back to recognize those who come from my past:
Dr. Ellen Henderson, from my undergrad days.
Dr. Bill Eckberg, from my master's program days. There are many others from my time before NIH.
Allies from NIH include:
Ms. Ellen Rolfes, Director, Division of Management/Executive Officer, NHGRI
Dr. Alison Gammie, Director, Division of Training, Workforce, and Development, NIGMS
Dr. Martha Matocha, Acting Deputy Director, Division of Extramural Science Programs and Branch Chief, Symptom Science, and Genetics; Self-Management, NINR
If one defines allies as individuals from a variety of backgrounds, then my NIH list is endless. Here are just a few:
Dr. Michelle Leff, Chief of Staff, NIDA
Dr. Bettie Graham, Director, Division of Extramural Programs, NHGRI
Dr. Shawn Gaillard, Chief, Developmental and Cellular Processes Branch, Division of Genetics and Molecular, Cellular, and Developmental Biology, NIGMS
Dr. Carla Easter, Branch Chief, Education, and Community Involvement Branch, Division of Genomics and Society
Dr. Mercedes Rubio, Program Director, Division of Clinical Innovation, NCATS
Dr. Marishka Brown, Director, National Center on Sleep Disorder Research, NHLBI
Mia Rochelle Lowden, PhD
Health Science Policy Analyst, NIH OD Office of Research Infrastructure Programs
I chair the Special Populations Research Forum (SPRF), an NIH Scientific Interest Group with over 200 members interested health disparities research and diversity programs. In 2020 SPRF provided NIH leadership with strategies to address COVID-19 Health Disparities. In summer 2020, the SPRF Special Session Series on Equity, Race, and Health Disparities attracted 243 unique participants throughout our webinar series and attendance more than doubled from the first webinar to the third webinar.
I am the Executive Secretary of the NIH Women of Color Committee (WoCC), which nominates women scientists for awards and prestigious lectures to enhance their visibility in biomedicine. For instance, the WoCC successfully nominated four women for the Wednesday Afternoon Lecture Series (WALS)at NIH for the 2019-2020 season and one speaker shared that the WALS lecture helped her get the position of president of a college by increasing her visibility.
I am working in groups both within NIH and outside of NIH to advance racial equity and reduce racial bias and discrimination.
An ally is a member of an in-group who uses their privilege to take action to support an out-group.
Who is an ally at the NIH who has helped to positively influence your career?
My most recent past supervisor, Dr. Samir Sauma, the Director of the NIA Office of Planning Analysis and Evaluation, stood out as an advocate for me by regularly publicly acknowledging my work or contribution to a project. He did so at meetings with NIA leadership, at smaller meetings where I would present my projects to his supervisors, and even at a high visibility NIH workshop where he jumped up to acknowledge me when Dr. Collins asked: "who was the artist who created a graphic used throughout the workshop materials." Dr. Sauma did not miss an opportunity to give me credit when it was due and, if appropriate, explain the circumstances that made my accomplishments especially notable. Even when I was not present to hear it, he spoke on my behalf to ensure I was treated fairly.
Arlene Jackson
Associate Training Director, NIA IRP
I have a nurturing spirit, so I have been able to allow the essence of who I am to merge with the job I perform. My greatest passion is helping people, so being able to individually and collectively assist trainees on all levels, from summer students to Post Doc fellows, is quite rewarding. I've carved out a "safe space" within the NIA IRP by showing and proving to trainees and staff that I care about the whole person and want them to have a broad, fulfilling experience.
To me, allyship references those with power who are focused on finding and cultivating a diverse set of people to unite for common goals. Allyship is important to bring out the best in everyone we encounter.
I've had two strong allies throughout my career at the NIH – Dr. Barbara A. Hughes and Dr. Michele K. Evans. Dr. Hughes was my first mentor, and she provided motivation and inspiration. Upon her retirement, I began to work for Dr. Evans, the Deputy Scientific Director and Training Director at the NIA IRP. She has shared knowledge, provided inspiration, and gave feedback to move me beyond my comfort zone. These strong, intelligent women helped shape me and helped me find my voice.
Della B. White, PhD
Program Director, Clinical Research in Complementary and Integrative Health Branch,
National Center for Complementary & Integrative Health (NCCIH)
Since coming to the NIH as a postdoctoral research fellow I have always aimed to engage my work and colleagues with a collaborative spirit. We can go so much further together. No matter where I have worked, I have always made it a priority to establish and foster relationships both inside and outside of my branch, office, and division. I like hearing about the important work that others are doing and learning more about who they are as individuals. This inclusive approach has allowed me to appreciate varying perspectives and to be open to new ideas. Throughout my NIH career I have participated in numerous committees and maintained a research portfolio that have included a focus on scientific workforce diversity, capacity building, and health disparities research. This work often calls for critical conversations necessary to change the culture as it relates to the value placed on different fields of research.
Allyship to me means "supportive action." That is, engaging in action that positively supports others. It is done purposely and not in exchange for something in return but because one believes the action is the right thing to do. As such, this action is often taken proactively and by someone who has the privilege, based on position or group membership, to do so on the behalf of others. Allyship helps to promote diversity, inclusion, and equity in the workplace and builds bridges to long-lasting relationships. Allies have had a profound influence on my career at NIH by identifying opportunities for me to become involved in trans-NIH committees and initiatives that I may not have otherwise had the opportunity to participate in. Allies have also been great at challenging me to take risks and engage in efforts that are outside of my comfort zone. This has certainly helped to enhance my productivity and further my leadership capacity. It is my hope that I am paying it forward in a way that makes them proud.
Dexter Collins, M.P.A., Executive Officer, Fogarty International Center
Carla L. Easter, PhD
Chief, Education and Community Involvement Branch, Division of Genomics and Society
The Education and Community Involvement Branch is dedicated to the engagement of communities who have been historically underrepresented in the many facets of biomedical research. We lead and support the National Human Genome Research Institute (NHGRI)'s education and training initiatives to increase genetic and genomic literacy.
To achieve our goals, we leverage the expertise within NHGRI and across the NIH. We bring together administrative, research, and clinical staff in support of our efforts. Individuals from NHGRI and across the NIH IC's are invited to volunteer for our educational and engagement programs. We welcome the diversity of expertise and perspectives of the volunteers, which strengthen and enhance our programs. These community experiences often present an opportunity for bi-directional learning where NHGRI staff hear different perspectives about genomics, which in turn inform their work.
The Education and Community Involvement Branch's education and engagement efforts would not be successful without allies. Allies inform and support our efforts through their commitment and eagerness to advocate for their communities, recommend topics that need to be addressed, and through their honest critiques of resources and programming. I have learned so much from working with those who support our efforts. Almost every aspect of our programming has been influenced by our partnerships and relationships with our allies.
There are have been so many people that have positively influenced my career. I have listed a few, but there are many more.
Tara Mowery
Office of Communications and Public Liaison
Sara Chandros Hull
Associate Investigator, Office of the Clinical Director
Director, NIH IRB Internship Program
Section Head, Ethics of Genetics and Emerging Technologies Department of Bioethics, Clinical Center
Vence Bonham
National Human Genome Research Institute
Senior Advisor to the NHGRI Director on Genomics and Health Disparities, Office of the Director
Associate Investigator, Social and Behavioral Research Branch
Larry Brody
Director, Division of Genomics and Society
Senior Investigator, Social and Behavioral Research Branch
Head, Genetics and Environment Interaction Section
L. Tony Beck
National Institute for General Medical Sciences
Program Officer, Science Education Partnership Award
Division for Research Capacity Building
Bruce Fuchs
Office of Research Infrastructure Programs, Office of the Director
Health Science Administrator
Gabriel B. Fosu, PhD
Associate Director for Diversity and Workforce Development, Center for Scientific Review (CSR)
I have actively participated in advancing the culture of diversity, inclusion, and respect across NIH and the Center for Scientific Review (CSR) for the last 14 years. I have focused on providing education on the importance of diversity, inclusion, respect, the need to enhance recruitment and retention efforts for underrepresented and minority populations, and the importance of creating a more inclusive work environment. Below is a list of committees that I have participated in. To learn more information about me, please click the link: Gabriel B. Fosu.
As chair of the Workforce Analysis Subcommittee of the NIH Diversity Council, we identified actionable strategies to retain diverse groups and feel integral and respected within the NIH workforce.
As Chair of the Health Care Delivery and Methodologies Integrated Review Group at the Center for Scientific Review (CSR), we focused on recruiting diverse staff at all levels.
As an Associate Director for Diversity and Workforce Development at CSR, I work with the CSR Director and Senior Management as change agents in integrating diversity and inclusion work as central to CSR's culture.
I developed CSR's Plan, which focuses on increasing diversity in the applicant pool.
I worked with colleagues to create the Early Career Reviewer (ECR) Program to provide review experience to early-career investigators and increase the success rate in pursuing NIH R01 funding for underrepresented minorities and women.
There are three types of allyship: performative, actual, and advocacy; to me, allyship means using my position to advocate for my colleagues to foster a diverse and inclusive workplace. This includes bringing attention to the experiences of marginalized groups and working to encourage their scientific inquiry related to issues affecting minorities.
There are many allies who have been influential to my career, but I'd like to recognize:
Mr. Dexter Collins, Executive Officer, NIH Fogarty International Center
Dr. Yonette Thomas, a former Chief at the National Institute on Drug Abuse (NIDA)
Marie A. Bernard, MD
Deputy Director of the National Institute on Aging (NIA) and Acting NIH Chief Officer for Scientific Workforce Diversity (COSWD)
As the acting NIH Chief Officer for Scientific Workforce Diversity (COSWD), I work across NIH to foster a culture of diversity, equity, and inclusion (DEI). Dr. Hannah Valantine, the prior COSWD, established wonderful DEI momentum. Building upon that, the SWD team and I are working to disseminate news of the very substantial achievement in this area and the opportunities for further enhancement, such as the recently released FIRST FOA. Concurrent with serving as the acting COSWD, I continue as the deputy director of the National Institute on Aging (NIA), having been privileged to hold that role for more than twelve years. In that capacity, I serve as the primary advisor to the NIA Director and as an advocate and promoter of an inclusive culture within NIA and beyond. I am fortunate that our IC has always been focused on DEI, having founded an Office of Special Populations decades ago, and for more than 30 years supporting an annual intensive training in aging that promotes workforce diversity and health disparities research. Thus, it has been easy to enhance and add to our DEI activities. One of those additions, the development of the NIA Health Disparities Research Framework, has been a particularly edifying activity, as it provides a reference point for consideration of health disparities in all aging studies. Additionally, I lead the Women of Color Committee (WOCC) of the trans-NIH Working Group on Women in Biomedical Careers. The WOCC has successfully increased the support and visibility of women of color scientists via the WoCRn network and successful nominations of outstanding women to NIH's prestigious Wednesday Afternoon Lecture Series (WALS).
None of this would be feasible without allies. As the African proverb states – if you want to move fast, you do it alone; if you want to move far, you do it together. That was certainly the case with the health disparities framework, developed under the leadership of Dr. Carl Hill, in collaboration with NIA staff on the Minority Working Group and the NIA Advisory Council's Task Force on Minority Aging Research. The WOCC achievements would not be feasible without the many talented individuals who have served as executive secretaries and members of the group – particularly Drs. Mia Rochelle, Pragati Katiyar, and Carmen Moten who led nominations for several of our successful WALS nominees.
One ally who must be particularly credited with positively influencing my NIH career is Richard Hodes, the NIA Director. He has been very open to and supportive of my many interests, and a sound source of wisdom in negotiating the many formal and informal networks across our organization.