AWIS Magazine - Winter 2023 Vol 54

04
winter 2023
volume 54
Also in this issue:

The Next DEI Frontier:
Behavior Change
Stop Saying Yes to
Unrewarded Work
Finding Fulfillment
in a Manufacturing
Career
Transforming Patients’
Lives Through Science
at Bristol Myers SquibbPage 2
Thank you to our
corporate sponsors!
We greatly appreciate your support in fostering

equitable, inclusive, and safe workplaces
for women in science.
table of contents 04
winter 2023
volume 54
From the Cover
2 Transforming Patients’ Lives Through Science at

Bristol Myers Squibb
President’s Remarks & CEO’s Note
6 Equity Strengthens STEM

7 Standing on Her Shoulders
Good2know
8 The Economic Cost of Health Disparities
Features
10 Diverse Group of Scientists Design the Powerful James Webb

Space Telescope
14 1,700 ... and Counting
18 Collaborating to Achieve Gender Equity in Medical Schools
20 The Next DEI Frontier: Behavior Change
Career Playbook
24 Stop Saying Yes to Unrewarded Work

26 PhD Not Required: Story of a Successful Scientist
28 A Story of Adversity and Hardship and Beauty and Triumph
30 Finding Fulfillment in a Manufacturing Career
Wellness
33 Do the Work You Love Without Burning Out
AWIS members in action
34 Open to All: AWIS Boston Chapter Creates LGBTQ+ Affinity Group
STEM Talkers
36 Dr. Annica Wayman: Engineering a Path for Herself and Others
AWIS @ Work
40 A Guide to Caring for Your Aging Parents While Making a Living

41 Master Your Next Speaking Presentation
42 Meet the 2022 Award Recipients
The Last Word
46 Integrity: Nicole Marie Ortiz
awis magazine • winter 2023 1

from the
cover
Transforming Patients’
Lives Through Science
at Bristol Myers Squibb
By By Shelley O’Brien, AWIS Chief Marketing Officer
B
ristol Myers Squibb (BMS) is a global innovation and returns for the company and will help to
biopharmaceutical company whose mission is to advance their vision of transforming patients’ lives.
discover, develop, and deliver innovative medicines
that help patients prevail over serious diseases. In 2020, Increasing Diversity
the organization committed to invest $150 million in “BMS’ strategy is built on the belief that inclusion and
initiatives that aim to reduce health disparities, expand diversity drive equitable advancement and outcomes for
matching for employee giving, and increase diversity all. It is our connection to patients that brings the best
in the BMS workforce, suppliers, and clinical trials. This science forward,” said Nataly Manjarrez-Orduño, Global
investment strategy is built on the understanding that Lead for the Organization for Latino Advancement (OLA)
diversity and inclusion are imperative to driving greater at BMS. “We want every employee to bring their authentic
2 association for women in science

from the
cover
Nataly Manjarrez-Orduño, PhD

Global Lead for OLA for the Organization for Latino Advancement (OLA)
Please describe your role at BMS. How does your work
contribute to transforming patients’ lives?
I began my career at Bristol Myers Squibb in 2014 as a scientist
in Transitional Discovery and have since held roles of increasing
responsibility in Drug Discovery and Transitional Medicine. My
current role partners my scientific background with my passion
for diversity and inclusion. The roles that diversity and inclusion
play in delivering transformative medicine to our patients cannot
be overstated.
What do you like best about working at BMS?

Every day, everyone contributes diverse perspectives and
innovation that are critical to our mission of helping patients
prevail over serious diseases.
I get to work with passionate and smart scientists in challenging

and exciting projects, where the results make a positive impact in
patients' lives.
selves to work and use their diverse perspectives to pipelines with HBCUs and is focusing on how to increase
contribute in a unique and meaningful way to our mission Black/African American and Hispanic/Latino executive
to discover, develop and deliver innovative medicines that representation.
help patients prevail over serious diseases.”
The people and business resource groups not only provide
To support women and underrepresented minorities in employees with networking and leadership development
the workforce, BMS has established multiple resource opportunities but are also a key part of outreach events to
groups including: expand the pipeline for future scientists at BMS.
• Black Organization for Leadership and Development
(BOLD) For example, last year, leaders from B-NOW, BOLD, and
• Bristol Myers Squibb Network of Women (B-NOW) OLA hosted an immersive hackathon experience at
• Cultivating Leadership and Innovation for Millennials and Rutgers University for 50 students who are members
Beyond (CLIMB) of Douglass WiSE (Women in STEM) or the Center for
• Disability Advancement Workplace Network (DAWN) in Business. OLA also runs an outreach initiative to
• Organization for Latino Achievement (OLA) connect with participants of the Rutgers program for
• Pan Asian Network (PAN) underrepresented physician-scientists, an NIH-funded,
• PRIDE Alliance multidisciplinary, summer-research education program
• Veterans Community Network (VCN) aimed at diversifying the medical workforce.
According to the company’s 2021 Inclusion and Diversity BMS Latino scientists also mentor science students in their
Report, 45.5% of global executives were women in 2021. last year of college or graduate school on possible career
The company is now working to build partnerships and options. “The mentors speak with students who may not

from the
cover
Jennifer Dudinak-Dickson, Pharm.D

is the Senior Vice President, Global Regulatory Sciences at BMS.
Please describe your role and what led you here. What drew
you to regulatory affairs?
The global regulatory sciences team is responsible for ensuring
that BMS complies with global regulations in drug development
and through post-approval. We work closely with cross-functional
teams at BMS and engage with global health authorities in all
phases of drug development, from initial studies in patients
or healthy subjects through obtaining approval and all post-
approval activities for new pharmaceutical products. I was drawn
to regulatory sciences because this work is critically important to
bringing medicines to patients and is an opportunity to engage
with health authorities to advance our medicines and shape the
regulatory environment.

We have an exciting portfolio, a very talented team, and keep the
patient at the core of all we do. Drug development is complex,
challenging, and incredibly rewarding. We follow the science and
data. Our persistence and passion for patients can move obstacles.
I’ve witnessed many times in my career how teams pull together to
do amazing things for patients amidst challenges.
be aware of the drug-development process and open their Addressing Health Disparities
eyes to a very satisfying career option,” said Manjarrez- Manjarrez-Orduño also shared, “BMS recognizes the
Orduño. urgent need to address serious gaps in care among
underserved communities. This was exacerbated by
Myrtle Davis, PhD, Vice President, Discovery Toxicology, the pandemic (now endemic). Diversity in science is a
agreed. “BMS invests heavily in supporting the next social and scientific imperative to ensure that the needs
generation of toxicologists and other scientists, including of all patients are being addressed. Driving equitable
summer programs where students can work side by side advancement and outcomes for all unleashes the power
with our toxicologists to learn more about the field and to that humanity brings to our science.”
receive sponsorships to support their graduate education
from the Society of Toxicology,” she said. To this end, BMS has awarded $67 million across 239
grants to support organizations working to address health
Jennifer Dudinak-Dickson, Pharm.D, Senior Vice President disparities in the United States.
of Global Regulatory Sciences at BMS, added, “Fostering
a diverse and inclusive workplace is critical to the work In 2020, they also committed themselves to ensuring that
we do at BMS for our patients. The data is clear that not 25% of new Clinical Trial sites would be located in racially
only does it strengthen teams and deepen employee and ethnically diverse areas by 2022. Currently 59% of new
engagement, but it also drives innovation. We are sites are located in diverse areas, more than doubling the
committed to creating an inclusive workplace and a initial goal.
speak-up culture in which team members are not only
comfortable sharing their perspectives, but they are also
encouraged.”

from the
cover
Myrtle Davis, DVM, PhD, ATS

Vice President, Discovery Toxicology
Please describe your role and what led you here.
How does your work contribute to transforming
patients’ lives?
Discovery toxicologists focus on the target’s role in healthy
cells. We aim to understand possible side effects that may
affect a patient’s quality of life. Our understanding of adverse-
effect profiles can change how researchers approach the
design and development of new therapies. Ultimately, we seek
to define new ways to effectively treat patients, minimize side
effects, and improve tolerability. This is particularly important
as we consider the changing paradigm in cancer survivorship.

At Bristol Myers Squibb, we are consistently working to
advance the science of toxicology and to challenge what is
expected of a new cancer therapy. I’m passionate about my
team bringing meaningful contributions to the table to benefit
people facing the most serious diseases. Together, we will
continue to transform lives and reimagine cancer research, as
we empower all people with cancer to have a better future.
It is clear to most that diversity in clinical trials is critical. A Great Place to Work
The biology of women is different from that of men. With 32,200 employees globally, BMS operates
Genetic background impacts our metabolism, and older with effective governance, strives to minimize the
patients have slower metabolic rates than younger environmental impact of operations, and embodies
people. Plus, life experiences such as exercise, weight, the corporate values of inclusion, innovation, integrity,
psychosocial stress, and pollution can affect treatment urgency, accountability, and passion.
effectiveness.
External surveys have measured that 87% of BMS
Bristol Myers Squibb’s goal is to ensure that the employees say it is a great place to work. People are paid
ecosystem around the trials is also reflective of the diverse fairly for the work they do, are encouraged to balance their
populations being served. This includes everything from work life and their personal life, and are given flexibility to
the clinical trial sites and principal investigators selected take time off. Management shows appreciation for good
to the selection of extended care teams and BMS study work, and a majority of employees feel that they receive a
teams. Doing so will allow the organization to lead fair share of the profits made by the organization.
from the front in striving for permanent change. Bristol
Myers Squibb was recently recognized as one of the top BMS believes its diverse and inclusive culture supports
pharmaceutical companies for inclusiveness in oncology better outcomes for all patients. It also believes in the
clinical trials, based on Bioethics International’s new index positive economic impact of engaging suppliers that
for measuring the fair inclusion of underrepresented represent the diversity of their employees and the
patients in clinical research. communities they serve. =
Learn more about Bristol Myers Squibb at BMS.com, or

follow them on LinkedIn, Twitter, YouTube, Facebook, and
Instagram.

Chair of the Board’s
remarks
Equity Strengthens STEM
W hile I know many successful women in STEM, I also

know that their career journeys are not without
struggle or self-doubt. It can be difficult to feel like you
efforts to include more women in clinical trials (although
participation by racial and ethnic minority groups is still
lacking.)
belong when you don’t see others who look like you. • We appreciate the endeavors of our partners and our
Outdated biases held by society have caused gender members to be inclusive, to embrace empathy, and to
segregation in certain scientific fields— meaning that challenge norms—such as those reported in our cover
women are often outnumbered by men in their academic story with Bristol Myers Squibb and in the Last Word
classes. In some cases, women are even directed away article with Nicole Ortiz at Endictus.
from the sciences. (For example, AWIS member Kimberly • We applaud the AWIS Massachusetts Chapter in Boston
Fiock was told that forensic science is not for women.) for creating an LGBTQ+ Affinity Group.
• AWIS has joined the GEMS Alliance in working to address
Biases have also prompted women like Belinda Black to these obstacles to gender equity and diversity in medical
face harsher evaluations than their male counterparts do, schools and has partnered with The Inclusion Habit to
which has resulted in women being burdened both with offer a program that can change behaviors.
more non-promotable tasks and also with more caregiving
duties than men—which further fuels the gender gap in As we enter a new year, I hope that we can learn from
leadership roles. past mistakes, recognize biases, increase our empathy,
proactively help one another, pool our collective voices to
Of course, there are also beacons of hope. We saw many challenge outdated norms, and celebrate successes.
examples of inspiring scientists among AWIS members
nominated for our annual awards. In addition to their Together we can make equity in STEM a reality. Thank you
career achievements, leadership skills, and innovative for being part of AWIS.
thinking, these individuals demonstrate a commitment to
diversity, equity, and accessibility.
We must continue our work toward gender equity and Yours in innovation,
celebrate the successes:
• The value of different perspectives and the innovation Isabel Escobar, PhD
that follows are also clear in the fantastic success of the Paul W. Chellgren Chair Professor and Professor of
diverse team behind the James Webb Space Telescope. Chemical Engineering, Director of the Chellgren Center for
• We celebrate the efforts of Dr. Jess Wade to ensure that Undergraduate Student Excellence, University of Kentucky,
women scientists are represented on Wikipedia and the and Chair of the Board, Association for Women in Science
association for 1629 K Street, NW, Suite 300 Tel: 202.827.9798 email: awis@awis.org
magazine women in science Washington, DC 20006 www.awis.org
EDITOR-IN-CHIEF CONTACT AWIS MAGAZINE The AWIS Magazine is a record disciplines and employment sectors MAGAZINE LAYOUT
Shelley O’Brien To advertise in AWIS Magazine, of women’s contributions to the to tell us where they need support Hung Nguyen,
Chief Marketing Officer please contact STEM enterprise and their impact in their work or in their lives and nuendesign
obrien@awis.org associationrevenuepartners.com/ on society with story ideas that we offer them practical, everyday
contact-us.html come from the real challenges our solutions that are impactful, smart,
COPYEDITING members face every day in labs, and inspiring.
Kathleen Chapman For magazine submissions, please classrooms, corporate boardrooms,
kathleenchapman60@gmail.com contact obrien@awis.org. and government offices around All rights reserved. Materials may
Editorial rights of all submissions the country. AWIS Magazine not be reproduced or translated
are reserved. For all other inquiries contributors—who volunteer their without written permission.
or general information: time—mine their own experiences
awis@awis.org to create content ideas. As with Subscription rate for members
all our publications, we look to is $34, which is included in
our AWIS members across all membership dues. To request
article reprints, please contact
awis@awis.org.

ceo’s
note
Standing on Her Shoulders
A WIS offers so many benefits, but one aspect of our

organization that I am most honored to be a part of
is our annual AWIS Education Scholarships program. We
To ensure a diverse applicant pool for the scholarship
awards, we are disseminating information about the
doctoral and undergraduate awards to students at
are all part of an exceptional community that bolsters us historically Black colleges and universities, tribal colleges,
and, in turn, enables us to support each other, and this community colleges, and other minority-serving
focus has run throughout our history: from the founding institutions. We are also encouraging women who have left
mothers of AWIS, who said that as a group, we can boost STEM fields to apply for career reentry scholarships.
each other and have impactful careers; to AWIS member
Barbara Filner, PhD, who led the AWIS Educational My thanks to everyone who has completed the recent
Foundation from 1998 to 2008 and who was tireless survey request from Achieve More LLC, the firm that
in her efforts to raise money and support women with is helping us to create the 2023¬–2026 AWIS Strategic
educational scholarships; and finally, to the four AWIS Plan. The comprehensive effort to collect feedback from
members who collectively received almost $20,000, in members, partners, vendors, and volunteer leaders has
scholarships in 2022. Just as we stand on the shoulders of provided a rich variety of viewpoints. We welcome all ideas
the women who came before us, we now lift up the young and opinions! In February, please also consider attending
women scientists of today. our listening sessions.
I’m thrilled to announce that this year, we received a grant In the meantime, stay healthy and stay connected!
that will allow AWIS to expand our program and provide
over $50,000 in scholarship funding to up to thirteen AWIS
members. Scholarship applications are open now and With all best wishes,
are due February 28th. Please help us spread the word
to those in your network or apply for one yourself! AWIS Meredith Gibson
membership is an award criterion, so be sure to tell your CEO, AWIS
network about ALL the benefits of becoming a member.
Check out the new recruitment flyers on the home page of
the member portal to help in your efforts to build our ranks.
EXECUTIVE BOARD DIRECTORS • Venkat Sethuraman, PhD HEADQUARTERS The Association for Women in
• BOARD CHAIR: • Andrew Bean, PhD Senior Vice President, Global • AWIS CEO: Science is a non-profit, 501(c)(3)
Isabel Escobar, PhD Dean of the Graduate College Biometrics and Data Sciences, Meredith Gibson organization. AWIS champions the
University of Kentucky and Intermin Vice Provost for Bristol-Myers Squibb (gibson@awis.org) interests of women in science, and
(isabel.escobar@uky.edu) Research, Rush University (venkat.sethuraman@bms.com) related STEM fields. Working for
• Chief Marketing Officer: positive system transformation, AWIS
• PAST-CHAIR: (Andrew_J_Bean@rush.edu) • Patrice Yarbough, PhD Shelley O’Brien, MBA
Retired Senior Scientist, NASA strives to ensure that all women in
Susan Windham-Bannister, PhD • Karen Bjorkman, PhD (obrien@awis.org)
President and CEO, Biomedical Growth (poyarbough@aol.com) these fields can achieve their full
Distinguished University Professor, • Senior Counsel for Advocacy and potential.
Strategies, LLC (suewb51@gmail.com) University of Toledo • Reem Yunis, PhD Government Relations:
• CHAIR-ELECT: (karen.bjorkman@utoledo.edu) Vice President, Digital Clinical Miriam S. Erickson, JD awis.org
Neelima Rao • Tasneem Hajara Measures, Medable Inc. (erickson@awis.org)
Vice President of Human Resources Managing Director, TIAA (reem.yunis@gmail.com)
for Global Oncology R&D and North • Business Development Manager: @AWISnational
(tasneemhajara@gmail.com) Torre Nibblett
America Country Lead at AstraZeneca
(neelima.rao@astrazeneca.com) • Joanne Kamens, PhD (nibblett@awis.org) linkedin.com/company/
Interim Executive Director, • Membership Manager: association-for-women-in-science
• SECRETARY:
Brittany Parker Kerrigan, PhD The Gloria Cordes Larson Center for Abby Swett
Associate Director of Research Planning Women and Business at (swett@awis.org) facebook.com/
and Development of the Brain Tumor Bentley University AssociationforWomeninScience
(joanne.kamens@gmail.com) • Marketing Specialist:
Center at MD Anderson Cancer Center Jade Forde
(BCParker@mdanderson.org) (forde@awis.org) instagram.com/awisnational
• TREASURER:
Karene Richards,
CEO of Fit Hidden Figure
(karene.richards@gmail.com)

good2know
statistical significance
The Economic Cost of Health Disparities

By Alex Helman, Senior Program Officer at the National Academies of Sciences, Engineering, and Medicine
I mproving diverse representation in clinical trials and

research has been a federal policy priority for decades.
Yet a new report from the National Academies of Sciences,
This underrepresentation results not only in serious costs
to the populations underrepresented, but also to science
and to the nation. Lack of representation may lead to lack
Engineering, and Medicine makes clear that as a nation, of access to medical interventions for the populations not
we still have a long way to go to make our clinical research represented in trials, and it compounds health disparities
enterprise more equitable. Although there has been in these populations. In addition, lack of representation
progress with the representation of white women in clinical of these populations in clinical research costs the nation
trials and research, it has largely stalled when it comes to hundreds of billions of dollars.
the participation of racial and ethnic minority groups.
Note: Adjusted relative risks for the key parameters of interest (the underrepresented group and disease interaction term) are shown here.
The reference group, non-Hispanic white males, will always have values of 1.0. Relative to white males, being in an underrepresented group
and having diabetes is associated with an increase in mortality of 10–11%, an increase in disability of 10–12%, and a decrease in workforce
participation of 9–12%. Heart disease is associated with a mortality increase of 14–15%, an increase in disability of 19–23%, and a decrease
in workforce participation of 11–14%. Hypertension is associated with an increase in mortality of 10 to 11 percent, an increase in disability of
14–17% and a decrease in workforce participation of 4–5%.

good2know
statistical significance
How exactly do we incur such

costs? An economic analysis
commissioned for the National
Academies report demonstrated
high financial and social costs
to the lack of representation in
clinical research, measured in
lost lives, increased disability,
and lost productivity. The
economic analysis used
the Future Elderly Model to
estimate the social costs of
health disparities for groups that have been historically result in more than $40 billion in gains for diabetes and $60
underrepresented in clinical research. Non-Hispanic white billion for heart disease alone.
men served as the reference group, due to their historical
inclusion and representation in clinical trials and clinical This research makes a compelling case for why urgent and
research. The evidence shows that self-reported, non- immediate action is needed to create better representation
Hispanic Black men, Hispanic/Latinx men, non-Hispanic in our nation’s clinical trials and clinical research. =
white women, non-Hispanic Black women, and Hispanic/
Latinx women all would potentially benefit from narrowing Alex Helman is a senior program officer at
the differential impact of disease on the outcomes of the National Academies of Sciences,
mortality, disability, and loss of work (see Table 1). Engineering, and Medicine and was the
study director for the featured report,
The committee charged with producing the report then Improving Representation in Clinical
considered potential benefits of reducing disparities for Trials and Research: Building Research
three key chronic diseases: diabetes, heart disease, and Equity for Women and Underrepresented
hypertension. The additional life expectancy, disability-free Groups. During her time at the Academies, Dr. Helman has
life expectancy, and working years in underrepresented directed multiple consensus studies focused on improving
population groups compared with what non-Hispanic research equity and was the lead of the Prevention Working
White men experience for all three conditions can be found Group and the Evaluation Working Group for the Action
in Table 2. In aggregate, the committee found that if we Collaborative on Preventing Sexual Harassment in Higher
continue on our current path, health disparities in diabetes Education. Currently, Dr. Helman is leading a new consensus
will cost society more than $5 trillion through 2050— study focused on the state of liability around research
including in mortality, morbidity, and loss of work. Heart conducted in pregnant and lactating persons. Before joining
disease will cost more than $6 trillion, and hypertension the National Academies full time, Dr. Helman was a 2018
even more. Christine Mirzayan Science and Technology Policy Graduate
Fellow at the National Academies. Dr. Helman received her PhD
Therefore, health disparities incur a substantial toll on in molecular and cellular biochemistry from the University of
our nation. The committee acknowledges that better Kentucky and her BS in biochemistry from Elon University.
representation in clinical research is not all that is
needed to reduce these disparities. However, if better
representation reduced health disparities by only one
percent through improved health access, increased
discovery and innovation, and increased trust, it would

feature
diversity in action
Diverse Group of Scientists

Design the Powerful
James Webb
Space Telescope
By Rosalyn Reid, PhD, Assistant Professor, Natural and Behavioral Sciences Department, Johnson C. Smith University,
AWIS member since 2021
More than 1,000 people in more than 17 countries developed the James Webb Space Telescope. Shown here are team members in
front of the Webb’s full-scale model at the Goddard Space Flight Center in Greenbelt, Maryland. Credit: NASA

feature
diversity in action
W
omen scientists, astronomers, and engineers
are on the forefront of a new frontier in space
exploration: the development and operation of the
James Webb Space Telescope (Webb for short). On December 25, 2021 Webb was launched
by the National Aeronautics and Space Agency (NASA), the European Space Agency (ESA), and
the Canadian Space Agency (CSA) and has already produced remarkable results. “It’s a dream
come true to support Webb, which will revolutionize the field of astronomy,” said Dr. Nimishia
Kumari, an ESA astronomer and one of many women scientists who acknowledge just
how fortunate they feel to be on this innovative, global team.
As of today, Webb is the world’s premier space observatory and is tasked with providing
more information about the unknown world of space than has ever been previously
Nimisha Kumari,
possible. Webb is taking space exploration to new heights by illuminating the PhD, is an ESA/AURA
astronomer. Dr. Kumari
mysteries of the solar system; by getting us closer to our origins; by potentially spends her time with the
JWST/NIRSpec team and
discovering exoplanets and other life forms; and by possibly discovering another conducting her research.
Earth-like planet.
The team is particularly excited, because Webb is powerful enough to give us information on
when the first galaxies and stars were formed: or, in other words, when the universe actually
began. Prior to the launching of Webb, astronomers and engineers spent decades
anticipating and predicting many of these discoveries and other mysteries of the
unknown world in space. Indeed, many people have dedicated their careers and lives to
this mission from the beginning. Dr. Amy Lo, a Webb alignments engineer, stated that she was
“keenly aware that [working on the telescope] was probably the big thing that she
Amy Lo, PhD, Systems
would do in her life.” According to Scott Willoughby, an engineer who has also worked Engineer.
JWST Alignments
on the project, “One-hundred million hours of people’s lives were spent working on the Engineer
James Webb Space Telescope.”

feature
diversity in action
Source: NASA, ESA, CSA, STScI, Orsola De Marco (Macquarie University)

IMAGE PROCESSING: Joseph DePasquale (STScI)
The Webb Space Telescope offers dramatically different views of the same scene! Each image combines near- and mid-infrared light from
three filters. At left, Webb’s image of the Southern Ring Nebula highlights the very hot gas that surrounds the central stars. This hot gas
is banded by a sharp ring of cooler gas, which appears in both images. At right, Webb’s image traces the star’s scattered outflows that
have reached farther into the cosmos. Most of the molecular gas that lies outside the band of cooler gas is also cold. It is also far clumpier,
consisting of dense knots of molecular gas that form a halo around the central stars.
The $10 billion Webb project involved collaborative teams light with wavelengths that the human eye cannot see.
of individuals, corporations, and agencies, including Dr. Wright explains that the MIRI can detect in one second
more than 1,200 people from over 17 countries working what could only be discovered in an impossibly long
together to conduct this ambitious mission. What is time period. The MIRI is a major scientific and technical
equally exciting is that women scientists led several of accomplishment and a key feature of the telescope
the teams that developed the most technically complex specifically designed to discover the unknown in space.
instrument ever made.
Dr. Jane Rigby, an astrophysicist at NASA’s Goddard Flight
Drs. Gillian Wright and Marcia Rieke represented half Center and the agency’s operations project scientist, has
of a four-person team leading the Webb’s design and described her key role as being the person to “worry about
construction. Dr. Rieke, the Dr. Elizabeth Roemer Endowed how we’re going to use the telescope.” According to Dr.
Chair in Steward Observatory at the University of Arizona, Rigby, one of her concerns was scheduling projects so that
designed the Near Infrared Camera (NIRCam), a key the telescope is always in use. She received more than 1,000
instrument in the telescope’s innovation and success. proposals from all over the world from scientists eager to
The NIRCam was invented to capture images of the first apply for inclusion in Cycle 1–General Observer program.
galaxies and will help scientists gain information about Her team selected the top quarter of proposals through a
the formation of stars’ planetary systems. Dr. Wright, dually anonymous process: reviewers were prevented from
former Director of the UK Astronomy Technology Centre knowing who the candidates were, and the applicants were
in Edinburgh, worked on the mid-infrared instrument not aware of who reviewed their proposals.
(MIRI), another groundbreaking part of Webb’s design. The
MIRI houses both a camera and spectrograph that detects

feature
diversity in action
Several of the women scientists working on Webb are Rosalyn Reid is a university professor at a
candid about the greatest obstacles and triumphs they historically black college and university.
have experienced while pursuing their careers. They also She engages students in basic science
willingly share what they have learned along the way, research by bridging the emotional and
offering advice for young scientists. Maggie Masetti, a social needs of her students into the
NASA Goddard social media/website lead, suggests that learning process. Her goal is to help
students get more exposure to high-level math as soon as students reach their full potential by
possible. Stephanie Hopkins, a project support specialist at making science relevant to their everyday lives. Rosalyn enjoys
NASA Goddard, suggests that young professionals establish reading, traveling, helping her church community and
themselves as experts in their fields early by publishing, spending time with her family.
presenting at meetings, conducting
outreach, and organizing workshops. References:
Allison Barto, a program manager at Ball 1. Billings, Lee, “Meet the Woman Who Makes the James
Aerospace & Technologies Corporation Webb Space Telescope Work,” Scientific American (July
and a former Webb optical systems 11, 2022).
engineer, recommends that young 2. De Marco, O., M. Akashi, S. Akras et. al., “The Messy Death
scientists get involved as soon and of a Multiple Star System and the Resulting Planetary
as often as they can in key meetings, Nebula as Observed by JWST,” Nature Astronomy 6
discussions, and workshops. All of these (2022): 1421–1432, https://doi.org/10.1038/s41550-022-
women scientists are passionate about 01845-2.
working on Webb but are even more 3. https://www.nasa.gov/
excited about sharing what they do with 4. Soffer, Virginie, “Women Helped Make the James Webb
other scientists, their communities, family Space Telescope a Reality,” Université de Montréal
members, and the world. They acknowledge what it is like (December 3, 2021)
to sometimes be the only woman in the room—both as a 5. “Space Scientist Working on the James Webb
student and as a professional—but they assert that they Space Telescope”
have learned to flourish despite being in the minority. 6. “Women Making the Webb Space Telescope a Reality”
(August 3, 2021).
Some experts have predicted that Webb will be
operational through about 2040, but most of the
pioneering women on the team believe that it is too soon
to discuss the telescope’s demise or its possible limitations.
These women look forward to all that they will learn and
share through the upcoming missions, as well as to how
technology will evolve to take their discoveries and their
work even further. =

feature
gender equity advocacy
Search Wikipedia
Jess Wade
Article Talk
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1,700
By Cynthia Hurlbert, Scientific Technical Writer at the National Cancer Institute
D
r. Jessica Alice Feinmann Wade, British Empire
Medalist, has accomplished something that
would likely have made my high-school
freshman science teacher cringe: she has
written and/or edited over 1,700 biographies
of scientists who are women and people
of color. Why, you might ask, would this
accomplishment have made my teacher
cringe? The reason is that all these
biographies are entries in Wikipedia.
My teacher—who tried to convey the

importance of accurate sources—would
likely have been skeptical about crowd-
sourced information. Wikipedia, however,
Dr. Jess Wade on Mastodon,

mastodon.social/@jesswade,
on instagram

feature
Create account
Read Edit View history
is actually a wonderful resource of information made accessible to Jess Wade

individuals who may not be experts in a field but who still seek to
understand the basics of a concept. It is also an excellent place to find
out more about important discoveries, inventions, and the individuals
responsible for them.
Dr. Wade, nevertheless, noticed a problem with Wikipedia five years

ago. She was searching for information about a scientist who greatly
impressed her, and she was shocked to see that no entry existed for
this person. She searched for more entries and discovered a dearth of
women and people of color represented on the popular resource.
https://diff.wikimedia.org/2018/07/13/jess-wade/
She decided to right this wrong and to write her own entries for women
and minority researchers in STEM, with the goal of increasing the
visibility and representation of seriously underrepresented populations.
Dr. Wade says that her ongoing goal has been much broader than just
focusing on the missing women. She explains, “It’s not just women; it's
all kinds of people who've been historically excluded and who aren't
documented. This includes people from the southern part of the globe.
This includes people who are working in non-Ivy League institutions. Jessica Wade in 2017
There are so many ways our society is set up to celebrate privilege that
Born Jessica Alice Feinmann Wade
we need to dismantle, both online and offline.” While working on this October 1988 (age 34)
project, she has also helped to persuade Wikipedia to retain articles on
lesser-known scientists. They should be honored for their contributions Education South Hampstead
High School
to science, even if they don’t have a “shiny medal.”
Chelsea College of
Art and Design
In addition to writing and editing Wikipedia articles and participating
in interviews regarding this effort, Dr. Wade works as a scientist in Alma mater Imperial College London
her own right at Imperial College London, where she is a Research (MSci, PhD)
Fellow. She investigates spin selective-charge transport through chiral

Known for Plastic electronics
systems in the college’s Department of Materials. She firmly believes Public engagement
in collaboration and in challenging old ideas. She is devoted to WISE Campaigning
encouraging communication and inclusion in science.
Awards British Empire Medal (2019)
Nature's 10 (2018)
I’m a Scientist, Get me out of
here! (2016)

feature
“It’s not just women; it's all

kinds of people who've been
historically excluded and
who aren't documented.
This includes people from the
southern part of the globe.
This includes people who are
Source credit: Prof Jonathan Pritchard
working in non-Ivy League

institutions. There are so many
ways our society is set up to
celebrate privilege that we
Dr. Jess Wade and Dr Emma Chapman, astrophysicist and founder of the 1752 need to dismantle, both
group, received Julia Higgins Medals and Awards from Imperial College in 2019 for
their work to promote gender equality. online and offline.”
Dr. Wade insists that “we need to share information and Cynthia Hurlbert is a Scientific
discoveries, but we also really need to think about how Technical Writer with the Laboratory of
we honor people beyond just online attributions. Whether Molecular Biology at the National Cancer
we’re nominating people for prizes and awards or thinking Institute (NCI). There she assists with the
about how we teach a topic, we need to consider: publication process, and she helps
What are we including in our curriculum? What kinds of coordinate laboratory events. She has
accomplishments are we honoring? Can we change the previously worked as a private tutor in the
way that we introduce something to recognize that it’s not Greater Washington, DC, area. She holds two BS degrees in
always done by white, Western men?” neuroscience and microbiology from Furman University and
Clemson University. She continued her education at
To learn more about Dr. Jessica Wade, please check out Uniformed Services University, where she studied
her Wikipedia page, her social media posts (@jesswade Schistosoma spp parasites. Hurlbert now focuses primarily
on Twitter and Mastodon.social), or her profile at Imperial on science communication and education and has pursued
College London. her passion for these fields both formally and informally.
To learn more about editing Wikipedia yourself, please

check out Ten Simple Rules for Editing Wikipedia and
Help Editing. =

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Are Open
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in the last decade.
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Eight $2,500 AWIS Opportunity Scholarships for Career Re-entry
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visit awis.org/scholarships
feature
gender equity
Collaborating to Achieve
Gender Equity
in Medical Schools
By Dr. Jeanette Mladenovic, President/CEO of the Center for Women in Academic Medicine and Science
G
ender equity remains a frustratingly unrealized 1. The PIPELINE to Science and Medical School: While
goal in STEM fields, including in medicine. A new we should applaud the increased number of women in
partnership—the GEMS Alliance (Gender Equity in our pipeline (women now represent 50% of students in
academic Medicine and Science, www.gemsalliance.org)— medical school and over 50% of PhD students in biological
aims to address the ongoing gap. This collaborative effort sciences), the women who are admitted do not reflect our
by six medical organizations (see inset) envisions creating diverse communities. Students from historically excluded
innovative approaches to achieving gender equity. groups may have unique lived experiences that are vital
to solving today’s problems. However, they may also have
Our alliance has decided to focus first on schools of limited exposure to career paths in science and medicine,
medicine where the biased culture around gender is and they may lack the knowledge of programmatic and
evident, learned, and perpetuated. Decades of research financial strategies that can facilitate success in these
have demonstrated myriad barriers and structural systems fields. We must increase the diversity in the pipeline, if we
that impede gender equity for faculty, students, and are to achieve equity across our fields.
postdocs in these institutions. Recognizing this, the GEMS
Alliance is determined to tackle four identified gaps that 2. GENDER SEGREGATION in scientific and medical
must be addressed in order to solve this complex problem: careers: Historically, women have gravitated toward certain
careers and not others. Whether it was the best fit for their
interests and their desired work/life balance, or whether
they were discouraged from STEM
fields, the resulting occupational
segregation robs science and
patients of a diverse workforce.
It also curtails the future
professional opportunities
and compensation
available to women.
We recognize that the
hesitation by women to
pursue science begins as
early as postsecondary
school and continues as
women advance in their
education and careers,
including in medicine.

feature
gender equity
The GEMS Alliance

was founded by:
• American Medical Women’s
Association
• American College of Physicians
• Center for Women in Academic
Medicine and Science
• Council of Medical Specialty
Societies
• The Hedwig van Ameringen
Executive Leadership for Academic
Medicine®
• National Medical Association
We welcome the Association
for Women in Science as our
newest member.
We know that interrupting this cycle requires concerted challenges, support that allows them to engage in the
efforts to expose women to scientific careers and role rigors of PhD programs and medical school, to enter
models; to provide gender neutral advice and mentoring; training in their chosen field, and to achieve success in
and to adapt the culture of training programs and academia, research, and leadership. Caregivers need
postgraduate experiences so that women are encouraged flexibility to juggle their work/life challenges; however this
to enter and flourish in them. necessary support exists as the exception rather than as
the rule. Creating solutions that allow caregivers to have
3.The LEADERSHIP GAP in academic medicine, science, control over their work/life balance are critical to achieving
and healthcare in general: Achieving equity requires equity in our schools, our professions, and our workforce.
significant representation at the leadership level, which
then serves as a tipping point for cultural change. Women The GEMS Alliance is committed to addressing all of these
leaders in higher education hire more women and provide obstacles to gender equity. We believe that by aligning our
higher and more equitable salaries. The percentage of efforts to actively focus on creative solutions to these gaps,
women in leadership at the highest levels in our medical we stand a better and more timely chance of success. =
schools, where critical decisions and policies are made and
resources are controlled, has slowly inched upward over Dr. Jeanette Mladenovic is the President/
the last three decades, now comprising approximately CEO of the Center for Women in Academic
22%. To increase the representation of women in Medicine and Science. She has served in
leadership, we must address the issues of recruitment and several leadership roles that have given
retention as well as promote adequate numbers of women her a broad understanding of the many
to the senior academic positions from which the highest- issues that shape the trajectory of women’s
level leadership roles are filled. Our leadership should careers. In her last academic position, she
reflect our communities of students, faculty, and patients. served as Executive Vice-President and Provost at Oregon
Health Sciences University. Dr. Mladenovic graduated from the
4. UNEQUAL BURDENS for women: Equity can’t be University of Washington Medical School. She also trained in
achieved unless individuals receive what they need for internal medicine and hematology at Johns Hopkins Hospital
their success. Given the differential expectations society and Stanford University.
places on women, women often carry the primary burdens
of caring for their family and home. The pandemic has
only accentuated these burdens, potentially leading to
irrevocable harm to our academic workforce. Caregivers
desperately need support tailored to their specific

feature
inclusion
ERRORS
The Next Fast
DEI Frontier: Thinking
Behavior
Change
By Amanda J. Felkey, PhD, founder and CEO, The Inclusion Habit®
T
he benefits of fostering diverse organizations have The green lines illustrate that reengagement with the
been scientifically proven, and HR leaders all over ideas can mitigate our forgetting. Recollection is even
the world are working to build inclusive cultures so more robust and accurate when we “see or do” than when
that they can hire and retain diverse talent. Unfortunately, we simply hear. Remember the Chinese proverb: “Tell me,
the diversity, equity, and inclusion (DEI) training that and I’ll forget. Show me, and I may remember. Involve me,
they bring to their organizations currently appears to be and I’ll understand.”
minimally effective.
Typical DEI training makes everyone aware of bias and

eager to be inclusive but, problematically, does not equip
participants with the tools to do so. One Fortune 100 Chief
Diversity Officer once told me he felt that DEI training left
his employees in a very scary space. “They know they have
bias and are excluding people, but they don’t know how
to change that,” he said.
The first likely problem with this programming is that

it generally does not accommodate how we learn and
retain information. Hermann Ebbinghaus’s famous
forgetting curve demonstrates that the effects of mass
communication of persuasive ideas rapidly decay (see
Figure 1). The red line illustrates that we forget almost all
of what we are told if we are exposed to ideas only once.

feature
inclusion
Slow
Decision/Action
Thinking
A second problem with current programming is that levels. Workshops and programs can help them learn to
the way our brains work thwarts our DEI efforts. We all understand and recognize bias, but this learning must
have unconscious biases that creep into our actions be reinforced over time. Furthermore, individuals must
and behaviors when we are performing difficult tasks, have time to reprogram their incorrect intuitions and to
multitasking, or facing time constraints. Our brains transform mindsets based in unconscious bias.
categorize information to make our reactions more
efficient, but this leads to erroneous stereotypes and To do this, we need to slow down our thinking and
generalizations. to make deliberate decisions that are in line with our
intentions and values. We must take time to evaluate
Finally, awareness of DEI issues does not automatically people and situations individually, to put ourselves
lead to behavior change. Behavioral-economics models in someone else’s shoes, and to empathize with their
demonstrate how time-inconsistent preferences stand position.
in the way of making good decisions and of changing
behavior. We have the tendency to put off onerous tasks This effort requires practice and repetition. Cutting-
and to impulsively do things we enjoy, even if they are not edge behavior-change science and habit-formation
in our best interest. For example, we decide to start our research show that small changes repeated over time can
gym routine tomorrow or to eat a hamburger when we successfully create new thought patterns and behaviors.
are hungry, despite our goal of losing ten pounds.
One way to accomplish this is to deliver daily reminders to
So What Should Organizations Do? employees, encouraging them to complete a short task.
Research shows that workers prioritize DEI but are Through small activities, participants will foster habits of
becoming tired of simply talking about it. They are understanding. This is precisely what The Inclusion Habit®
frustrated that programming does not generate is designed to do.
meaningful action or create sustainable change. To
positively transform behavior, organizations must
commit to change at both the leadership and individual

feature
inclusion
DEI Behavior Change Solution commitments create a kinetic and emotional experience,
The Inclusion Habit® is a three-month program designed rather than the passive, logical experience of most
to cultivate more inclusive behaviors through daily micro- DEI trainings, and so they bolster the modification of
commitments. These small, daily activities help reinforce behavior and the creation of new habits of understanding,
what participants have already learned, mitigate biases, empathy, and inclusion. Given how individuals retain
foster understanding, and enhance empathy. information, the daily micro-commitments take
individuals beyond the limits of typical DEI programming
The program also includes a social-media feed in which (see examples on page 23).
participants can track their progress and share stories and
accomplishments with each other. This element builds Evidence of Effectiveness
a sense of community and social accountability that A Fortune 100 financial services firm employed The
bolsters behavioral change. Inclusion Habit® to support their DEI initiatives. After
following the program for just over two months, they
The micro-commitments in each of the six habit-building reported: 77% enrollment, 1,246 micro-commitments
phases employ evidence and methods on the frontiers made with a 92% completion rate, and 159 reflective
of research in economics and psychology. These micro- stories by 35 storytellers. Using pre- and post-surveys,
These micro-commitments create a kinetic and emotional

experience, rather than the passive, logical experience of
most DEI trainings, and so they bolster the modification
of behavior and the creation of new habits
of understanding, empathy, and inclusion.

feature
inclusion
Enhance Psychological Safety Reframe Assumptions Identify Biases
Expand Your Comfort Zone Notice Commonalities The Halo Effect

The halo effect is when our overall impression of a
Interacting with colleagues socially takes you No matter how different we seem, remember
person influences how we think about that person’s
beyond superficial discussions. It will enhance your that as human beings there is significant overlap
character. For example, we determine overall the
understanding of their ideas and perspectives. Not in our hopes, desires, dreams and fears. In fact,
person is “nice” and then conclude that she is also
only will this new connection improve your we all believe we have the basic rights of health,
“smart”.
working relationship, but you might even make a justice, education, safety and love and belonging
new friend. Pay attention when you encounter someone new
Challenge yourself to identify what you have in
today. Do you conclude specific information from
Invite a colleague you wouldn’t normally ask to common with those with whom you interact
your overall impression? Think critically about
have coffee or tea. As you are finding out what today. Asking open ended questions will help
whether the specific conclusions are warranted.
your colleague finds important remember to share you find similarities.
what you truly care about.
Understand Your Biases Enhance Empathy Combat Microaggressions
Expolre your Cultural Lens Practice Empathy Notice Microagressions

The values and beliefs with which we were Empathy begins with understanding someone else- Single microaggressions often go unnoticed
brought up create a lens through which we see understanding their tastes, feelings and perspectives. because they are small. But because they are
the world and that lens shapes both our actions Empathy is also letting that understanding guide your pervasive their effects add up quickly and can take
and interactions. Understanding our lens and decisions and actions. When you act in ways that a toll on those who are on the receiving end.
how it was tinted by our cultural background can respect the perspectives of others you create a more
help us act with more intention and purpose. inclusive environment. Make note of who interrupts who in your
meetings today. Notice who is doing the
Write down one element from your childhood Today practice truly listening. When you are interrupting and who is being interrupted. Are
that shaped your values or thinking. listening don't interrupt and don't think about what one-down group members more likely to do the
Contemplate how it affects your interactions. you are going to say next. interrupting or be cut off?
** Photos taken by Daoudi Aissa, Ganapathy Kumar, Joshua Ness, Perry Grone, Xan Griffin, Josh Calabrese, Annie Spratt, and Maria Krisanova.
participants self-reported 90% more inclusive behavior, Dr. Amanda J. Felkey earned a PhD in
46% change in interactions, 35% improved mindfulness, Behavioral Economics from Cornell
27% greater sense of community, 24% enhanced University and DE&I Certificates from
connection, and 14% change in perceptions. eCornell and Northwestern University.
Her behavior-change frameworks have
Although traditional inclusion programs raise awareness, been used by universities and
their actual effect is minimal. Such programming offers corporations to elicit positive personal
limited returns and false confidence. Only by moving change, create habits enhancing individual wellbeing and
beyond such an approach can organizations and make workplaces more inclusive. Dr. Felkey is an Economics
institutions truly make meaningful strides toward a Professor at Lake Forest College.
genuinely inclusive environment. Learn more about
The Inclusion Habit® at https://awis.org/increase-inclusive-
behaviors. =

careerplaybook
avoid non-promotable tasks
Stop Saying Yes

to Unrewarded Work
By Dr. Linda Babcock, Brenda Peyser, Dr. Lise Vesterlund, and Dr. Laurie Weingart,
authors of The No Club–Putting a Stop to Women’s Dead-End Work
A ny of you reading this article

have done work that didn’t
advance your career. Maybe you
spent time dealing with a research
partner who disrupted the team,
chaired your department’s website
committee, or stayed late rerunning
your lab mate’s experiment to
help them out. We call these “non-
promotable tasks,” or NPTs for
short, because while they help your
institution, they don’t benefit your
career; they won’t get you a raise or
promotion.
Our research shows that people are

more likely to ask women to take
on NPTs and that women are more
likely to say yes due to unconscious
biases on both sides. The result is that
women have less time to do the work
that will move their careers forward. Manage your guilt. What is the first use the 24-hour rule: we can say no to
thing you feel when you consider anything straightaway but must wait
Twelve years ago, we formed a No saying no? For women, it is often at least 24 hours before saying yes.
Club to help us reduce our time on guilt. When you feel cornered as This helps us to evaluate the ask and
NPTs. We became cognizant of the someone asks for a volunteer, to craft an effective no.
biases that too often lead us to say recognize that your guilt comes from
that we would be “happy to,” when internalizing the expectations that Don’t underestimate the time
someone asks us to do something, others hold about you. If you have involved. If you’ve ever painted a
and we developed best practices to already done your part, wait it out, room in your home, you’ll understand
steer ourselves toward the work that and let someone else take a turn. the concept of miscalculating how
is core to our jobs and careers. Here much time a “small” task will take. We
are some pointers we have developed Delay your yes. Don’t feel pressured multiply our first guess by four for a
for navigating the common traps and to say yes right away: impose a more realistic assessment.
for helping you to say no: waiting period before responding. We

careerplaybook
avoid non-promotable tasks
Of course, there are times when you can’t say no.

On these occasions, in order to keep your workload
in check, consider negotiating your yes.
Consider your implicit no. When are always expected to take on NPTs, the task on rotation, by saying, “I’ll
you say yes to one thing, you are it’s especially important for them go today and pass around a sign-up
saying no to another. What are you to say no in the right way. How can sheet so that you all can sign up for
turning down? More important work women say no and avoid backlash? a turn.” Or divvy up the assignment
tasks? Time with your family? Social into smaller parts, sharing it with
engagements? Sleep? Be cognizant of We’ve found that an effective no is others. Perhaps you can get resources
what you give up for this new work. one that provides a quick explanation to complete the task, such as a
and also helps solve the requester’s small budget or staff help. Finally,
Account for the impact on your problem. Most people (probably consider upscaling the assignment.
other work. A task with a short even your boss) don’t know all the If you are asked to be on the website
deadline will trump a task with tasks on your plate. What is the committee, ask for a more influential
a longer one, no matter how work that you will not be able to do assignment that better uses your
insignificant it is. The big tasks— if you take on a new task? If you’re skills.
strategic, important work—rarely asked to head the safety committee,
are as time sensitive, so taking on an make clear that you “are leading the Learn to recognize non-promotable
NPT likely means that you will put off women’s advancement project and tasks, avoid the hidden traps that
these big initiatives. that doing both tasks will prevent compel you to say yes, and be
you from submitting your next grant strategic about both declining and
Remember the future you. application,” and then recommend accepting work, so that you can focus
Someone asks you to arrange a someone else (perhaps a man with on the work that best uses your skills
conference six months from now. fewer NPTs) who would be suitable and helps your career advance. =
Your future schedule appears open, for the task.
so saying yes doesn’t seem so bad,
but in six months, you will be just as Of course, there are times when you
busy as you are right now. If you can’t can’t say no. On these occasions, in
do it now, don’t commit to it for the order to keep your workload in check,
future. consider negotiating your yes. Agree
to do the work but on the condition
It is one thing to decide that you want that you’ll be relieved of an existing
to reject a task; it is quite another to NPT. Limit your term with a plan for
actually decline it. Because women who will do it next. Consider putting

careerplaybook
lab manager
PhD Not Required:

Story of a Successful Scientist
By Sushmitha Vallabh, Lab Manager, SBP Medical Discovery Institute
O ne of the most frequent

questions I get asked in academic
settings is, “Are you interested in
getting a PhD?” Though I gave this
question a lot of thought when I was
working on my master’s degree, I don’t
think about it anymore.
As an international student, I did not

consider applying to a PhD program
straight out of college: I honestly
didn’t even know it was a possibility!
Where I come from in India, a master’s
degree is a prerequisite to starting
doctoral work. Most of Europe and
Asia have this rule, mainly because
you are expected to finish all of your
courses in a master’s program and
then focus on research in the PhD
program. To me, my preferred path
was clear: finish my master’s degree in
science, experience working in a lab
for a few years, and then eventually
apply to a doctoral program.
As soon as I had started my master’s the brink of submitting applications to
When I moved here and started my program, I had also joined a research doctoral programs twice. Seeing what
master’s program in immunology at lab to work on my thesis. I was in working toward a PhD would entail
University of Cincinnati & Cincinnati the lab every day, taking breaks to stopped me from doing so.
Children’s Hospital, I took several attend classes and to work part-time.
foundational courses that exposed As a result, I interacted not only During these years, I also developed
me to students from a variety of with students but also with post- a pretty good idea of the financial
departments and programs. I quickly docs, technicians, and professors implications of remaining a student
realized that graduate school is tough on a regular basis. Naturally, many for the additional years that a PhD
and that juggling schoolwork and lab conversations were about graduate would require. I already had a loan to
research is even tougher. The lectures, school and about how tough it can pay back, and the PhD stipend wasn’t
assignments, and my thesis provided get. I had also seen many people drop exactly tempting. I also had a chance
me with a preview of what a five-year out of their doctoral programs with to research post-doctoral salaries
PhD program would entail. I was also just a master’s degree. and to compare them with those of
exposed to challenges faced by other technicians and lab managers. This
students who I shared classes with on There were many pivot points gave me a pretty good sense of how
a regular basis. during my academic journey, as I my life would pan out if I chose to go
contemplated my future path. I was on down this road.

careerplaybook
lab manager
When I graduated, my thesis advisor Discovery Institute. This role was one them regularly, and to stand up for
was kind enough to offer me a full- step down from that of a lab director, them when they need you. In a lab
time position as a research assistant and it mainly involved dealing with environment, it can sometimes get
in his lab at Cincinnati Children’s everyday lab operations, along with very tough for support staff, and they
Hospital. Before I accepted his offer, participating in scientific research. rely on you to make the best decisions.
we had a long conversation about It is important to acknowledge their
me becoming a technician versus The position was quite demanding. My problems and to make sure that
enrolling in a PhD program. He mentor left a few months after I had their challenges are brought to the
pointed out that because I had already joined, and then COVID hit the world. attention of the lead investigators.
taken the relevant courses, I would I had to navigate a new job, a new
probably finish my PhD in just three team, and COVID protocols, all at the As I grappled with the difficulties of
to four years. For me, however, the same time. This brought an array of my new job, I decided to enroll in a
priority was to be financially stable. challenges, along with the persistent leadership program organized by
our Institute. This three-day training
changed my perspective and gave me
Being a lab manager is much more demanding an objective view of my leadership
style. I realized that I often try to
than I had ever imagined. Not only are you avoid conflict and that contentious
situations make me extremely
responsible for the functioning of the lab, but uncomfortable. Since then, I have
been actively going over what I have
you are also responsible for the people who learned and have been trying to
identify past situations in which I could
work there. You are more likely to get involved in have managed my role differently
and more positively. This mindset
arguments among researchers, in interpersonal has resulted in a huge change to my
management style, and I strive to be a
relationships, in figuring out the division of better leader every day.
responsibilities, and in creative differences. As a result of all these experiences,

I have learned that you don’t need
a PhD to have a successful science
My PI was more than understanding of fear that I wasn’t good enough. career. Think about your strengths
my situation and did not push me to Despite my worries, I continued to and natural abilities. There is no right
do something that I wasn’t ready for. learn how best to help the lab, and I or wrong answer to the question, “Are
was soon promoted to manager. you interested in getting your PhD?”
Our lab lost a senior technician as soon If you enjoy what you are doing, then
as I transitioned into my new role, Being a lab manager is much more that is the right answer for you. =
and I stepped in to help, dabbling in demanding than I had ever imagined.
day-to-day lab management during Not only are you responsible for Sushmitha Vallabh
that period. I very much enjoyed the functioning of the lab, but you is a Lab Manager at
helping in this way, learning to are also responsible for the people Sanford Burnham
become more organized, to plan, and who work there. You are more Prebys Medical
to face challenges head on. I even likely to get involved in arguments Discovery Institute in
interacted with several departments among researchers, in interpersonal San Diego,
that I never would have worked with relationships, in figuring out California. She
as a student and developed new, the division of responsibilities, graduated from University of Cincinnati
rewarding friendships. This made me and in creative differences. I was with a Masters in Immunology in 2017.
realize that I enjoyed managing labs. overwhelmed at the beginning – and Since then, she has worked in the lab as
When it was time for me to look for a I still sometimes am – but I slowly a lab technician and eventually moved
new job, I got an exciting opportunity learned my way. I quickly came to to San Diego for a Lab Manager
as a lab coordinator in Dr. Ware’s lab at understand how important it is to position. She loves reading, watching
Sanford Burnham Prebys (SBP) Medical listen to lab technicians, to talk to sunsets, and meeting fellow scientists!

careerplaybook
living with bipolar
A Story of Adversity and Hardship

and Beauty and Triumph
By Kimberly Fiock, MS, Graduate Research Assistant, University of Iowa,
What do you want to be? watching my mom beat cancer
I f you asked me that question when

I was growing up, I always had
some variation of the same answer: I
sparked a deep passion for finding
a cure.
wanted to be a scientist. At first, it was I applied to every college but

a pharmacologist who would discover one as a chemistry major. The
drugs to cure cancer. Then I wanted one exception, the University of
to be a forensic scientist uncovering Texas at Dallas, happened to have
clues to solve a crime. After that, it a neuroscience program. I knew
was a chemist. Regardless of the field, nothing about neuroscience at the
I never wanted to be anything other time, but I figured the brain must
than a scientist. be interesting enough if they had
a whole major for it. I was accepted
When I was a kid, people told me that into a special internship program the
you were either good at math and summer before my freshman year of
science or reading and writing. Those college, so off I went to Texas in 2014
that were good at math and science to become a neuroscientist. At the
could become scientists, and those time, I had no idea how pivotal this
that weren’t could not. For me, math choice would be to my career.
did not come easily. I remember the
fear I felt when we were quizzed on For ten weeks in 2014, I conducted
our times tables because I didn’t know research in a chronic pain lab
them. It secretly took me years to learn. Writing, on the other working with animal models. It was truly the first time I
hand, came to me effortlessly. understood what it meant to be a scientist. I had dreamed
of it my entire life with absolutely no idea of what it actually
I started honors English courses in the 3rd grade and got my entailed. I was surprised, though not disappointed, to find
only 5 on an AP test in English. If scientists had to be good out it was nothing like what I saw on TV. But the experience
at math and science, not reading and writing, what was I affirmed that I was right. I wanted to be a scientist.
supposed to do if I was good at science and writing? This was
the first time I questioned whether I really could become a That summer was an important part of my story aside from
scientist. the research experience because it was the first time I was
evaluated for bipolar disorder. I am the third generation in
Near the end of high school, I started to seriously consider my family to have bipolar disorder, so the possibility I could
where to go to college and what I wanted to do with the have it was on my mind long before I actually showed signs.
rest of my life. There I was, barely 18, making choices about But it wasn’t just the diagnosis itself that made that summer
forever. And as most 18-year-olds do, I looked to others to help important. It was the uphill battle I faced learning how to
me figure it all out. I was still interested in forensic science, manage it that changed my life. I was 18 years old in a brand-
so I began looking into colleges with forensics programs. new state living on my own for the very first time with a mental
Immediately, I was told that forensic science was not for illness that I had no idea how to cope with.
women. It was “too dirty”, “too gross”, “too much”. At 18, I didn’t
know how biased science was against women, so I believed If you’re not familiar with bipolar disorder, it’s a mood disorder
them. Instead, I refocused on my interests in chemistry and characterized by oscillating mood swings that peak at
drug development. I was always the sick kid growing up, and depression and mania. Imagine a pendulum that is always in

careerplaybook
living with bipolar
I told a very prominent, well-respected professor of

neuroscience that I was a freshman and bipolar and drowning,
and he told me that I was making an excuse. An excuse for
being a bad student, for being overly dramatic, for making
up an illness that he didn’t believe in.
motion but moves back and forth gradually, over the course to let me into the pathology master’s program at The University
of days or weeks or months between each point. That’s what of Iowa, where I graduated two years later in the middle of a
bipolar disorder is like, despite the misconceptions that global pandemic, with four publications to my name. I found
the mood swings are instantaneous. These are not fleeting people who believed in me enough that I started a PhD at Iowa
feelings of happiness and sadness. These are chronic feelings after my master’s, which I hope to finish this year.
of emptiness, hopelessness, anger, euphoria. You can likely
imagine how difficult it might be to balance this constant Today, I am an award-winning scientist. I’ve presented my
shift in how you think, act, and feel while being a freshman in research at some of the largest gatherings of scientists in
college and living on your own. my field. I’ve started an Instagram account to talk about
my work and have reached over 2 million people with my
I struggled. More than that, I was drowning. In medications and content. I’ve even shared my struggles with bipolar disorder
side effects, in tests and studying, in becoming an adult and with thousands of students through podcasts, articles,
the person I was meant to be. So, I asked for help. I told a very presentations, and more. I will never forget the people who
prominent, well-respected professor of neuroscience that I was told me what wasn’t possible for me, and I have learned that
a freshman and bipolar and drowning, and he told me that I their opinions don’t define what I’m capable of achieving: I do.
was making an excuse. An excuse for being a bad student, for So, if you’re out there reading this and wondering if someone
being overly dramatic, for making up an illness that he didn’t believes in you enough to do what you’re dreaming of . . .
believe in. And for the second time, I wondered if I would ever I do. My story is one of adversity and hardship and beauty
be a scientist. and triumph, and there is a happy ending. I believe in a happy
ending for your story, too. =
My time in college was full of moments like that. Moments
when people told me I was making an excuse, when people Kimberly Fiock (she/her) is an Experimental
Tim Schoon - Staff Photographer - The University of Iowa
believed the stereotypes of bipolar disorder rather than Pathology PhD candidate at The University of
me. When I started considering graduate school during my Iowa. She has a BS in Neuroscience and
junior year, someone told me that I would never make it as Psychology from the University of Texas at
a scientist. I was too dumb and too bad at math. Through all Dallas and recently completed her MS in
of this, though, I never questioned my desire to be a scientist. Pathology from The University of Iowa.
I questioned and doubted and, at times, wholeheartedly Kimberly uses human stem cells and donated
believed that I couldn’t be a scientist, but I never once wanted brain tissue to answer questions about neurodegenerative
to be anything else. diseases. Her work aims to understand how one protein causes
multiple, distinct diseases and how the differences in each disease
There is a happy ending to this story, though. Despite my bad can be used to create targeted therapeutics. In addition to her
grades and bad math skills, there were people who took a research, Kimberly assists with the Iowa NeuroBank Core, a brain
chance on me. During my sophomore year, I did an internship tissue and stem cell repository at the University of Iowa. When
in a neuropathology lab at another institute, where I learned she's not in the lab, Kimberly spends her time doing outreach in
that there was a name (and an entire field of research) for my the community and on social media to educate her followers
interest in disease. I held a human brain for the first time and about the field of neuropathology. You can connect with her on
actually saw disease under a microscope. I figured out the type Instagram, Twitter, or TikTok at @thepathphd.
of scientist I wanted to be and had people who believed in me
enough to write me letters of recommendation for graduate
school. Then I found more people who believed in me enough

careerplaybook
manufacturing
Finding Fulfillment in a
Manufacturing Career
By Georgina To’a Salazar, PhD, scientific writer
D o you ever think about how something is made?

Something as simple as a pen comprises many
components that add up to a finished product. Think
about how the pen’s parts are put together in a way that
ensures it is safe and meets quality requirements, such as
not leaking. This is manufacturing.
Recently I had the chance to interview Belinda

Black about just what it’s like to be a manufacturing
engineer. Black is the Director of the Chemical Product
Engineering Division at Canon Virginia, Inc. (CVI), Canon’s
only manufacturing facility in North America. Her group
supports Canon’s automated printer cartridge and toner
bottle production lines. The members of her team are
product subject-matter experts, who must fully understand
this technical area of the business. They are responsible
for developing processes and working with suppliers on
overall quality, improvements, and opportunities.
Can you describe your experiences as a student? Did
Black was happy to share insights about her career, about you experience any gender bias?
what led her into the manufacturing industry, and about I lived at home and commuted 45 minutes to school. I was
her efforts to encourage other women to consider such a fortunate enough to have a work-study position in the
profession. Financial Aid office, where I tried to work 20–30 hours a
week to help make college affordable. Due to my schedule,
Currently, only 14% of engineers are women, so I was often unable to participate in study groups and had
how did you know you wanted to become a to figure out the classes on my own.
mechanical engineer?
I wanted to become a CPA until I took economics in college There were only 6 women students in engineering and
and realized that I was not on the right path. I took an roughly 100 men. I had one woman math professor,
aptitude test, and the results suggested engineering as but there were no women professors in the College of
a best fit. I switched majors, and one of my engineering Engineering. My engineering professors were always
professors introduced us to the American Society of willing to help and encouraged us to reach out to them at
Mechanical Engineers, which offered several plant tours. any time (several even provided their phone numbers).
Having this opportunity allowed me to see different
aspects of manufacturing. I went to Minster Machine (now My physics professor was a different story. I went to his
Nidec Minster), a company that produces metal stamping office to understand why I was not getting partial credit for
equipment, and saw some equipment that was a couple test answers. (I had looked at a few of the men’s tests and
of stories tall! I visited Ford and Ball Metal where I saw the saw the answers were roughly the same and that they had
metal stamping equipment in action, and that sealed the received partial credit.) He just blamed me for my score.
deal. I never looked back. I learned later that he had told a woman the year before

careerplaybook
manufacturing
me that “women did not belong in My favorite assignment was

engineering.” It is unfortunate that working with one of our sister
anyone has to deal with gender bias It is very important companies on a two-year project
such as this. I knew I needed to do to integrate a medical device
the best I could and just get through, to me personally, company into the Canon family.
and I did. I was responsible for all of the
to be a good engineering. I learned about
What challenges did you medical devices and how their ISO
encounter during your career, leader and role requirements differ from those of
and how did you overcome them? consumer goods. Being selected to
I really felt like I had to work model. In my role, support this initiative was such an
harder than the men who were my honor. The opportunity supported
counterparts. I felt that if I made a I will continue my professional growth and
mistake, especially being the only boosted my confidence.
woman (early in my career), that it to advocate
would be attributed to my being a After supporting so many different
woman in engineering rather than
to my being human. I put a lot of
for diversity Canon manufacturing businesses
through the years, I moved to my
pressure on myself and worked an
excessive number of hours to ensure
and inclusion current assignment as the Director
of Chemical Product Engineering.
that I was never dismissed because I
was a woman.
initiatives, as these Here, I am responsible for the
start-up and for the sustainability
What accomplishment(s) are you

are very near and of engineering functions for the
manufacturing of printer cartridges
most proud of?
Having women represented in
dear to me. and toner bottles. My team serves
as subject matter experts for
leadership is critical. I am very proud cartridge and toner products,
of being promoted to director of both at the individual part level
an engineering division at Canon. and at the finished good level, for
It is very important to me personally, to be a good leader existing and new product launches. First Pass Yield (a
and role model. In my role, I will continue to advocate for measurement of quality units produced as a percentage of
diversity and inclusion initiatives, as these are very near total units) is a high priority, so we work with the parts and
and dear to me. assembly processes to accomplish maximum productivity.
Other key areas of focus are engaging our suppliers
You have been at Canon for 27 years now. Not many to ensure optimal quality while minimizing costs, and
people stay at one company that long. How has your developing innovative and cost-effective engineering
career and/or the company evolved over that time? solutions for the overall process.
Throughout my Canon career, I have had the opportunity
to work on many different products and projects. What about the Canon culture has kept you engaged
Consequently, my interest in my work has been regularly and satisfied?
renewed, and I have had opportunities to learn and I like the Canon corporate philosophy of kyosei—living
master new skills. I have also enjoyed having both men and working together for the common good. This is a
and women as allies (my advisors from Japan and my positive affirmation of the type of company and culture
managers), who have recognized my hard work and we maintain. One example of this practice is Canon’s
dedication and who have supported my advancement. involvement and support of Christopher Newport
University’s Physics, Computer Science, and Engineering
One project that was really special to me was the Mentor/Mentee program. I have had the pleasure of being
remanufacturing of a high-speed industrial production a part of this program for six years. This voluntary program
copier with over 20,000 parts. I was appointed the aims to increase the number of women in STEM by pairing
technical chief for this project, which enhanced my students with a professional who can provide a real-world
business acumen and allowed me to develop relationships perspective.
with members from all divisions in the company.

careerplaybook
manufacturing
What is your leadership philosophy? How can we engage more women in the fields of
I lean toward a solution-based, learning leadership. I allow engineering and manufacturing? What advice would
employees I’ve hired to work somewhat independently you give other women exploring these careers?
toward solutions to issues, while I provide advice and I think sometimes that we (women) can be our own
mentoring. The relationships that you develop are so worst enemy, when we subscribe to similar stereotypes
vital. Your teammates are the most important asset you and biases that our men counterparts might have. We
have; taking the time to mentor and develop them brings need to make a conscious effort to be there to support
endless rewards for both you and the company. It is so and encourage one another. I am grateful to have the
rewarding to see someone you onboarded grow and opportunity to highlight my experiences in manufacturing
advance. and hope that my story will motivate others to consider a
career in manufacturing. =
Thirty-two percent of women who go into STEM
switch majors, and 30% of women who earn an Georgina To’a Salazar, PhD, works to
engineering degree aren't still in engineering after create innovative solutions in science
20 years. Why do you think that is? communication, research, and policy. With
I think there are a number of reasons women leave a BS in chemical engineering from
engineering. There are still biases present in the Stanford University and a PhD in
professional world. Many women exit the work force to be biomedical engineering from the
caregivers. This has always been an issue, but it was made University of California, Irvine, Dr. Salazar
more visible with Covid. I think one of the biggest factors has fulfilled her dream of exploring the world, having taken
is the lack of representation of women in higher-level research positions in Singapore and Japan before returning to
positions. Women need to see role models to believe that the United States to focus on science communication at Takara
they can succeed in engineering and manufacturing. Bio USA, Inc.
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wellness
November webinar recap
Do the Work You Love Without

Burning Out
A re you fulfilling your life’s purpose? Or do you love your
job but feel like something is missing? If so, you may be
experiencing burnout.
Nataly Kogan recently joined a fireside chat with

AWIS CEO Meredith Gibson to discuss “How to Do
the Work You Love Without Burning Out.” Kogan
provides insights on how to boost your emotional
fitness in her new book, The Awesome Human
Project: Break Free from Burnout, Struggle Less, and
Thrive More in Work and Life.
When Kogan was 13, she immigrated to the United

States as a refugee from the former Soviet Union.
Her language barrier did not stop her from becoming
a Business Analyst at McKinsey, Senior Program Manager
at Microsoft, Managing Director at a venture capital fund, and
finally, a founder of her own companies.
Her success, however, did not happen without burnout. “If you
care about your job, you give it your all. I gave it my all,” she
explained. After having her daughter and trying to balance her
home life with her work as an entrepreneur, she hit a wall and • Recognize that your brain is giving you stories. You can
began to suffer in her professional role. This unhappiness with edit them to fuel your motivation!
her work life lasted until a few years ago, when she decided to
make a change. • If you are feeling burned out, you have to pause. There is
no way around it.
In June 2012, Kogan launched Happier, Inc., to help millions
of people thrive in work and life by improving their emotional Ultimately, treat yourself with grace during periods of stress,
fitness with science-backed skills and practices. During the anxiety, and burnout. Begin your journey to feeling better
fireside chat, she discussed how more people could incorporate by completing this simple phrase: “Today, I am awesome
this approach into their lives, and she shared the following tips because _______.” Importantly, and in addition, if you notice a
to help anyone who is suffering from career burnout: friend, colleague, or loved one struggling with burnout, share
these ideas to help that person feel safe, reenergized, and
• Treat yourself with the compassion you deserve as a
motivated. =
human being. Feel your energy, and honor all parts of yourself,
not just your work. You will have a lot more to give to your
There’s so much more to explore!
work when you do this.
- Purchase Kogan’s new book, The Awesome Human Project:
• Be more aware of what feels affirming. Anything Break Free from Burnout, Struggle Less, and Thrive More in
meaningful is hard. Something can be challenging, but if you Work and Life.
have a natural strength, the work will not feel like a struggle. - Visit her website, natalykogan.com, to sign up for her
• If you are feeling unmotivated, do something that fuels weekly email.
your energy. Conquer a small task first to feel successful. - Follow her on Instagram or YouTube.
• Explore temptation bundling. This approach connects - Listen to the Awesome Human Podcast.
something you have to do with something you want to do,
- Attend the monthly live Awesome Human Hour.
making your obligatory work more enjoyable.
- AWIS members can watch the replay.
• Remember that you have a limited amount of mental,
physical, and emotional energy—you cannot do all
things. Do less of what unnecessarily drains your energy.
Learn to say no.

awis members in action
inclusion
Open to All:
AWIS Boston Chapter Creates LGBTQ+ Affinity Group
By Kathy Nevola, PhD, Data Scientist and Tool Owner, Olink Proteomics
I n the summer of 2020, I was focused on

defending my thesis, finding a job, and doing
everything I could to move away from graduate
pitch document (with the help of many others)
and presented it to the chapter board. Now,
almost one year later, the MASS AWIS LGBTQ+
school and into “the real world.” I was so excited, Affinity Group has over 30 people on our
and I thought I was prepared, and perhaps I was mailing list, has had several virtual meetups,
from a technical-skills standpoint. However, I and has cosponsored 2 events with guest
was worried about separating from my support speakers.
system. I was starting something completely
new, and this was the first time I would be Our overall goal in creating this group was
entering a new environment as my authentic self. to create a supportive place for LGBTQ+
I was nervous about being the only nonbinary individuals in the STEM fields to experience
person and about not knowing other queer professional development, community
people at the company. My mind flashed back building, and mentorship as well as to highlight
to the invasive questions I had been asked when voices and experiences from within the LGBTQ+
I had come out in the past, to the pain of being community. Our meetups give participants the
misgendered, and to the fear of doing this alone. chance to discuss critical LGBTQ+ issues like
mental health and self-advocacy, to build connections, and to
My fear didn’t last long. Two months before my defense celebrate each other. Our meetings also provide opportunities
date, Katie Hughes reached out to me. She knew that I was for advocates, allies, and aspiring allies to listen and learn about
graduating, looking for a job, and looking for support. She LGBTQ+ experiences.
suggested that I consider participating in a mentoring circle
run by the AWIS chapter in Boston (“MASS AWIS”). I was The MASS AWIS LGBTQ+ Affinity Group is a space for anyone
concerned about joining a “women’s group” as a nonbinary who feels that they can benefit from it. While we created the
person. Katie reassured me that the mentoring groups are open group to benefit LGBTQ+ people in STEM fields, we welcome
to everyone, and so I decided to give it a try, and ended up anyone who is interested in our programming. Regardless
joining an amazing group. During this time, my mentors were of your gender identity, field of study, sexual orientation, or
incredibly supportive in helping me navigate the transition to stage of career, if you align with our mission or are interested in
industry. At the end of our time together, I thought back to how learning more, we encourage you to join us. Many of our events
I almost hadn’t joined because I was afraid that AWIS wouldn’t are remote, allowing for participation from across the country.
be an environment that a nonbinary person like me could be This space has so much potential and so much value to bring,
involved. I was so relieved that I had accepted the advice. and we are just getting started. If you are interested in learning
more about the affinity group, sign up for our mailing list here:
I knew I wasn’t the only queer person out there who was https://lp.constantcontactpages.com/su/M19yAu9 =
yearning for connection with others in the LGBTQ+ community
and nervous about how to find it. LGBTQ+ individuals in Kathy Nevola (they/them) received their PhD
STEM are more likely than their non-LGBTQ+ counterparts from Tufts University in Cellular, Molecular,
to experience social marginalization and harassment in their and Developmental Biology with a
workplaces, to have limited career opportunities, and to have concentration in Bioinformatics. They
their professional expertise devalued by their colleagues. currently work as a Data Scientist and Tool
Owner at Olink Proteomics. Kathy is
My career counselor, Sarah Cardozo Duncan, connected me passionate about mental health, DEI, and
with Dr. Joanne Kamens, founder of MASS AWIS and current giving others the opportunity to shine. In their free time they enjoy
member of the AWIS Board of Directors. We spoke about my playing with their dog and cat, rock climbing, doing yoga, and
desire to create an LGBTQ+ affinity group. We put together a playing video games.

AWIS Virtual
Career Fair
See our growing list of recruiters
and register today!
Then join us
March 15 from 1:00-4:00PM ET.
Register today at awis.org/careerfair

STEM
talker
Dr. Annica Wayman:

Engineering a Path for Herself and Others
By Patricia Soochan
It’s impossible to pigeonhole Dr. Annica Wayman. Not

only has she has excelled as a leader in her chosen field
of engineering, where women, and especially women
of color, have been persistently underrepresented; in an
era of specialization, she has moved seamlessly from one
employment sector to another.
Dr. Wayman’s versatile career took off after she earned
Photo by Marlayna Demond of UMBC

her PhD in mechanical engineering at Georgia Institute of
Technology, where her research focus was bioengineering.
After finishing her doctoral work, she first took a
position as a senior engineer at Becton Dickinson. She
then received an AAAS science and technology policy
fellowship at USAID, where she stayed on as team lead
and eventually advanced to division chief.
had a sobering conversation with her father about the
She is currently associate dean of the College of Natural challenges she would likely experience as a young,
and Mathematical Sciences at UMBC (University of Black woman pursing this career path where again she
Maryland, Baltimore County) at The Universities at may not have classmates that looked like her, thus may
Shady Grove, where she directs the undergraduate feel isolated and uncertain. Those realities convinced
program in translational life sciences technology and the her that she needed to find a college with a supportive
master’s degree program in biotechnology for working environment.
professionals. Throughout her career, as she has traversed
multiple professional sectors, she has remained a She got some unexpected help with this decision. For a
champion of diversity, equity, and inclusion (DEI). while, during her high school years, she followed a mostly
conventional path, but then she decided to break some
Recognizing Talent and Opportunity boundaries: she ran for office and became the school
Dr. Wayman grew up in the Philadelphia area and president. In this role, she helped host a visit by UMBC’s
attended a predominantly white high school. She excelled then-president, Dr. Freeman Hrabowski, on the school’s
in math and discovered an affinity for the sciences after newly instituted Diversity Day. She had not heard of
taking chemistry and physics classes. She knew then that UMBC, but when she met Dr. Hrabowski, he peppered
she wanted to discover how things work, while engaging her with questions about her grades and professional
her keen interest in math. After many conversations with aspirations. The next day, after she introduced him on
her parents and after job shadowing at a local chemical stage, he offered her—in front of the entire audience—a
engineering company where her next-door neighbor Meyerhoff scholarship to attend UMBC. She accepted
worked, she decided to study engineering herself. She and credits her experience at UMBC with giving her the
was realistic, though, about the hurdles she would face: financial, academic, and emotional support she needed to
she had often been the only Black student in advanced persist and graduate with a degree in engineering.
science and math classes at her school, and she also

STEM
talker
A Rocky Start and Then a Clear technology policy at USAID, and

Path to Engineering with a she was offered a position to
Purpose
During her first year at UMBC, she Empathy, build a team that eventually grew
from two to ten members. In this
did an internship at Black and Decker role she established an equity
exploring air flow in power tools. which some program, Research Partnerships
Although she found the project for Development, which provided
intellectually stimulating, she
realized that she wanted to pursue
say is a scientific resources in middle-
income countries by directly
engineering research that was more funding their researchers.
immediately relevant to the good of ‘superpower’ of
society and, in particular, to human At USAID Dr. Wayman became
health.
women, familiar with this aphorism: “Talent
is everywhere, but opportunity
After graduation, she followed is not.” She took this principle to
the anticipated postbaccalaureate is one of the heart when she decided to return
path for Meyerhoff scholars: a to UMBC, this time as a working
postgraduate program. She entered
the PhD mechanical engineering
most important professional determined to provide
opportunities to talented young
program at Georgia Institute of
Technology, but it was not a smooth qualities I see adults. After she agreed to become
a senior administrator at UMBC,
transition. Unlike her undergraduate she established a new workforce-
experience, in which she felt that in myself as development biotechnology
her talent was nurtured, the grad program in the middle of the
program was highly competitive.
Although her research was in
a leader. 2020–2021 pandemic. She is
proud of the career opportunities
bioengineering, it was basic rather that the program provides for its
than applied research, with clinical many community-college transfer
benefits farther in the distance. students, the majority of whom are
women and from minority groups underrepresented in
In an attempt to reorient herself, she took classes in public the sciences.
policy, which she liked, but it wasn’t clear to her how
to carve out a career path in that area. After admittedly Strategically Building Bridges Across Boundaries
“crawling across the finish line” to her PhD, she decided What strategies has Dr. Wayman employed, while carving
that the best path to translational research—research out her satisfying and distinctly diverse career? She reveals
that truly applied to human health—would be through that she is someone who mostly follows a conventional
industry. So she accepted a job at Becton Dickinson, path but who, at critical points, has an urge to explore
along with several other freshly minted PhDs, and in her the unknown. Still, she always intentionally prepares
new role she learned a lot about product development, herself for the next move, by first analyzing and then
patented a few anesthetic devices, and, critically for her, filling in any skills gaps she may have, all while carrying
regained her footing, confident that she could succeed as her foundational skills with her. In this way, although the
an engineer with a passion for translational research. moves may seem like jumps, she always builds a bridge to
carry her across the next boundary.
Newly self-assured, Dr. Wayman decided that the
time was right to explore her interest in public policy, She reports that her most difficult boundary crossing
sparked during her lean years in grad school, and so was leaving academe, which favors deep probing and
she undertook an extra assignment in global health specialization, to go into industry, where she learned to
policy at Becton Dickinson. About a year later, she balance the desire for deep inquiry with the urgency of a
decided to accept the AAAS fellowship in science and set timeline for releasing a product. Moving from industry

STEM
talker
to government was a less steep boundary crossing, but boundaries, such as pursuing fellowships, may slow your
it nonetheless encompassed a change in mindset and career progression, but it will help ensure success.” She
practices. She thinks her research skills were her bridge to advises that it is also important for women to be open to
policy work, which allowed her to take many disparate ideas the opportunities that boundary crossing can bring. She
and build them into implementable programs. Similarly, doesn’t think she would have her current job at UMBC,
the efficiency she learned in industry allowed her to be an where she interacts with such different sectors as industry
effective administrator in government. Her move to UMBC and local government, if it were not for her cross-sector
was unanticipated, but she couldn’t pass up the opportunity experiences.
to help build programs to provide opportunities for often
unrecognized talent. Dr. Wayman does not yet have her next boundary crossing
in mind. She is in her fourth year at UMBC, and she reports
Dr. Wayman has no regrets about crossing multiple that there is much still to be done, especially because of the
professional boundaries, but she recognizes that she pandemic.
is standing on the shoulders of those who were not as
fortunate to have had the options she has had. She recalls Moving the Needle on DEI
the concern many older relatives expressed when she left In 2019, Dr. Wayman wrote an article entitled Applying
the stability of a job in industry to pursue a fellowship Lessons from Civil Rights Leaders to Move the Needle in
and then left a GS government job for an academic, Higher Education. She believes that after two-plus years of
administrative position. She understands the historic a pandemic and rising national awareness about continued
reasons for such reservations, but she recognizes that this social injustice, we now have a common language for
hesitation can sometimes feel like pressure to stay with the injustice. There is awareness now, for example, of the
status quo. difference between equality and equity and of what
microaggressions are. This language is important for us to
She shares the following advice for all women who aspire continue difficult conversations about DEI. She recognizes,
to switch professional sectors: “Building bridges across though, that while important DEI work was just getting
Some Data on Biases that Women and People of Color in Engineering Face
In a recent article in Big Think, author Kevin Dickinson asserts women of color, compared with 35% of white men. Generational
that much has remained unchanged since Joan C. Williams bias was also prevalent. Engineers ages 55–64 reported a higher
coauthored a seminal report in 2016, with support from the incidence of prove-it-again bias, compared with engineers
Corporate Partnership Council of the Society of Women Engineers younger than 35 years of age.
(SWE) and the Center for WorkLife Law at the University of • Tightrope: Women reported a narrower range of acceptable
California, entitled Climate Control: Gender and Racial Bias in behavior than men did and thus had to navigate pressure to
Engineering? While there has been progress in the proportion of be “feminine” and not “too masculine.” For example, 51% of
degrees awarded to women in STEM overall, the more-limited women, compared with 67% of men, felt that they could behave
progress in some STEM fields, such as engineering and computer “assertively.” Among engineers of color, 39% felt pressure to let
science, has kept the percentage of women in the STEM others take the lead, compared with 16% of white men.
workforce at an inequitable 27%. • Maternal wall: Fifty-five percent of women, but 80% of
men, said that having children did not alter their colleagues’
The report, based on a survey of over 3000 engineers, showed perception of their commitment to their work or of their level of
continuing patterns in four biases that have persisted against competence.
women and people of color. They include: • Tug of war: Intra-gender bias among women was reported also,
although the survey collected qualitative data only. For example,
• Prove-it-again: Sixty-one percent of women, compared with women may self-segregate by employing different strategies for
35% of white men, reported that they have to prove themselves assimilating into predominantly masculine work cultures.
continuously to get equal levels of respect and recognition
from their colleagues. This bias was reported by 68% of men or

STEM
talker
underway over the past two years, the pandemic also grow professionally while building programs with them.
set the nation back where people need time to recover She shares, “Empathy, which some say is a ‘superpower’
physically and emotionally. Dr. Wayman insists, however, of women, is one of the most important qualities I see in
that as we keep moving the needle toward social justice, myself as a leader.” =
we should be careful with trying to define an endpoint.
She adds that if we don’t keep DEI as a priority, we will Patricia Soochan is a program officer and
regress. member of the multidisciplinary team at
Howard Hughes Medical Institute (HHMI),
The Care and Feeding of Annica with primary responsibility for the
Just what feeds Dr. Wayman’s soul? She admits that she is development and execution of the Inclusive
still trying to answer this question. She thinks a lot about Excellence (IE1&2) initiative. Previously she
balancing work and family life. She acknowledges the had lead responsibility for science
importance of her husband’s support of her varied career education grants to primarily undergraduate institutions, a
path (he is also a UMBC Meyerhoff engineering alum), and precursor of IE. She has served as a councilor for the Council on
she loves discovering new things with her three sons. She Undergraduate Research and is a contributing writer for AWIS
adds that it is important to care for oneself as one cares for Magazine and the Nucleus. Prior to joining HHMI, she was a
others, declaring that she loves novelty: new things, new science assistant at the National Science Foundation, a science
places, new people. writer for a consultant to the National Cancer Institute, and a
research and development scientist at Life Technologies. She
When thinking about her professional life, she recalls that received her BS and MS degrees in biology from George
as she transitioned into leadership, she began to accept Washington University.
that her contributions as an administrator would be
different from those she made as a hands-on researcher Editor’s Note: The contents of this article are not affiliated
or program contributor. In this way, she believes her with HHMI.
biggest professional reward is empowering others to
White Women of WW-WC African- WW-BW Asian- WW-AW Latina WW-L

Question Women Color Diff American Diff American Diff (L) Diff
(WW) (WC) Women Women
(BW) (AW)
“I feel I am held to higher standards 51% 61% 9.6% 68% 16.4% 57% 5.90% 59% 7.6%
than my colleagues.” *** ***
“My suggestions or ideas are respected as 73% 66% -7.4% 70% -3.1% 65% -8.2%** 64% -9.1%**
much as my colleagues’.” ***
“In meetings, other people get credit for 47% 47% -0.60% 57% 9.8%* 41% -6.1% 45% -2.5%
ideas originally offered.”
“After moving from an engineering role to a 61% 64% 2.70% 74% 12.6%* 62% 0.4% 59% -2.3%
project management/business role, people
assume I do not have technical skills.”
“I have to repeatedly prove myself to get 59% 71% 12.3%*** 78% 18.8%*** 70% 10.8%*** 68% 8.9%*
the same level of respect and recognition as
my colleagues’.”
“I have been mistaken for administrative or 44% 48% 3.9% 50% 5.8% 41% -2.9% 55% 10.7%**
custodial staff.”
Chi-square tests and two sample t-tests were conducted for comparison. *p<0.05, **p<0.01, **p<0.001
Table 1: Percentage agreement with prove-it-again questions. Climate Control: Gender and Racial Bias in Engineering. 2016. Center for
WorkLife Law and Society of Women Engineers.

awis@work
october webinar recap
A Guide to Caring for Your Aging

Parents While Making a Living
I f you’re lucky enough to see your parents
grow old, you may have to consider
caregiving options for them, including the
possibility of managing these tasks yourself.
Caregiving is a selfless, emotional, and often
labor-intensive task for those who decide to
take this on for their own family members.
Liz O’Donnell, the author and founder of

Working Daughter, knows this journey all too
well. O’Donnell was once a caregiver for her
parents and her husband, while also juggling
a full-time job and raising her children. She
shared this experience with AWIS on October
iStock.com/Peoplelmages.
18 during the webinar “Working Daughter: A
Guide to Caring for Your Aging Parents While
Making a Living.”
O’Donnell explained that her decision to

step into this complicated role happened quickly. Within O’Donnell shared their findings:
a few short hours, she received the news that each of • Caregivers, compared with non-caregivers, have better
her parents had a terminal diagnosis. Her father had cognitive functioning, enhanced self-esteem, and greater
Alzheimer's, and her mother had stage IV ovarian cancer. physical strength.
Faced with this crisis, she decided to care for them to • Caregivers often develop deep, meaningful connections
the end of their lives. She managed their home, drove with the person they are caring for.
them to appointments, ensured they had groceries, and • Caregivers, on average, live longer.
handled other everyday tasks. Her mother passed away
three short months after her diagnosis. Her father died a If you find yourself in this situation, there’s a Working
few months later. Even more tragically, seven months after Daughter: Caregiving 101 guide to getting through the
that, she learned that her husband had pancreatic cancer. basics of caregiving, such as filling out medical paperwork,
She resumed her caregiving responsibilities for another attending to legal matters, and providing appropriate
heartbreaking 15 months. support to seniors.
In her webinar, O’Donnell explored the stages of emotions In 2015, Liz O’Donnell created Working Daughter, a
that she experienced as she took care of and ultimately community for women balancing eldercare, their career,
lost her parents and husband. She noted that women and more. Since then, she has become a public speaker, an
are typically the ones who take on such responsibilities: expert on caregiving, and a best-selling author. Her works
perhaps unsurprisingly, 60% of women are still the include Working Daughter: A Guide to Caring for Your Aging
primary caregivers. She says, “There is a societal Parents While Making a Living and Mogul, Mom, & Maid: The
expectation that women will be good daughters.” Balancing Act of the Modern Woman. Learn more here.
While such caregiving can make you feel like your life is If you missed the webinar, watch the replay. =
falling apart, it can also lead to positives. University of
Pittsburg researchers Richard Schulz, PhD, and Paula R.
Sherwood, PhD, RN, CNRN, analyzed the physical and
mental health effects of supporting family members.

awis@work
December webinar recap
Master Your Next

Speaking Presentation
R esearch and discovery are the foundations of
our livelihoods in STEM. Women continue
to advance the world through science,
Dr. Joanne Kamens, a senior consultant at The
Impact Seat—a Boston-based organization
that offers diversity, equity, and inclusion
technology, and other avenues, but once their training—recently provided foundational
research is complete, their efforts to share key tips on how presenters can execute their next
findings become crucial for enacting social speaking engagements. During her “Excellent
change. Public Speaking for Scientists” webinar on
December 8, Dr. Kamens shared insights with
As a researcher and scientist, you may find AWIS attendees on how to prepare themselves to
presenting your work to be one of the more challenging be good public speakers. AWIS members who missed
parts of your job. You can take comfort, however, from the webinar can watch the recording.
knowing that you can develop your public speaking skills over
time with practice and experience.
Here are some highlights from Dr. images, creative ideas, and stories Presentation Slides Support
Kamens’s presentation: that relate to the research. Your Talk
A good rule of thumb is to present
Present Content in an Practice Makes You More one slide for every minute and a
Engaging Way Prepared half of the talk. Watch your timing,
Give the audience something to Practice giving talks to your friends and keep your message concise.
think about, argue with, or learn or colleagues. You’ll receive feedback Resist the urge to show all the data.
from. Treat your talk like an open that will help you present more Practice your presentation one last
discussion. Also, improve your skills confidently. PRO TIP: Form a peer time, and cut out any superfluous
by watching other experienced mentoring group, and practice with slides.
speakers! Most speakers talk without each other.
looking at their slides or notes. Your The best speakers are enthusiastic,
slides should be simple for your Don’t Be Boring knowledgeable, and connect
listeners to process and should Talk about something you know a lot with their audience. Dr. Kamens
complement your spoken message. about and that you care about! Your provides resources to help you
enthusiasm for the topic determines with every stage of preparing your
Tailor Your Talk to the Occasion how you come across and how an talk. Members can check out these
If an old presentation does not fit audience receives what you present. resources.
your new speaking engagement, Share your “Aha” moments and
make modifications. Add new future research directions. In addition to her role as a senior
information tailored to your consultant at The Impact Seat, Dr.
audience. Be sure to ask the organizer Be Prepared for Questions Kamens is an AWIS National Board
questions about the makeup of the During practice rounds with friends, Member and founder of the AWIS
audience. PRO TIP: Ask the organizer please encourage them to ask Massachusetts chapter. She also
to add demographic information to questions. Be clear and concise with has a deep knowledge of STEM jobs
the registration form and to share your answers. Never make up an gained through her own science
this information with you. answer. If you don’t know how to career and mentoring work. Connect
respond, say that you will get back with Dr. Kamens on Twitter. =
Prepare Early to the questioner after you have
Start creating presentations now! done some additional research, and
Create a file that captures critical then do so, if you can. PRO TIP: Plant
results from your research that you an ally in the audience to get the
would want to share, attractive questions rolling.

awis@work
annual awards
Meet the 2022 Award Recipients

R ecognizing the achievements of women scientists is an
integral part of the AWIS mission. This year we received
a record number of nominations for women at all stages
represent true leadership in the pursuit of workplace
equity
• THE ZENITH AWARD, which honors senior career
of their careers, and these remarkable scientists were professionals with a lifetime of innovative achievements
recommended for the following awards: in STEM and a commitment to workplace diversity
• THE SPARK AWARD, which highlights students or Join us in congratulating the recipients for their career
early career leaders in STEM who are visible and vocal achievements, strong leadership skills, innovative thinking,
advocates for diversity and inclusive scientific practices and commitment to inclusivity, diversity, equity, and
• THE MERIDIAN AWARD, which recognizes mid-career accessibility.
professionals whose diversity and inclusion efforts
Rita R. Colwell, PhD as well as solutions to address these representation in the Computer
ZENITH AWARD RECIPIENT challenges. She has received many Science department and the College
Distinguished Professor, the University national and international awards and of Engineering. She spearheaded
of Maryland and Johns Hopkins honorary degrees, and she has held a an initiative on bias training for
University Bloomberg School of Public variety of advisory positions in the U.S. faculty search committees, which
Health, Chair and Founder, CosmosID, government, nonprofit science policy is now required at UIC, and she
and President of the Rosalind Franklin organizations, private foundations, investigated and suggested changes
Society and the international scientific to university policies related to family
Despite being research community. leave, tenure rollbacks, and the
discouraged from like. She also designed a new class,
pursuing science as a Barbara Di Eugenio, PhD Research Methods for Computer
career, Dr. Rita R. ZENITH AWARD RECIPIENT Science, which provides foundational
Colwell persevered, Professor and Director of Graduate information to PhD students from
and as a result, her Studies, Department of Computer varying educational backgrounds (up
research on the use Science in the College of Engineering, to 90% of PhD students at UIC are
of remote sensing to University of Illinois Chicago (UIC) international).
predict cholera epidemics has vastly Dr. Barbara Di
improved public health outcomes Eugenio works in Claudia Garnica-Díaz
around the world. She was the first artificial intelligence SPARK AWARD RECIPIENT
woman to serve as Director of the and natural language PhD Student, Botany, The Grace P. John
National Science Foundation (1998– processing. She has Lab @ UF (University of Florida)
2004). Under her leadership, the held leadership As a PhD student
organization assessed the extent of positions within the from South America,
discrimination and harassment in the Association for Claudia Garnica-Díaz
sciences, enhanced education and Computational Linguistics, has experienced
participation of underrepresented received numerous awards, grants, challenges in
groups, and launched the ADVANCE and honors, has authored more than relocating and
initiative, which supports the 120 publications, and has graduated beginning a PhD
advancement of women in academic 14 PhD students (almost half of program in another
science and engineering careers. whom are women) and 31 MS country, especially one where her
students. native language was not primary. To
In her book, A Lab of One’s Own: One improve such experiences for future
Woman’s Personal Journey Through From 2005 to 2012, Dr. Di Eugenio international PhD students, she
Sexism in Science, Dr. Colwell describes worked on a National Science designed and held a workshop that
the harassment and discrimination Foundation ADVANCE grant at UIC, included academic strategies,
she has encountered in her career, a program that changed the gender avenues to connect with others (e.g.,

awis@work
annual awards
international social clubs), and participated in the UM President’s Roshell Muir, PhD
assistance with basic administrative committee to address cultural MERIDIAN AWARD RECIPIENT
tasks (e.g., how to get a Social transformation across all of its Senior Research Associate, College of
Security number). campuses. She is the author of over Medicine, Drexel University
400 articles in peer-reviewed journals Dr. Roshell Muir
She has recruited and mentored (H-index 80) and is a fellow of ASCO, conducts her
15 undergraduate students from ASTRO, the Hastings Center, and the research in the
diverse backgrounds and countries, American Association of Women Division of Infectious
including Cuba, Mexico, and Iran, Radiologists. Diseases and HIV
to join Dr. Grace John’s lab—The Medicine at Drexel
John Lab @ UF, which focuses on Darlene Mitrano, PhD University, where she
plant anatomy and ecophysiology. MERIDIAN AWARD RECIPIENT co-founded the
Garnica-Díaz was also recently Associate Professor, Department university’s Postdoctoral Association
elected as Vice-President of the of Neuroscience, Department of and led its Resource Development
University of Florida’s chapter of Molecular Biology and Chemistry, Committee. She also served on the
the Society for the Advancement of Christopher Newport University (CNU) Women in Medicine and Science
Native Americans and Chicanos. A strong advocate of Committee and chaired the 2020
inclusion, diversity, Women’s Leadership Summit Social
Reshma Jagsi, MD, DPhil equity, and and Advertising Subcommittee.
MERIDIAN AWARD RECIPIENT accessibility (IDEA),
Newman Family Dr. Darlene Mitrano As a member of the AWIS Philadelphia
Professor and Deputy is a member of CNU’s Chapter, Dr. Muir has served as Vice-
Chair, Department of LGBTQ+ and Allies President, Programs, and Secretary,
Radiation Oncology; Faculty/Staff Affinity and she is now President-Elect.
Director, Center for Group and helped establish Brain She instituted the Lunch and Learn
Bioethics and Social Awareness month to promote program as a way to offer important
Sciences in Medicine, understanding of individuals’ gender, career development information in
University of race, age, and weight biases. She has small, easily digestible bits. As an
Michigan recruited students from a variety of emigrant from the Caribbean and a
Dr. Reshma Jagsi’s research on the backgrounds and has supported woman of color, she has strived to
underrepresentation of women has students going through financial schedule more diverse speakers and
led organizations to change their pol- hardship. topics.
icies regarding mentoring relation-
ships, flexible work schedules, and She is Chair of the International
transparency of compensation and Studies Advisory Committee and
promotion criteria. was elected the Regional Vice
President of the South for Nu Rho
Dr. Jagsi has demonstrated a Psi, the National Honor Society in
steadfast commitment to gender Neuroscience. She was recently
equity at the University of Michigan appointed to the new Laboratory
(UM), where she co-chaired the Safety and Compliance Committee,
task force on civility in the learning chairing the subcommittee on
environment for the school’s Controlled Substances, to help CNU
re-accreditation, serves on the uphold OSHA lab safety standards.
ADVANCE committee for women
in medicine, served on the Anti-
Racism Oversight Committee, and

awis@work
annual awards
Brandy E. Phipps, PhD Abigail Stack Usha Rao, PhD

SPARK AWARD RECIPIENT SPARK AWARD RECIPIENT ZENITH AWARD RECIPIENT
Assistant Professor, Central State Discovery Pathology Research Lead, Professor of Chemistry, Saint Joseph’s
University (Wilberforce, Ohio) Bayer Crop Science University, Philadelphia
Dr. Brandy Phipps’s Abigail Stack uses Dr. Usha Rao has
research and cutting-edge authored many
collaborations focus technologies to publications in her
on how to transform diagnose and control field of
food production plant diseases. She environmental
systems in ways that has won multiple geochemistry that
protect natural scientific and focus on water
resources, produce leadership awards at pollution and
nutrient-dense products, and Bayer, including being designated as sustainability. She serves as an
increase diversity in the agriculture an R&D Science Fellow, a distinction Approved Expert Reviewer for the
and STEM workforce. Her current reserved for the top 3% of Bayer R&D United Nations Intergovernmental
research work provides significant scientists globally. Panel on Climate Change and is a
funding for Native American students Mentor for Vice President Al Gore’s
to complete STEM degrees. She actively participates in two climate initiative, Climate Reality.
business resource groups, one for
Dr. Phipps has held or currently women in science (WiSE) and one At Saint Joseph’s University, Dr. Rao
holds positions on IDEA councils/ for the LGBTQ+ community (BLEND). is the first woman to hold the rank
committees/task forces within Last year, she organized a panel of Full Professor in Chemistry and
her institution and in professional discussion to highlight past R&D is the first person of color in the
societies, including her University’s Science Fellows and encouraged Natural Sciences to hold that rank.
DEI Council; the 2020 DEI task women to apply to the program. She created the University’s Office
force of the American Society for This year, she co-organized a Fellows of Teaching and Learning, which
Cell Biology; a multi-institutional coffee chat for the BLEND group to reaches several hundred faculty
committee to create equitable and highlight inclusion and to encourage per year through its programs.
sustainable partnerships between folks of all backgrounds to apply. Additionally, she co–developed
predominately white institutions and the John P. McNulty Program
minority-serving institutions; a DEI Stack has held several leadership for Leadership in Science and
task force/community of practice positions within the AWIS Mathematics to prepare gifted
for aquaculture; and the 2022 Sacramento Valley Chapter and undergraduate women to persist
AWIS National Education Awards organizes the chapter’s annual and lead in the STEM fields. Her
Committee. mentorship program. efforts have changed the structures
of existing systems to welcome and
empower women and minorities by
providing financial, professional, and
social support. =

the last
word
in'tegr dē
Nicole Marie Ortiz What's the most important
President & CEO leadership lesson you've
Endictus Corp. learned?
AWIS member since 2022 “Lead by example”, you can
influence your organization
greatly by working side by side
What is your favorite word? with your employees. As a leader
Integrity it is important to be relatable, but
also be held to the same standard.
How do you define it?
Being honest, transparent, and ethical. What do you consider the best
advice you've ever received?
How has this word influenced or inspired “Do the hard things first” and “Touch things
your career? once.” As I continue to build my own business in
Integrity is a personal and corporate value of mine. Cybersecurity I realized how focusing on compliance and the
Maintaining this truthfulness with myself and my peers strategic and long-term goals of the business have kept me
has significantly impacted my day-to-day work and career focused in creating a standardized structure that will make
growth. My work ethic has been recognized by customers and my business more scalable in the future. Sometimes when
coworkers throughout my career, as it has influenced the work your business is small it is very appealing to cut some corners
communities I have been part of in a meaningful way. Integrity for the sake of time, but this could have consequences and
has been at the core of my personal and job performance. It is create inefficiencies in the long run with having to redo
a quality I appreciate in the people I surround myself with, and processes and projects you have already worked on. Owning
is a factor I use during recruitment and retention of personnel. a business is very time consuming and your most important
Today I am honored to be surrounded by great people that resource other than your personnel is your own time, and
share this same quality in my own business, and I know this that is very limited with only 24hrs a day. It is important to
will have an exponentially positive effect on our success as a keep clear and strategic goals in mind on the day-to-day and
small business. ensure everything that gets done fits in the bigger picture to
ensure the path to success is more direct. Maintaining well-
What is your greatest achievement so far? organized process and focusing on the task at hand until it is
Employee retention. As a business owner, nothing can be finished is key to ensure on-time completion and increased
more satisfying that the culture and atmosphere you create is efficiencies. =
embraced by everyone in the organization.
Nicole Ortiz is the Chairman, President and Chief Executive
Also, winning my first Cybersecurity and Networking Officer of ENDICTUS, which she founded in 2017 to deliver
Engineering contract as the owner of my own company was revolutionary solutions in technical program management for
an important milestone and the initial step in the success of offices within the federal government.
ENDICTUS. Since winning this contract in 2019, our business
has doubled every year. ENDICTUS is the culmination of Nicole’s nearly two decades
of experience in IT consulting, project management, system
What do you aspire to accomplish in your career? administration, acquisition and logistics, audit readiness, and
I want to become a Cybersecurity Leader in the U.S. This marketing. She managed multimillion-dollar contracts for
is a very competitive industry, and the environment is government offices, such as the Pentagon Force Protection
everchanging due to the cyber threats faced by the corporate Agency, before successfully launching ENDICTUS in 2017.
and government networks world-wide. Being able to show
value to my customers and focusing on niche areas will be Under Nicole’s vision, ENDICTUS specializes in program
key to our success. Additional to the technical competency management and analysis, systems engineering technical
of our solution training, education and experience from our assistance (SETA) consulting, pentesting, cybersecurity,
personnel will be important to demonstrate we are subject information technology, software development, continuity of
matter experts. operations, logistics, and audit readiness.

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04

Also in this issue:

We greatly appreciate your support in fostering

From the Cover

2 Transforming Patients’ Lives Through Science at

President’s Remarks & CEO’s Note

6 Equity Strengthens STEM

8 The Economic Cost of Health Disparities

10 Diverse Group of Scientists Design the Powerful James Webb

24 Stop Saying Yes to Unrewarded Work

33 Do the Work You Love Without Burning Out

AWIS members in action

34 Open to All: AWIS Boston Chapter Creates LGBTQ+ Affinity Group

36 Dr. Annica Wayman: Engineering a Path for Herself and Others

40 A Guide to Caring for Your Aging Parents While Making a Living

The Last Word

46 Integrity: Nicole Marie Ortiz

awis magazine • winter 2023 1

2 association for women in science

Nataly Manjarrez-Orduño, PhD

What do you like best about working at BMS?

I get to work with passionate and smart scientists in challenging

awis magazine • winter 2023 3

Jennifer Dudinak-Dickson, Pharm.D

What do you like best about working at BMS?

4 association for women in science

Myrtle Davis, DVM, PhD, ATS

What do you like best about working at BMS?

Learn more about Bristol Myers Squibb at BMS.com, or

awis magazine • winter 2023 5

Equity Strengthens STEM

W hile I know many successful women in STEM, I also

6 association for women in science

Standing on Her Shoulders

A WIS offers so many benefits, but one aspect of our

awis magazine • winter 2023 7

The Economic Cost of Health Disparities

I mproving diverse representation in clinical trials and

8 association for women in science

How exactly do we incur such

awis magazine • winter 2023 9

Diverse Group of Scientists

10 association for women in science

are on the forefront of a new frontier in space

exploration: the development and operation of the

how fortunate they feel to be on this innovative, global team.

James Webb Space Telescope.”

awis magazine • winter 2023 11

Source: NASA, ESA, CSA, STScI, Orsola De Marco (Macquarie University)

12 association for women in science

awis magazine • winter 2023 13

... and Counting

My teacher—who tried to convey the

Dr. Jess Wade on Mastodon,

14 association for women in science

Read Edit View history

is actually a wonderful resource of information made accessible to Jess Wade

Dr. Wade, nevertheless, noticed a problem with Wikipedia five years

Fellow. She investigates spin selective-charge transport through chiral

awis magazine • winter 2023 15