UA PETAL Laboratory

UA PETAL LAB DIVERSITY STATEMENT

            The PETAL Lab values and is committed to fostering a climate that advances diversity, inclusivity, respect, and social justice.  Understanding and embracing individual and group differences, beliefs, values, and behaviors is core to psychopathology, experimental research, developmental science, and teaching.  We believe diverse perspectives, especially those historically excluded from research and academia, are essential to meet our lab mission to promote innovative thinking, establish a warm and supportive atmosphere, help students achieve professional goals, and conduct state-of-the-art science. We understand our obligation to speak up when we see bias whether it be in our teaching, service, or research. In our dedication to the creation of a welcoming space, we will be warm and affirming. We pledge to honor and respect both the similarities and differences in our relationships with our team members.

Significance

            Diversity, equity, and inclusion (DEI) are critical components of scientific excellence. Without these, we cannot fully understand the nature or generalizability of our research findings. Furthermore, as a lab, we acknowledge the racism inherent in the academic system and therefore take an anti-racist stance in our community. Lastly, our roles as both teachers and students will be more complete by including more diverse perspectives in our conversations and fostering critical thinking with regard to DEI issues as they apply across lab activities.

Goals

            As a team, our goal is to create a unique and inclusive culture. We aim to maintain a welcoming space for all graduates, undergraduates, volunteers, and participants. We believe diversity, equity, and inclusion are cornerstones of professional development and research training. Therefore, increasing representation (particularly from historically disenfranchised groups) in our research as well as considering DEI issues in dissemination are critical as we move forward. Furthermore, we plan to give back to the community our research so greatly depends on through outreach and education.

Actionable Steps

            We present a list of actionable steps we will take as a lab to further our commitment to diversity. The lab will review progress at the end of each semester via a formal survey.

Completed efforts:

  • Worked as a team to develop, revise, and publicly post a statement of our intentions and diversity-related goals.
  • Adopted method for dissemination based on University of Arkansas Psychological Science Diversity Committee recommendations for lab publications and milestones.
  • Established diversity science meetings each semester where we review the evidence germane to DEI issues and re-evaluate our actionable steps as needed.
  • Established a habit of reviewing DEI implications of studies reviewed during journal clubs across the course of the semester.
  • Developed a recruitment plan for reaching out to community participants.
  • Devised a plan to volunteer as a lab to meet pressing community needs (e.g., food drive).

Update: March, 2023

A mixed-methods survey was administered to assess team member’s perceptions of the PETAL Lab’s diversity, equity, and inclusion (DEI) efforts. Findings suggested 100% of lab members responded somewhat true (18%) or definitely true (82%) in response to the statement that the PETAL lab is committed to to fostering a climate that advances DEI. Qualitative findings and associated action items are detailed below.

Strengths:

Students generally felt welcome, included, and that commitment to DEI was sincere and well-integrated into lab culture.

Survey findings reinforced the utility of ongoing efforts in lab (e.g., regular DEI readings and discussion; community service activities). We remain committed to these activities.

Strivings:

Needed are additional, sustained efforts to work with on-campus organizations that are dedicated to marginalized groups, and to broaden personnel recruitment to attract both staff and research participants from marginalized groups.

The following action steps were identified to guide activities in this domain:

    1. Post our DEI statement clearly in the lab to increase visibility and provide a tangible signal of our intentions in  this area.
    2. Appoint a DEI officer to track progress and coordinate ongoing DEI efforts. (Current Officer: Danielle Fernandez)
    3. Develop a partnership with at least one on-campus organization that is dedicated to marginalized members of our community.
    4. Expand our social media presence in order to increase the accessible population of research participants, undergraduate research assistants, and graduate students.
    5. Ensure that new recruits feel welcome and can succeed by broadening our peer mentorship activities to focus on norms around inclusion and our commitment to DEI more generally.
    6. More thoroughly integrate DEI-related issues into our scientific discussions on a weekly basis, including methodological considerations (e.g., sample generalizability) and seeking out articles focused on, or written by, members of marginalized groups. Update the guide to scientific article reading to include reflection on DEI-related issues. 
    7. Conduct a formal progress evaluation to a) assess team member’s perceptions regarding DEI efforts in the lab, b) identify areas for growth, and c) review progress made specifically on recruitment efforts for both lab personnel and research participants. This evaluation is scheduled for Fall, 2024.