The Department of Chemistry at the University of Kansas invites applications for a tenure-track position at the Assistant Professor level in bioanalytical chemistry, expected to begin in Fall of 2019. The successful candidate will demonstrate excellence in research, teaching, and service and will contribute to the Department’s expertise in bioanalytical chemistry. This individual will be a member of both the Ralph N. Adams Institute for Bioanalytical Chemistry and the NIH COBRE Center for Molecular Analysis of Disease Pathways at KU. The candidate should have a strong record of research with an emphasis on biomedical applications and a commitment to graduate and undergraduate education in chemistry. A competitive salary will be offered that is commensurate with experience. A Ph.D. in chemistry or closely related field is expected by the start date of appointment and postdoctoral experience is desirable. For a full announcement and to apply on-line, go to http://jobs.ku.edu (search for position ID# 12915BR). A complete online application includes a cover letter, CV, research statement (2-5 pages), teaching statement and the name and contact information for three references. Additionally, three (3) letters of recommendation should be sent directly to firstname.lastname@example.org. Initial review of applications will begin November 1, 2018, and will continue until the position is filled. EO/AA Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), age, national origin, disability, genetic information or protected Veteran status.
by Srikant Iyer, Dontarie Stallings, Rigoberto Hernandez
The Open Chemistry Collaborative in Diversity Equity (OXIDE) organized the Social & Chemical Science Diversity Equity Symposium to showcase the extensive actions carried out by chemistry departments as a result of participation in the National Diversity Equity Workshops (NDEWs) staged biennially since 2011, and to discuss the barriers and solutions that have been elaborated by the social science community.
During NDEWs, leading diversity experts present their pertinent peer-reviewed research with chemistry department chairs through presentations and panel discussions. Department chairs and their representatives generate practical policies and procedures aimed at reducing inequities faced by individuals from underrepresented groups (URGs) within the chemistry community.
The symposium at the ACS Philadelphia National Meeting followed the blueprint of OXIDE’s NDEWs. It featured social and physical scientists discussing their findings regarding barriers faced by URGs and solutions for overcoming barriers. Dr. Srikant Iyer, a member of the OXIDE team, summarized the structure and outcomes of past NDEWs. Dr. Michelle Francl (Bryn Mawr College) discussed the need for diversity and it’s significance in improving intellectual capital. Sara Prince (McKinsey & Company) presented an evidence-based study, at the industrial level, demonstrating how diversity at leadership positions correlates to higher profit margins, emphasizing the essential roles of departmental leaders. Dr. Karen Fleming (Johns Hopkins U.) addressed unconscious bias (as one of the biases) and its effect on hiring, retention and promotion of women. Dr. Sandra Laursen (U. Colorado, Boulder) discussed how professional climates within departments affect graduate student’s interests in pursuing faculty positions. Dr. Karl Booksh (U. of Delaware) detailed the pipeline issues faced by students with disabilities and initiatives that needed to improve the climate and foster inclusive professional climates. As a part of the policy and procedural outcomes of the NDEWs, one of the centerpieces of the symposium were the presentations delivered by Dr. Nicole Sampson (Dept. Chair, Stony Brooke University) and Dr. William Tolman (Chair, Dept. Chemistry, Univ. of Minnesota). Both department chairs are active participants at the NDEWs and they elaborated on the efforts they have made to implement recommendations learned from NDEW workshops within their respective departments. Drs. Sampson and Tolman have implemented policies that focus on improving their department’s climate, promoting diverse hiring, effective promotion/retention of URG faculties, and initiatives to improve inclusive excellence. Overall, the symposium highlighted vectors that are essential for advancing of policies and procedures to generate a more diverse and inclusive professional climate.