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This spring appeared an editorial in Annelen of Biomedical Engineering to encouraging authors to confirm the unconscious prejudices, which may end up a specific section of the manuscript - the list of references.
The editorial written by editors of the four of the Biomedical Engineering Society (BMES) and the Chairman of the Company's Publication Calculation Committee suggests that authors add a declaration of citation diversity. These statements raise widespread inequalities whose work is quoted - inequalities that enhance broader imbalances in gender, breed and ethnicity.
Annals of biomedical engineering is the flagship journal of society; Bethany Rowson, a research assistant professor for biomedical engineering and mechanic and journal-managing editor, led the citation diversity initiative with the editor-in-chief Stefan Duma, the Harry Wyatt professor for engineering and director of the Institute of Critical Technologies and Applied Science .
Studies of quote patterns show that women are often quoted as men than men and less color researchers less than their white colleagues. These imbalances - at least in the case of sex, primarily emerging from the quote habits of male authors - on a wide pregnant of the academic fields and tend to be depressed deep over time, as quotes attract prestige, and then more quotes into a special Feedback loop of the perpetuted privilege.
"I think most people are unaware of sex when they cite papers, unless they know the person they quote," Rowson said. "But whether people recognize or not, these bias voltages exist, and though a small number of people reinforce them, they will be increased and enlarged."
Structural inequalities and conscious and unconscious prejudices have formed the faculties of the university in which women and color faculties are underrepresented - especially among the older researchers whose work usually attracts most citations. Partially, differences in quotes reflect the formal and informal professional networks that strengthen these demographic differences - people tend to quote people they know. Stereotypes, the women and color of the color as less innovative, can also lead to a unconscious devaluation of their contributions.
Since the faculties diversify, efforts to promote parity in quotes can help to give newer researchers from under-represented groups another field.
"The main goal is to bring people to see this as a problem," said Duma. "If the authors of unintentional preload become aware in which they cite and referenced, we will help to make progress."
Quotes have recently started to draw as a signal of inequality. In 2020, the former BMES President Lori settlement discovered in the magazine Neuron . She shared the article shared by a biomedical engineer at the University of Pennsylvania with the BMES publication committee. Naomi Chesler Committee chair, Professor of Biomedical Engineering at the University of California, Irvine and Director of the Edwards LifeSciens Center for Advanced Cardiovascular Technologies, suggested something similar in the four magazines of society - cellular and molecular bioengineering, cardiovascular engineering & technology, Biomedical, implement engineering and annals.
"As a company, BMES is the path in the promotion of diversity, equity and inclusion in parent fields from the longtime women in BMES Social (now for lunch), on the celebration of minority events and the dessert round of the minors," Chessler said . "I am proud that we have taken this next step to raise awareness of quote inequalities, and hopefully recognize the important work of women, black and indigenous people as well as the color of color in our field."
Duma and Rowson pointed out that the biomedical engineering, which has a higher proportion of women than most engineering fields, is a natural origin for some of these efforts: if the field itself is more diverse, then - in theoretical quote lists can also be.
"It's a bit easier for us to take this step forward," said Rowson.
The BMES editorial board developed a plan that the authors gave some latitude as one approached the problem. Although a quote diversity explanation is not required, it is funded and authors who submit one has two options. The first is a general statement that confirms the bias in quote practices and states that the authors have worked to avoid it.
The second option modeled according to the statement proposed by the neuron paper is more detailed. In this version, the author would complement the basic explanation with a quantitative analysis, which assess the percentage of these quotes of the quotes of the paper of under-represented groups over gender, race and ethnicity.
Plug these numbers can be challenging. Some magazines and academic presses begin to offer authors the ability to provide their own demographic information that will make these metrics easier to pursue. However, diversity analyzes are mostly based on public databases that correlate names with social media profiles, elimination roles, and other datasets that can list gender, race, or ethnicity. These sources are not faulty, and often capture categories such as non-non-luminous sexes and mixed race identities. And the analysis itself is cumbersome because Duma was discovered when he tried it for one of his own papers - "It takes days," he said.
authors who could be deterred by these factors can involve themselves for only the generic explanation - what Duma said, but that achieves the main objective of increasing the problem.
"What is important is that people at least recognize it," he said. "It begins the discussion and begins the process to become aware of the citation parity in the context of larger discussions, which we have diversity and inclusion in the scientific community."
Move diversity to the bibliographies of academic manuscripts to reflect exactly who does influential work is not a solution for systemic inequalities in research. By shining a light on inequalities, which are usually invisible, convincing authors and readers to calculate with them a manuscript at the same time with them, it can help him get away.
"If people are not quoted, this will really influence if they can get financial resources and other resources," said Rowson. "It's more than a number - it affects people's career."
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