PSBJ Women Who Lead

The warm Caribbean breeze greets me upon arrival at the bright blue home, with its chipped wood walls, straw roof, and open spaces.

Here, where my mother and her 15 siblings were raised, full of joyous Latinos offering the comfort of deep island roots, is where I frequent in my mind to feel fully connected to generations before me.

Owning my background as a descendant of Dominican immigrants, a first-generation New Yorker and college graduate, a mother and a wife, instead of editing myself to fit more traditional professional norms, allows me to offer genuinely diverse viewpoints and approaches. Showing up as my authentic self is how I contribute to an inclusive environment, which has proven necessary for retaining diverse talent across industries.

I’ve dedicated my career to supporting cancer research, a space traditionally lacking diversity in its highest ranks. Despite an increasing diverse population across the nation, less than 11 percent of researchers are within underrepresented groups. This deficit has real implications on our ability to prevent and treat disease. In biomedical research, diversity enhances the types of questions we ask and how we ask them, making our work relevant to more people. As disparities in cancer incidence and outcomes continue to impact underserved populations, our ability to prevent and treat disease will be increasingly tied to our ability to make an impact on these populations.

There have been significant resources dedicated to increasing diversity in the sciences. At the Fred Hutchinson Cancer Research Center, this investment has resulted in visible increases in the number of students of color on our campus. Across academia, the biggest change still needed is shifting the traditional mindsets driving recruitment at the highest levels. In the past year, Fred Hutch has launched efforts to shift recruiting approaches, from looking at the same traditional ponds, to finding applicants that have taken unconventional paths. Instead of recruiting regardless of differences, intentionally seeing and honoring differences to meet the needs of diverse applicants.

Fred Hutch recently became the first U.S. cancer center to join a growing coalition pledging to advance diversity and inclusion as part of CEO Action for Diversity & Inclusion, joining over 270 CEOs nationwide. These intentional efforts within organizations are what will change the success of women and minorities in biosciences.

Visible examples of respected, diverse colleagues are needed to show the reality, not just the possibility, of success. When we go beyond inviting diversity in, to truly create spaces where diversity can thrive, a sustainable shift in communities included in research can be possible.

I hold myself accountable to contributing to creating inclusive spaces, to develop others and to spark growth.

I understand the privilege I hold in my position and leverage it to mentor employees and create opportunities for people of color.

I see every hire as an opportunity to change a life and take that very seriously.

I challenge others to consider their impact.

Consider what pictures are on your walls? How are you contributing to ideals of success? Are you hiring those that were trained like you and have experiences like yours? If we own our privilege, each of us can contribute to creating inclusive environments.

As minorities, our unique voices set us apart. Owning them add value to our organizations. Show them your value. Show them your authentic voice. Don’t act like the exception. Step into your power with intention and re-define what success can look like.

This is how we spark innovation and tackle the biggest threats to our city, state, national, and global health.