America’s scientific community must dismantle systemic barriers that disadvantage racial and ethnic minorities from thriving in the various science fields, urges a new report released Feb. 14 from the National Academies of Sciences, Engineering, and Medicine .

“Organizations should take active, intentional steps to dismantle policies, practices, and cultures that confer power and privilege to White people over others,” reads a statement from the National Academies, a private, nonprofit that advises the nation on issues related to science and technology.

America’s minority population is increasing but that growth isn’t reflected in science, technology, engineering, mathematics, and medicine (STEMM) education and careers, the report underscores.

“The root cause of these gaps does not reflect the abilities or interests of individuals; rather, evidence shows that minoritized individuals have faced numerous systemic barriers, including macro-level policies and practices that have negatively impacted their access, representation, and ability to thrive in STEMM careers. Racial bias at the individual and interpersonal levels also impedes STEMM careers for people from minoritized groups,” the statement reads.

To bring about meaningful change, the report recommends a multitiered approach at the individual, team and organizational levels.

White men are typically the gatekeepers at institutions, according to the report. They make key decisions about access to resources and even determining who is included in STEMM.

But gatekeepers often have racial biases and social motives that keep the white status quo intact, the report says. Since their biases can be unconscious, they may be unable to self-monitor their decision making.

The report recommends creating accountability systems to identify bias patterns, including collecting data on the gatekeeper’s hiring, admission, promotion and tenure decisions.

At the team level, organizations should go beyond thinking that simply including people of color on research teams is enough for positive performance outcomes, the report says. Managers must be intentional about creating a work environment in which all team members are equally supported, heard and respected.

Presidents and CEOs have tremendous influence on the culture of their organizations. That’s why the report urges them to take an active role in shaping the norms, values and practices of their institutions.

“The concepts of antiracism, diversity, equity, and inclusion are not goals for which a simple checklist will indicate success,” Gilda Barabino, president of Olin College of Engineering and co-chair of the committee that wrote the report said.

“Rather, the goal is to create environments that focus on inclusive excellence, where all participants have access to educational and professional opportunities, feel included, and have the resources to actualize their full potential. STEMM organizations will require ongoing leadership, resources, and commitment to ensure that these values become part of an intentionally maintained organizational culture.”