Associate Professor of Microbiology
University of Texas Southwestern Medical Center
1. Know that you are biased. Identify your biases.
We all have biases and many of them are unconscious. You can discover your own biases using online social attitude tests developed by Project Implicit, a non-profit organization affiliated with Harvard University. The Gender-Science Implicit Association Test is particularly relevant here. It turns out that I have moderate bias linking science with males, as well as other biases. Knowing this fact has been extremely important. It is very difficult to alter unconscious bias, but it is easy to understand that you are biased and edit your actions accordingly. For example, if I need to make a list of potential speakers or authors quickly, the list will be of senior men from the United States. The key is to spend time EDITING the list to ensure diversity.
2. Keep track of numbers.
Most individuals in leadership positions are not seeking to exclude women or other groups from plenary talks, career opportunities, etc. Instead, they simply forget to count. They forget to keep track of gender ratio and other types of diversity. They forget to edit. When leaders/organizers have diversity in mind, diversity is relatively easy to achieve. Two examples illustrate this point:
1) Vincent Racaniello is President of the American Society for Virology and his goal was to put together an outstanding and diverse group of plenary speakers for the annual meeting in 2015. He asked for speaker suggestions via emails and Twitter (https://twitter.com/profvrr). He made a list and he edited it. The result? The best representation of female scientists at a conference I have ever seen--- 50% of the plenary speakers at ASV this year are female.