Tag Archives: scientific training

Safety in academic chemistry labs (with some thoughts on incentives).

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Earlier this month, Chemjobber and I had a conversation that became a podcast. We covered lots of territory, from the Sheri Sangji case, to the different perspectives on lab safety in industry and academia, to broader questions about how to make attention to safety part of the culture of chemistry. Below is a transcript of a piece of that conversation (from about 07:45 to 19:25). I think there are some relevant connections here to my earlier post about strategies for delivering ethics training — a post which Jyllian Kemsley notes may have some lessons for safety-training, too.

Chemjobber: I think, academic-chemistry-wise, we might do better at looking out after premeds than we do at looking out after your typical first year graduate student in the lab.

Janet: Yeah, and I wonder why that is, actually, given the excess of premeds. Maybe that’s the wrong place to put our attention.* But maybe the assumption is that, you know, not everyone taking a chemistry lab course is necessarily going to come into the lab knowing everything they need to know to be safe. And that’s probably a safe assumption to make even about people who are good in chemistry classes. So, that’s one of those things that I think we could do a lot better at, just recognizing that there are hazards and that people who have never been in these situations before don’t necessarily know ho to handle them.

Chemjobber: Yeah, I agree. I don’t know what the best way is to make sure to inculcate that sort of lab safety stuff into graduate school. Because graduate school research is supposed to be kind of free-flowing and spontaneous — you have a project and you don’t really know where it’s going to lead you. On the other hand, a premed organic chemistry class is a really artificial environment where there is an obvious beginning and an obvious end and you stick the safety discussion right at the beginning. I remember doing this, where you pull out the MSDS that’s really scary sounding and you scare the pants off the students.

Janet: I don’t even think alarming them is necessarily the way to go, but just saying, hey, it matters how you do this, it matters where you do this, this is why it matters.

Chemjobber: Right.

Janet: And I guess in research, you’re right, there is this very open-ended, free-flowing thing. You try to build knowledge that maybe doesn’t exist yet. You don’t know where it’s going to go. You don’t necessarily know what the best way to build that knowledge is going to be. I think where we fall short sometimes is that there may be an awful lot of knowledge out there somewhere, that if you take this approach, with these techniques or with these chemicals, here are some dangers that are known. Here are some risks that someone knows about. You may not know them yet, but maybe we need to do better in the conceiving-of-the-project stage at making that part of the search of prior literature. Not just, what do we know about this reaction mechanism, but what do we know about the gnarly reagents you need to be able to work with to pursue a similar kind of reaction.

Chemjobber: Yeah. My understanding is that in the UK, before you do every experiment, there’s supposed to be a formalized written risk analysis. UK listeners can comment on whether those actually happen. But it seems like they do, because, you know, when you see online conversation of it, it’s like, “What? You guys don’t do that in the US?” No, we don’t.

Janet: There’s lots of things we don’t do. We don’t have a national health service either.

Chemjobber: But how would you make the bench-level researcher do that risk analysis? How does the PI make the bench-level researcher do that? I don’t know. … Neal Langerman is a prominent chemical safety expert. Beryl Benderly is somebody who writes on the Sheri Sangji case who’s talked about this, which is that basically that we should fully and totally incentivize this by tying academic lab safety to grants and tenure. What do you think?

Janet: I think that the intuition is right that if there’s not some real consequence for not caring about safety, it’s going to be the case that some academic researchers, making a rational calculation about what they have to do and what they’re going to be rewarded on and what they’re going to be punished for, are going to say, this would be nice in a perfect world. But there really aren’t enough hours in the day, and I’ve got to churn out the data, and I’ve got to get it analyzed and get the manuscript submitted, especially because I think that other group that was working on something like this might be getting close, and lord knows we don’t want to get scooped — you know, if there’s no consequence for not doing it, if there’s no culture of doing it, if there’s no kind of repercussion among their peers and their professional community for not doing it, a large number of people are going to make the rational calculation that there’s no point in doing it.

Chemjobber: Yeah.

Janet: Maybe they’ll do it as a student exercise or something, but you know what, students are pretty clever, and they get to a point where they actually watch what the PI who is advising them does, and form something like a model of “this is what you need to do to be a successful PI”. And all the parts of what their PI does that are invisible to them? At least to a first approximation, those are not part of the model.

Chemjobber: Right. I’ve been on record as saying that I find tying lab safety to tenure especially to be really dangerous, because you’re giving an incredible incentive to hide incidents. I mean, “For everybody’s sake, sweep this under the rug!” is what might come of this. Obviously, if somebody dies, you can’t hide that.

Janet: Hard to hide unless you’ve got off-the-books grad students, which … why would you do that?

Chemjobber: Are you kidding? There’s a huge supply of them already! But, my concern with tying lab safety to tenure is that I have a difficult time seeing how you would make that a metric other than, if you’ve reported an accident, you will not get tenure, or, if you have more than two accidents a year, you will not get tenure. For the marginal cases, the incentive becomes very high to hide these accidents.

Janet: Here’s a way it might work, though — and I know this sort of goes against the grain, since tenure committees much prefer something they can count to things they have to think about, which is why the number of publications and the impact factor becomes way more important somehow than the quality or importance of the publications as judged by experts in the field. But, something like this might work: if you said, what we’re going to look at in evaluating safety and commitment to safety for your grants and tenure is whether you’ve developed a plan. We’re going to look at what you’ve done to talk with the people in your lab about the plan, and at what you’ve done to involve them in executing the plan. So we’re going to look at it as maybe a part of your teaching, a part of your mentoring — and here, I know some people are going to laugh, because mentoring is another one of those things that presumably is supposed to be happening in academic chemistry programs, but whether it’s seriously evaluated or not, other than by counting the number of students who you graduate per year, is … you know, maybe it’s not evaluated as rigorously as it might be. But, if it became a matter of “Show us the steps you’re taking to incorporate an awareness and a seriousness about safety into how you train these graduate students to be grown-up chemists,” that’s a different kind of thing from, “Oh, and did you have any accidents or not?” Because sometimes the accidents are because you haven’t paid attention at all to safety, but sometimes the accidents are really just bad luck.

Chemjobber: Right.

Janet: And you know, maybe this isn’t going to happen every place, but at places like my university, in our tenure dossiers, they take seriously things like grant proposals we have written as part of our scholarly work, whether or not they get funded. You include them so the people evaluating your tenure dossier can evaluate the quality of your grant proposal, and you get some credit for that work even if it’s a bad pay-line year. So a safety plan and evidence of its implementation you might get credit for even if it’s been a bad year as far as accidents.

Chemjobber: I think that’s fair. You know, I think that everybody hopes that with a high-stakes thing like tenure, there’s lots of “human factor” and relatively little number-crunching.

Janet: Yeah, but you know, then you’re on the committee that has to evaluate a large number of dossiers. Human nature kicks in and counting is easier than evaluating, isn’t it?

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* Let the record reflect that despite our joking about “excesses” of premeds, neither I nor Chemjobber have it in for premeds. Especially so now that neither of us is TAing a premed course.

Getting scientists to take ethics seriously: strategies that are probably doomed to failure.

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As part of my day-job as a philosophy professor, I regularly teach a semester-long “Ethics in Science” course at my university. Among other things, the course is intended to help science majors figure out why being ethical might matter to them if they continue on their path to becoming working scientists and devote their careers to the knowledge-building biz.

And, there’s a reasonable chance that my “Ethics in Science” course wouldn’t exist but for strings attached to training grants from federal funding agencies requiring that students funded by these training grants receive ethics training.

The funding agencies demand the ethics training component largely in response to high profile cases of federally funded scientists behaving badly on the public’s dime. The bad behavior suggests some number of working scientists who don’t take ethics seriously. The funders identify this as a problem and want the scientists who receive grants from them to take ethics seriously. But the big question is how to get scientists to take ethics seriously.

Here are some approaches to that problem that strike me as unpromising:

  • Delivering ethical instruction that amounts to “don’t be evil” or “don’t commit this obviously wrong act”. Most scientists are not mustache-twirling villains, and few are so ignorant that they wouldn’t know that the obviously wrong acts are obviously wrong. If ethical training is delivered with the subtext of “you’re evil” or “you’re dumb,” most of the scientists to whom you’re delivering it will tune it out, since you’re clearly talking to someone else.
  • Reducing ethics to a laundry list of “thou shalt not …” Ethics is not simply a matter of avoiding bad acts — and the bad acts are not bad simply because federal regulations or your compliance officer say they are bad. There is a significant component of ethics concerned with positive action — doing good things. Presenting ethics as results instead of a process — as a set of things the ethics algorithm says you shouldn’t do, rather than a set of strategies for evaluating the goodness of various courses of action you might pursue — is not very engaging. Besides, you can’t even count on this approach for good results, since refraining from particular actions that are expressly forbidden is no guarantee you won’t find some not-expressly-forbidden action that’s equally bad.
  • Presenting ethics as something you have to talk about because the funders require that you talk about it. If you treat the ethics-talk as just a string attached to your grant money, but something with which you wouldn’t waste your time otherwise, you’re identifying attention to ethics as a thing that gets in the way of research rather as something that supports research. Once you’ve fulfilled the requirement to have the ethics-talk, would you ever revisit ethics, or would you just get down to the business of research?
  • Segregating attention to ethics in a workshop, class, or training session. Is ethics something the entirety of which you can “do” in a few hours, or even a whole semester? That’s the impression scientific trainees can get from an ethics training requirement that floats unconnected from any discussion with the people training them about how to be a successful scientist. Once you’re done with your training, then, you’re done — why think about ethics again?
  • Pointing trainees to a professional code, the existence of which proves that your scientific discipline takes ethics seriously. The existence of a professional code suggests that someone in your discipline sat down and tried to spell out ethical standards that would support your scientific activities, but the mere existence of a code doesn’t mean the members of your scientific community even know what’s in that code, nor that they behave in ways that reflect the commitments put forward by it. Walking the walk is different from talking the talk — and knowing that there is a code, somewhere on your professional society’s website, that you could find if you Googled it probably doesn’t even rise to the level of talking the talk.
  • Delivering ethical training with the accompanying message that scientists who aren’t willing to cut ethical corners are at a competitive career disadvantage, and that this is just how things are. Essentially, this creates a situation where you tell trainees, “Here’s how you should behave … unless you’re really up against it, at which point you should be smart and drop the ethics to survive in this field.” And, what motivated trainee doesn’t recognize that she’s always up against it? It is important, I think, to recognize that unethical behavior is often motivated at least in part by a perception of extreme career pressures rather than by the inherent evil of the scientist engaging in that behavior. But noting the competitive advantage available for cheaters only to throw up your hands and say, “Eh, what are you going to do?” strikes me as a shrugging off of responsibility. At a minimum, members of a scientific community ought to reflect upon and discuss whether the structures of career rewards and career punishments incentivize bad behavior. If they do, members of the community probably have a responsibility to try to change those structures of career rewards and career punishments.

Laying out approaches to ethics training that won’t help scientists take ethics seriously might help a trainer avoid some pitfalls, but it’s not the same as spelling out approaches that are more likely to work. That’s a topic I’ll take up in a post to come.

Whither mentoring?

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Drugmonkey takes issue with the assertion that mentoring is dead*:

Seriously? People are complaining that mentoring in academic science sucks now compared with some (unspecified) halcyon past?

Please.

What should we say about the current state of mentoring in science, as compared to scientific mentoring in days of yore? Here are some possibilities:

Maybe there has been a decline in mentoring.

This might be because mentoring is not incentivized in the same way, or to the same degree, as publishing, grant-getting, etc. (Note, though, that some programs require evidence of successful mentoring for faculty promotion. Note also that some funding mechanisms require that the early-career scientist being funded have a mentor.)

Or it might be because no one trained the people who are expected to mentor (such as PIs) in how to mentor. (In this case, though, we might take this as a clue that the mentoring these PIs received in days of yore was not so perfect after all.)

Or, it might be that mentoring seems to PIs like a risky move given that it would require too much empathetic attachment with the trainees who are also one’s primary source of cheap labor, and whose prospects for getting a job like the PI’s are perhaps nowhere near as good as the PI (or the folks running the program) have led the trainees to believe.

Or, possibly PIs are not mentoring so well because the people they are being asked to mentor are increasingly diverse and less obviously like the PIs.

Maybe mentoring is no worse than it has ever been.

Perhaps it has always been a poorly defined part of the advisor’s job duties, not to mention one for which hardly anyone gets formal training in how to do. Moreover, the fact that it may depend on inclination and personal compatibility might make it more chancy than things like joining a lab or writing a dissertation.

Maybe mentoring has actually gotten better than it used to be.

It’s even possible that increased diversity in training populations might tend to improve mentoring by forcing PIs to be more conscious of their interactions (since they recognize that the people they are mentoring are not just like them). Similarly, awareness that trainees are facing a significantly different employment landscape than the one the mentor faced might help the mentor think harder about what kind of advice could actual be useful.

Here, I think that we might also want to recognize the possibility that what has changed is not the level of mentoring being delivered, but rather the expectations the trainees have for what kind of mentoring they should receive.

Pulling back from the question of whether mentoring has gotten better, worse, or stayed the same, there are two big issues that prevent us from being able to answer that question. One is whether we can get our hands on sensible empirical data to make anything like an apples-to-apples comparison of mentoring in different times (or, for that matter, in different places). The other is whether we’re all even talking about the same thing when we’re holding forth about mentoring and its putative decline.

Let’s take the second issue first. What do we have in mind when we say that trainees should have mentors? What exactly is it that they are supposed to get out of mentoring.

Vivian Weil [1], among others, points us to the literary origin of the term mentor, and the meanings this origin suggests, in the relationship between the characters Mentor and Telemachus in Homer’s epic poem, the Odyssey. Telemachus was the son of Odysseus; his father was off fighting the Trojan war, and his mother was busy fending off suitors (which involved a lot of weaving and unweaving), so the kid needed a parental surrogate to help him find his way through a confusing and sometimes dangerous world. Mentor took up that role.**

At the heart of mentoring, Weil argues, is the same kind of commitment to protect the interests of someone just entering the world of your discipline, and to help the mentee to develop skills sufficient to take care of himself or herself in this world:

All the activities of mentoring, but especially the nurturing activities, require interacting with those mentored, and so to be a mentor is to be involved in a relationship. The relationships are informal, fully voluntary for both members, but at least initially and for some time thereafter, characterized by a great disparity of experience and wisdom. … In situations where neophytes or apprentices are learning to “play the game”, mentors act on behalf of the interests of these less experienced, more vulnerable parties. (Weil, 473)

In the world of academic science, the guidance a mentor might offer would then be focused on the particular challenges the mentee is likely to face in graduate school, the period in which one is expected to make the transition from being a learner of scientific knowledge to being a maker of new knowledge:

On the traditional model, the mentoring relationship is usually thought of as gradual, evolving, long-term, and involving personal closeness. Conveying technical understanding and skills and encouraging investigative efforts, the mentor helps the mentee move through the graduate program, providing feedback needed for reaching milestones in a timely fashion. Mentors interpret the culture of the discipline for their mentees, and help them identify good practices amid the complexities of the research environment. (Weil, 474)

A mentor, in other words, is a competent grown-up member of the community in which the mentee is striving to become a grown-up. The mentor understands how things work, including what kinds of social interactions are central to conducting research, critically evaluating knowledge claims, and coordinating the efforts of members of the scientific community more generally.

Weil emphasizes that the the role of mentor, understood in this way, is not perfectly congruent with the role of the advisor:

While mentors advise, and some of their other activities overlap with or supplement those of an advisor, mentors should not be confused with advisors. Advising is a structured role in graduate education. Advisors are expected to perform more formal and technical functions, such as providing information about the program and degree requirements and periodic monitoring of advisees’ progress. The advisor may also have another structured role, that of research (dissertation) director, for advisors are often principal investigators or laboratory directors for projects on which advisees are working. In the role of research director, they “may help students formulate research projects and instruct them in technical aspects of their work such as design, methodology, and the use of instrumentation.” Students sometimes refer to the research or laboratory director as “boss”, conveying an employer/employee relationship rather than a mentor/mentee relationship. It is easy to see that good advising can become mentoring and, not surprisingly, advisors sometimes become mentors. Nevertheless, it is important to distinguish the institutionalized role of advisor from the informal activities of a mentor. (Weil, 474)

Mentoring can happen in an advising relationship, but the evaluation an advisor needs to do of the advisee may be in tension with the kind of support and encouragement a mentor should give. The advisor might have to sideline an advisee in the interests of the larger research project; the mentor would try to prioritize the mentee’s interests.

Add to this that the mentoring relationship is voluntary to a greater degree than the advising relationship (where you have to be someone’s advisee to get through), and the interaction is personal rather than strictly professional.

Among other things, this suggests that good advising is not necessarily going to achieve the desired goal of providing good mentoring. It also suggests that it’s a good idea to seek out multiple mentors (e.g., so in situations where an advisor cannot be a mentor due to the conflicting duties of the advisor, another mentor without these conflicts can pick up the slack).

So far, we have a description of the spirit of the relationship between mentor and mentee, and a rough idea of how that relationship might advance the welfare of the mentee, but it’s not clear that this is precise enough that we could use it to assess mentoring “in the wild”.

And surely, if we want to do more than just argue based on subjective anecdata about how mentoring for today’s scientific trainees compares to the good old days, we need to find some way to be more precise about the mentoring we have in mind, and to measure whether it’s happening. (Absent a time machine, or some stack of data collected on mentoring in the halcyon past, we probably have to acknowledge that we just don’t know how past mentoring would have measured up.)

A faculty team from the School of Nursing at Johns Hopkins University, led by Roland A. Berk [2], grappled with the issue of how to measure whether effective mentoring was going on. Here, the mentoring relationships in question were between more junior and more senior faculty members (rather than between graduate students and faculty members), and the impetus for developing a reliable way to measure mentoring effectiveness was the fact that evidence of successful mentoring activities was a criterion for faculty promotion.

Finding no consistent definition of mentoring in the literature on medical faculty mentoring programs, Berk et al. put forward this one:

A mentoring relationship is one that may vary along a continuum from informal/short-term to formal/long-term in which faculty with useful experience, knowledge, skills, and/or wisdom offers advice, information, guidance, support, or opportunity to another faculty member or student for that individual’s professional development. (Note: This is a voluntary relationship initiated by the mentee.) (Berk et al., 67)

Then, they spelled out central responsibilities within this relationship:

[F]aculty must commit to certain concrete responsibilities for which he or she will be held accountable by the mentees. Those concrete responsibilities are:

  • Commits to mentoring
  • Provides resources, experts, and source materials in the field
  • Offers guidance and direction regarding professional issues
  • Encourages mentee’s ideas and work
  • Provides constructive and useful critiques of the mentee’s work
  • Challenges the mentee to expand his or her abilities
  • Provides timely, clear, and comprehensive feedback to mentee’s questions
  • Respects mentee’s uniqueness and his or her contributions
  • Appropriately acknowledges contributions of mentee
  • Shares success and benefits of the products and activities with mentee

(Berk et al., 67)

These were then used to construct a “Mentorship Effectiveness Scale” that mentees could use to share their perceptions of how well their mentors did on each of these responsibilities.

Here, one might raise concerns that there might be a divergence between how effective a mentee thinks the mentor is in each of these areas and how effective the mentor actually is. Still, tracking the perceptions of the mentees with the instrument developed by Berk et al. provides some kind of empirical data. In discussions about whether mentoring is getting better or worse, such data might be useful.

And, if this data isn’t enough, it should be possible to work out strategies to get the data you want: Survey PIs to see what kind of mentoring they want to provide and how this compares to what kind of mentoring they feel able to provide. (If there are gaps here, follow-up questions might explore the perceived impediments to delivering certain elements of mentoring.) Survey the people running graduate programs to see what kind of mentoring they think they are (or should be) providing and what kind of mechanisms they have in place to ensure that if it doesn’t happen informally between the student and the PI, it’s happening somewhere.

To the extent that successful mentoring is already linked to tangible career rewards in some places, being able to make a reasonable assessment of it seems appropriate.

It’s possible that making it a standard thing to evaluate mentoring and to tie it to tangible career rewards (or penalties, if one does an irredeemably bad job of it) might help focus attention on mentoring as an important thing for grown-up members of the scientific community to do. This might also lead to more effort to help people learn how to mentor effectively and to offer support and remediation for people whose mentoring skills are not up to snuff.

But, I have a worry (not a huge one, but not nanoscale either). Evaluation of effective mentoring seems to rely on breaking out particular things the mentor does for the mentee, or particular kinds of interactions that take place between the two. In other words, the assessment tracks measurable proxies for a more complicated relationship.

That’s fine, but there’s a risk that a standardized assessment might end up reducing the “mentorship” that mentors offer, and that mentees seek, to these proxies. Were this to happen, we might lose sight of the broader, richer, harder-to-evaluate thing that mentoring can be — an entanglement of interests, a transmission of wisdom, and of difficult questions, and of hopes, and of fears, in what boils down to a personal relationship based on a certain kind of care.

The thing we want the mentorship relationship to be is not something that you could force two people to be in — any more than we could force two people to be in love. We feel the outcomes are important, but we cannot compel them.

And obviously, the assessable outcomes that serve as proxies for successful mentoring are better than nothing. Still, it’s not unreasonable for us to hope for more as mentees, nor to try to offer more as mentors.

After all, having someone on the inside of the world of which you are trying to become a part, someone who knows the way and can lead you through, and someone who believes in you and your potential even a little more than you believe in them yourself, can make all the difference.

_____
*Drugmonkey must know that my “Ethics in Science” class will be discussing mentoring this coming week, or else he’s just looking for ways to distract me from grading.

**As it happened, Mentor was actually Athena, the goddess of wisdom and war, in disguise. Make of that what you will.

[1] Weil, V. (2001) Mentoring: Some Ethical Considerations. Science and Engineering Ethics. 7 (4): 471-482.

[2] Berk, R. A., Berg, J., Mortimer, R., Walton-Moss, B., and Yeo, T. P. (2005) Measuring the Effectiveness of Faculty Mentoring Relationships. Academic Medicine. 80: 66-71.

What does a Ph.D. in chemistry get you?

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A few weeks back, Chemjobber had an interesting post looking at the pros and cons of a PhD program in chemistry at a time when job prospects for PhD chemists are grim. The post was itself a response to a piece in the Chronicle of Higher Education by a neuroscience graduate student named Jon Bardin which advocated strongly that senior grad students look to non-traditional career pathways to have both their Ph.D.s and permanent jobs that might sustain them. Bardin also suggested that graduate students “learn to approach their education as a series of learning opportunities rather than a five-year-long job interview,” recognizing the relative luxury of having a “safe environment” in which to learn skills that are reasonably portable and useful in a wide range of career trajectories — all while taking home a salary (albeit a graduate-stipend sized one).

Chemjobber replied:

Here’s what I think Mr. Bardin’s essay elides: cost. His Ph.D. education (and mine) were paid for by the US taxpayer. Is this the best deal that the taxpayer can get? As I’ve said in the past, I think society gets a pretty good deal: they get 5+ years of cheap labor in science, (hopefully) contributions to greater knowledge and, at the end of the process, they get a trained scientist. Usually, that trained scientist can go on to generate new innovations in their independent career in industry or academia. It’s long been my supposition that the latter will pay (directly and indirectly) for the former. If that’s not the case, is this a bargain that society should continue to support? 

Mr. Bardin also shows a great deal of insouciance about the costs to himself: what else could he have done, if he hadn’t gone to graduate school? When we talk about the costs of getting a Ph.D., I believe that we don’t talk enough about the sheer length of time (5+ years) and what other training might have been taken during that time. Opportunity costs matter! An apprenticeship at a microbrewery (likely at a similar (if not higher) pay scale as a graduate student) or a 1 or 2 year teaching certification process easily fits in the half-decade that most of us seem to spend in graduate school. Are the communications skills and the problem-solving skills that he gained worth the time and the (opportunity) cost? Could he have obtained those skills somewhere else for a lower cost? 

Chemjobber also note that while a Ph.D. in chemistry may provide tools for range of careers, actually having a Ph.D. in chemistry on your resume is not necessarily advantageous in securing a job in one of those career.

As you might imagine this is an issue to which I have given some thought. After all, I have a Ph.D. in chemistry and am not currently employed in a job that is at all traditional for a Ph.D. in chemistry. However, given that it has been nearly two decades since I last dipped a toe into the job market for chemistry Ph.D.s, my observations should be taken with a large grain of sodium chloride.

First off, how should one think of a Ph.D. program in chemistry? There are many reasons you might value a Ph.D. program. A Ph.D. program may be something you value primarily because it prepares you for a career of a certain sort. It may also be something you value for what it teaches you, whether about your own fortitude in facing challenges, or about how the knowledge is built. Indeed, it is possible — maybe even common — to value your Ph.D. program for more than one of these reasons at a time. And some weeks, you may value it primarily because it seemed like the path of least resistance compared to landing a “real job” right out of college.

I certainly don’t think it’s the case that valuing one of these aspects of a Ph.D. program over the others is right or wrong. But …

Economic forces in the world beyond your graduate program might be such that there aren’t as many jobs suited to your Ph.D. chemist skills as there are Ph.D. chemists competing for those jobs. Among other things, this means that earning a Ph.D. in chemistry does not guarantee you a job in chemistry on the other end.

To which, as the proud holder of a Ph.D. in philosophy, I am tempted to respond: join the club! Indeed, I daresay that recent college graduates in many, many majors have found themselves in a world where a bachelors degree guarantees little except that the student loans will still need to be repaid.

To be fair, my sense is that the mismatch between supply of Ph.D. chemists and demand for Ph.D. chemists in the workplace is not new. I have a vivid memory of being an undergraduate chemistry major, circa 1988 or 1989, and being told that the world needed more Ph.D. chemists. I have an equally vivid memory of being a first-year chemistry graduate student, in early 1990, and picking up a copy of Chemical & Engineering News in which I read that something like 30% too many Ph.D. chemists were being produced given the number of available jobs for Ph.D. chemists. Had the memo not reached my undergraduate chemistry professors? Or had I not understood the business model inherent in the production of new chemists?

Here, I’m not interested in putting forward a conspiracy theory about how this situation came to be. My point is that even back in the last millennium, those in the know had no reason to believe that making it through a Ph.D. program in chemistry would guarantee your employment as a chemist.

So, what should we say about this situation?

One response to this situation might be to throttle production of Ph.D. chemists.

This might result in a landscape where there is a better chance of getting a Ph.D. chemist job with your Ph.D. in chemistry. But, the market could shift suddenly (up or down). Were this to happen, it would take time to adjust the Ph.D. throughput in response. As well, current PIs would have to adjust to having fewer graduate students to crank out their data. Instead, they might have to pay more technicians and postdocs. Indeed, the number of available postdocs would likely drop once the number of Ph.D.s being produced more closely matched the number of permanent jobs for holders of those Ph.D.s.

Needless to say, this might be a move that the current generation of chemists with permanent positions at the research institutions that train new chemists would find unduly burdensome.

We might also worry about whether the thinning of the herd of chemists ought to happen on the basis of bachelors-level training. Being a successful chemistry major tends to reflect your ability to learn scientific knowledge, but it’s not clear to me that this is a great predictor of how good you would be at the project of making new scientific knowledge.

In fact, the thinning of the herd wherever it happens seems to put a weird spin on the process of graduate-level education. Education, after all, tends to aim for something bigger, deeper, and broader than a particular set of job skills. This is not to say that developing skills is not an important part of an education — it is! But in addition to these skills, one might want an understanding of the field in which one is being educated and its workings. I think this is connected to how being a chemist becomes linked to our identity, a matter of who we are rather than just of what we do.

Looked at this way, we might actually wonder about who could be harmed by throttling Ph.D. program enrollments.

Shouldn’t someone who’s up for the challenge have that experience open to her, even if there’s no guarantee of a job at the other end? As long as people have accurate information with which to form reasonable expectations about their employment prospects, do we want to be paternalistic and tell them they can’t?

(There are limits here, of course. There are not unlimited resources for the training of Ph.D. chemists, nor unlimited slots in graduate programs, nor in the academic labs where graduate students might participate meaningfully in research. The point is that maybe these limits are the ones that ought to determine how many people who want to learn how to be chemists get to do that.)

Believe it or not, we had a similar conversation in a graduate seminar filled with first and second year students in my philosophy Ph.D. program. Even philosophy graduate students have an interest in someday finding stable employment, the better to eat regularly and live indoors. Yet my sense was that even the best graduate students in my philosophy Ph.D. program recognized that employment in a job tailor-made for a philosophy Ph.D. was a chancy thing. Certainly, there were opportunity costs to being there. Certainly, there was a chance that one might end up trying to get hired to a job for which having a PhD would be viewed as a disadvantage to getting hired. But the graduate students in my philosophy program had, upon weighing the risks, decided to take the gamble.

How exactly are chemistry graduate students presumed to be different here? Maybe they are placing their bets at a table with higher payoffs, and where the game is more likely to pay off in the first place. But this is still not a situation in which one should expect that everyone is always going to win. Sometimes the house will win instead.

(Who’s the house in this metaphor? Is it the PIs who depend on cheap grad-student labor? Universities with hordes of pre-meds who need chemistry TAs and lab instructors? The public that gets a screaming deal on knowledge production when you break it down in terms of price per publishable unit? A public that includes somewhat more members with a clearer idea of how scientific knowledge is built? Specifying the identity of the house is left as an exercise for the reader.)

Maybe the relevant difference between taking a gamble on a philosophy Ph.D. and taking a gamble on a chemistry Ph.D. is that the players in the latter have, purposely or accidentally, not been given accurate information about the odds of the game.

I think it’s fair for chemistry graduate students to be angry and cynical about having been misled as far as likely prospects for employment. But given that it’s been going on for at least a couple decades (and maybe more), how the hell is it that people in Ph.D. programs haven’t already figured out the score? Is it that they expect that they will be the ones awesome enough to get those scarce jobs? Have they really not thought far enough ahead to seek information (maybe even from a disinterested source) about how plausible their life plans are before they turn up at grad school? Could it be that they have decided that they want to be chemists when they grow up without doing sensible things like reading the blogs of chemists at various stages of careers and training?

Presumably, prospective chemistry grad students might want to get ahold of the relevant facts and take account of them in their decision-making. Why this isn’t happening is somewhat mysterious to me, but for those who regard their Ph.D. training in chemistry as a means to a career end, it’s absolutely crucial — and trusting the people who stand to benefit from your labors as a graduate student to hook you up with those facts seems not to be the best strategy ever.

And, as I noted in comments on Chemjobber’s post, the whole discussion suggests to me that the very best reason to pursue a Ph.D. in chemistry is because you want to learn what it is like to build new knowledge in chemistry, in an academic setting. Since being plugged into a particular kind of career (or even job) on the other end is a crap-shoot, if you don’t want to learn about this knowledge-building process — and want it enough to put up with long hours, crummy pay, unrewarding piles of grading, and the like — then possibly a Ph.D. program is not the best way to spend 5+ years of your life.

Crime, punishment, and the way forward: in the wake of Sheri Sangji’s death, what should happen to Patrick Harran?

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When bad things happen in an academic laboratory, what should happen to people who bear responsibility for those bad things — even if they didn’t mean for them to happen?

This is the broad question I’ve been thinking about in connection with the prosecution of chemistry professor Patrick Harran and UCLA in connection with the laboratory accident that killed Sheri Sangji. Potentially, Harran could face jail time, and there has been a good bit of discussion (as in these posts at Chemjobber) about whether that’s what he deserves.

I’ll be honest: I find myself uncomfortable weighing Harran’s actions (and inaction) as worthy of jail time or not, let alone assigning the appropriate number of months or years behind bars to punish him for Sheri Sangji’s death. And, other than satisfying our appetite for retribution, I am utterly unsure whether such a penalty in this case would help. I don’t know that it would do much to change the conditions and institutions that ought to be changed in the wake of this accident. (On the matter of changing institutions, read the excellent posts at ChemBark and Chemjobber.)

Sheri Sangji’s death should alert us that things need to change. Conditions in academic labs need to change. Attitudes and behaviors of PIs, students, and technicians need to change. University departments (which are both builders of knowledge and trainers of new scientists) need to change. What kind of resolution of the prosecution of Prof. Harran could bring about the needed changes?

The best way forward should keep lab accidents like the one that killed Sheri Sangji from happening again. Of course, if we’re talking about avoiding such lab accidents, we’re assuming this one was preventable through some combination of proper safety equipment and attire, training, supervision, and the like.

Jailing the PI would certainly get the attention of other PIs and would underline the message that they are responsible for safety in their labs, as well as for addressing deficiencies identified in safety inspections (and maybe even for identifying and addressing the deficiencies themselves). Maybe jailing the PI in this case would also make Sheri Sangji’s family feel that justice had been served.

But, jailing the PI here might also move him, and the larger problem of making research activities reliably non-lethal, out of the sight of the people who really need to be focused on learning the lesson here.

Maybe jail would make him appear like more of the monster; his lab must have been much worse than ours. Or maybe his absence from the academic research milieu might simply mean the other PIs would return their focus to the pressing problems of securing funding, generating data, and cranking out manuscripts. Perhaps their institutions would be stricter about future safety inspections, but the PIs would do what they needed to do to return to the business as usual. Given the extent to which universities rely on external grants secured by such scientific business-as-usual, it’s hard to imagine universities doing much to shake PIs out of this routine.

If we’re interested in justice that actually addresses the dangers of business as usual, I think there is another option we should explore.

I don’t think Prof. Harran should be allowed to continue with the lines of research he was pursuing when the accident in his lab claimed Sheri Sangji’s life. The way he conducted that research — the way he supervised activities and personnel — killed someone employed to advance the research. That’s a big enough strike to bench him and let other PIs play that knowledge-building zone.

Instead, Harran should devote the remainder of his career to creating a scientific culture — at UCLA and beyond — in which the safety of the people performing the experiments (and making the reagents, and fixing the equipment, and cleaning the glassware) is never sacrificed to the goal of getting more and faster results. His mission should be to communicate just how easy it was for a “good PI” to allow lapses in safe procedures, to assume students and staff will figure out how to be safe when using materials or techniques that are new to them, to find tasks more important than supervising lab work, to discourage questions about how to be safe.

This shouldn’t be a new service requirement on Harran in addition to his research and his teaching. This should be the core of his job.

He should not only grapple with the soul-searching a decent person does when he’s allowed conditions that have killed and underling, but also do that soul-searching in a space where the rest of the scientific community can participate and include themselves in the examination. Harran’s presence in this role — his active involvement with his department in this role — means that Sheri Sangji and the circumstances that killed her will not be forgotten.

Since research grants would be unlikely to pay for this new set of professorial professional responsibilities — and since UCLA likely bears some share of responsibility for creating the conditions that killed Sheri Sangji — UCLA should fully fund these new responsibilities of Harran’s position moving forward. As well, UCLA should provide what support is necessary to allow Harran’s colleagues (and students and other personnel in their labs) to adapt their own practices in ways that incorporate his lessons. And, it might have a meaningful impact if professional organizations like the American Chemical Society provided funds for Harran to travel and speak to others running academic labs about how to make them safer.

In short, my hunch is that the best way to achieve progress on safe conditions and practices (not to mention relationships in lab groups that help everyone promote safety) is not to separate Harran from his professional community but to return him to that community with a new mission. His new charge would be to help build a better business-as-usual.

It might not be the science career he envisioned, but I reckon it’s a job that needs doing. Harran now has ample first-hand knowledge of why it matters.

Everyday mentors: a tribute to Dr. James E. Lu Valle.

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People talk a lot about the importance of mentors, and scientific trainees are regularly encouraged to find strong mentors to help them find their way as they work to become grown-up scientists. Sometimes, though, mentoring doesn’t happen in explicit coaching sessions but in casual conversations. And sometimes, when you’re not looking for them, mentors find you.

Back in the spring and autumn of 1992, I was a chemistry graduate student starting to believe that I might actually get enough of my experiments to work to get my Ph.D. As such, I did what senior graduate students in my department were supposed to do: I began preparing myself to interview with employers who came to my campus (an assortment of industry companies and national labs), and I made regular visits to my department’s large job announcement binder (familiarly referred to as “The Book of Job”).

What optimism successes in the lab giveth, the daunting terrain laid out in “The Book of Job” taketh away.

It wasn’t just the announcements of postdoctoral positions (positions, I had been told, which provided the standard path by which to develop research experience in an area distinct from the one that was the focus of the doctoral research) that listed as prerequisites three or more years of research experience in that very area. The very exercise of trying to imagine myself meeting the needs of an academic department looking for a certain kind of researcher was … really hard. It sounded like they were all looking for researchers significantly more powerful than I felt myself to be at that point, and I wasn’t sure if it was realistic to expect that I could develop those powers.

I was having a crisis of faith, but I was trying to keep it under wraps because I was pretty sure that having that crisis was a sign that my skills and potential as a chemist were lacking.

It was during my regularly scheduled freak-out over the binder in the department lobby that I really got to know Dr. Lu Valle. While I was in the department, his official position was as a “visiting scholar”, but since he had been the director of undergraduate labs in the department for years before he retired, he wasn’t really visiting, he was at home. And Dr. Lu Valle took it upon himself to make me feel at home, too — not just in the department, but in chemistry.

It started with light conversation. Dr. Lu Valle would ask what new listings had turned up in the binder since the last time he had seen me. Then he’d ask about what kind of listings I was hoping would turn up there. Soon, we were talking about what kind of things I hoped for in a chemical career, and about what scared me in my imagination of a chemical career.

That he bothered to draw me out and let me talk about my fears made those fears a lot more manageable.

But Dr. Lu Valle went even further than just getting me to voice my fears. He reassured me that it was normal for good chemists to have these fears, and that everyone had to get across the chasm between knowing you could be a good student and believing you could be a successful grown-up scientist. And he took it as an absolute given that I could get across this chasm.

Now, I should note for the record that my advisor did much to encourage me (along with pressing me to think harder, to make sure my data was as good as it could be, to anticipate flaws in my interpretations, and so forth). But the advisor-advisee relationship can be fraught. When you’ve been busting your hump in the lab, showing weakness of any sort in your interactions with your PI can feel, viscerally, like a bad idea. I think that for a good stretch of time in my graduate lab, I put a spin on many of my interactions with my PI that was significantly more optimistic than I felt inside. (Then, I worked like mad so that my optimistic projections of what I would be able to accomplish had a reasonable chance of coming true.)

Being able to voice some of my worries to a senior chemist who didn’t need me to make headway on one of his research projects — and for whom reassuring me wasn’t part of the official job description — really helped. Dr. Lu Valle didn’t need to mentor me. He didn’t need to interact with me at all. But he did.

Somewhere in the course of our discussions, as we were talking about the frustrations of getting experiments to work, Dr. Lu Valle mentioned that his advisor had made him completely disassemble, then completely reassemble, complex apparatus — not just to get an experiment under control, but to persuade him that taking the whole thing apart and putting it all back together (even repeatedly) was within his powers.

That was the conversation in which that I learned that Dr. Lu Valle’s advisor had been Linus Pauling.

Now, maybe it amped up the pep-talks a little that a senior scientist who seemed to have complete faith that I was going to do fine had been trained by a guy who won two Nobel Prizes. But mostly, I think it reassured me that Dr. Lu Valle remembered what it was like to be a graduate student and to have to get over the chasm of not knowing if you can do it to believing that you can.

After the season of job interviews passed, I drifted away from “The Book of Job” and back to my lab to get some more experiments done and to get writing. Then, in January of 1993, while he was on vacation in New Zealand, Dr. Lu Valle died.

It was at his memorial service (which happened to be on my twenty-fifth birthday) that I learned the remarkable details of Dr. Lu Valle’s life that didn’t come up in our conversations in the department lobby. A press release from the Stanford University News Office describes some of the high points:

James E. Lu Valle, a visiting scholar at Stanford and retired director of undergraduate laboratories in the Chemistry Department, died Jan. 30 in Te Anau, New Zealand, while on vacation. He was 80.

During a long and varied career, Lu Valle’s research covered electron diffraction, photochemistry, magnetic susceptibility, reaction kinetics and mechanisms, photographic theory, magnetic resonance, solid-state physics, neurochemistry and the chemistry of memory and learning.

Lu Valle was well known in track circles as the 400- meter bronze medal winner of the 1936 Olympics in Berlin. …

Lu Valle ran in the Olympics the same year he graduated Phi Beta Kappa with a bachelor’s degree in chemistry from the University of California-Los Angeles. He then returned for his master’s degree in chemistry and physics, during which time he helped found the graduate student association and served as its first president. In 1983, UCLA named its new Graduate Student Union in his honor.

Lu Valle’s career in chemistry started at age 8, when he found a chemistry set under the Christmas tree. He tried every experiment possible, and eventually filled the house with smoke. At his mother’s insistence, the rest of his childhood experiments took place on the porch.

In 1940, Lu Valle earned a doctorate in chemistry and math under the tutelage of Linus Pauling at the California Institute of Technology. He then taught at Fisk University in Tennessee, after which he spent 10 years at Eastman Kodak working on color photography.

He was the first African American to be employed in the Eastman Kodak laboratories. While there, Lu Valle went on loan to the National Defense Research Committee to conduct research at the University of Chicago and the California Institute of Technology on devices for monitoring carbon dioxide in planes.

He later served as director of research at Fairchild Camera and Instrument and became director of physical and chemical research at Smith-Corona Merchant Labs in Palo Alto in 1969.

During that time, he made extensive use of the Chemistry Department library, in the process getting to know faculty members. When SCM closed its Palo Alto operations, the Chemistry Department asked him to head the freshman labs.

“He was eminently qualified, a first-class chemist,” Professor Douglas Skoog recounted in 1984, “and we were glad to have him. In fact, he was overqualified for the job.”

As head of the labs for seven years, his task was to assign teaching assistants and make sure that the right equipment was always ready.

In practice, he became a friend and counselor to the chemistry majors and pre-med students passing through the department. In an average year, 900 students would start freshman chemistry.

Lu Valle is survived by his wife of 47 years, Jean Lu Valle, of Palo Alto, and three children. Son John Vernon Lu Valle is an engineer with Allied Signal under contract to the Jet Propulsion Laboratory in Pasadena, and Michael James Lu Valle is associated with Bell Laboratories in New Jersey. Daughter Phyllis Ann Lu Valle- Burke is a molecular biologist at Harvard Medical School. A sister, Mayme McWhorter of Los Angeles, also survives.

Dr. LuValle never talked to me about what it was like to be an African American athlete competing in Hitler’s Olympics. He didn’t share with me his experience of being the first African American scientist working at Eastman Kodak labs. We didn’t discuss the details of the research that he did across so many different scientific areas.

If I had known these facets of his past while he was alive, I would have liked to ask him about them.

But Dr. Lu Valle was, I think, more concerned with what I needed as someone trying to imagine myself taking on the role of a grown-up chemist. His success as the director of undergraduate labs had a lot to do with his ability and willingness to tune into what students needed, and then to provide it. With all of those accomplishments under his belt — accomplishments which potentially might have made a student like me think, “Well of course an exceptional person with so much talent and drive succeeded at science, but I’m not that exceptional!” — he wasn’t afraid to dig back to his experience of what it was like to be a graduate student, to remember the uncertainty, frustration, and fear that are a part of that experience, and to say, “I got through it, and I have every reason to believe that you will, too.”

I don’t know whether personal experience is what developed Dr. Lu Valle’s awareness of how important this kind of mentoring can be, but it wouldn’t surprise me a bit. As an African American graduate student at Caltech in the 1930s, I’m sure he had lots of people expecting him to fail. Having people in his life who expected that of course he would succeed — whether his parents, his advisor, or someone else with standing as a grown-up scientist — may have helped him propel himself through the inescapable moments of self-doubt to the distinguished trajectory his professional life took.

It may not be accidental, though, that in a very white, very male chemistry department, Dr. Lu Valle was the one who put himself in my path when I was doubting myself most and reassured me that I would do just fine. Maybe he knew what it was like to have someone provide that kind of support when you need it.

I count myself as lucky that, in his retirement, Dr. Lu Valle still felt that the chemistry department was a home to him. Because of him, that department and the larger community of chemists felt like more of a home to me.

I am science, and so can you!

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Following up on my post yesterday about my own journey with science, I wanted to offer some words of encouragement to those who are still in the early stages of their own journey. I was prompted to write them by Dr. Isis, as part of her excellent and inspiring Letters to Our Daughters Project. Dr. Isis launched this project to fill a particular need she saw for connecting young women making their way through scientific education and careers with the perspectives and wisdom — and most of all the stories — of more senior women who had navigated some of the same terrain.

While the exhortations below were initially addressed to our scientific daughters, I hope that they may also be of use to our scientific sons.

As you pursue an education in science, and perhaps consider a career in science, you will encounter challenges. Do not let these challenges put you off. While science can be beautiful, captivating, and deeply satisfying, it can also be hard. The people around you who seem to find it totally easy did not always (or will not always) find it so. If they did, chances are they were just skimming the surface, missing some of the scientific puzzles worth puzzling over; once you notice them, it’s hard to let go of them.

Doing science is something that is learned. It is not an intrinsic quality of a person. This means that you are not allowed to decide you are bad at it if you haven’t been immersed in learning it. And, if you want to learn how to do science — and want it enough to devote your effort to it — you can.

Understand that part of the challenge is not the mechanics of doing experiments or fieldwork, but the big gap between learning information and making new knowledge. You will need to be patient with yourself as you learn and you will have to refrain from doubting that you could be clever enough to make new knowledge. Many people less clever than you have done it.

Assume that you will need help from others (to learn strategies for devising empirical tests of hypotheses, to learn experimental techniques, to learn good ways to analyze data, to learn how to fix equipment when it breaks, to learn how to file the necessary paperwork). Don’t be shy about asking for help, and don’t be stingy about offering your own help to others. The building of scientific knowledge requires a community, and grown-up scientists ask for help all the time. (Sometimes they call this “networking”, other times they call it “directing graduate research”.)

If you can, join a research group where people cooperate and collaborate. Sharing information makes the climb up the learning curve less lonely, more fruitful, and frequently even something resembling fun. There’s also a useful side effect here: you end up nurturing each other’s excitement about doing science.

Make a point of taking stock on a regular basis, so you appreciate all the knowledge and skills you have gained. Of course, you’ll also be keeping track of the knowledge and skills that you don’t have yet, but want. (That list always seems longer, but there’s nothing wrong with that. It means you’re unlikely to end up with nothing to do.)

Now we get to a big issue: After you immerse yourself in learning how to do science, what about careers? Will you automatically be a scientist when you grow up? And what happens if you decide you want to be something else?

Please trust me that putting yourself out to learn how to do science — and doing actual science as you are learning this — is a worthy end in itself. Building understanding, even if it’s just your own, is a good thing, whether or not you end up deciding to make doing science your life’s work. And deciding to make something else your life’s work does not undo what you’ve learned, nor what you’ve contributed to building new chunks of knowledge, nor what you may have contributed to the experiences of your colleagues climbing up the learning curve.

You can still love science and see other pursuits. Science can handle that kind of relationship, and your happiness matters.

If you decide that you want doing science to be your life’s work — if it feels like science is making a claim on your heart — the perennial problems of the job market may present daunting challenges.

Don’t give up.

If your heart is set on doing science, find a way to make it so. Pay attention to the advice your mentors and colleagues have to offer about finding a scientific career, but be ready to think out of the PI-at-an-R01-university box. There are many other situations where one can do science and be happy. (This is another one of those instances where it’s good to ask for help and to share information.)

Make sure the grown-up scientists training you understand your devotion to science. Nudge them to live up to their responsibilities to create conditions where there is room for the people who are devoted to science to keep making contributions within the field, and to have their contributions valued.

If your choice is not to go forward as a researcher in the field in which you received your scientific training, keep in touch with the grown-ups who trained you. Let them know that your appreciation for science has not wavered, even if you’ve chosen to make different kinds of contributions. Maybe, as you’re catching up with each other, you will even recognize some of the ways that the things you are doing are of value to science and scientists.

You may have a personal relationship with Science, but you will also have an important relationship with the scientific community. When this community raises you to be a grown-up scientist, you can leave home and make your own way in the world, but the connection to the community doesn’t ever really go away.

May this community be a source of strength and comfort to you, whatever path you choose.

I am science … or am I?

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Kevin Zelnio kicked it off on Twitter with a hashtag, and then wrote a blog post that shared the details of his personal journey with science. Lots of folks have followed suit and shared their stories, too — so many that I can’t even begin to link them without leaving something wonderful out. (Search the blogs and Twitter for #iamscience and you’ll find them.)

I’ve been trying to figure out the best way to tell my own “I am science” story, but it’s complicated. Thus, I’m preemptively declaring this my first pass, and reserving the right to come back at it from a different angle (or two, or three) later.

One of the things I mentioned in my story at the ScienceOnline 2012 banquet is that I have always loved science. As far back as I can remember, I have wanted to understand how the pieces of my world work. I have thrilled at utility (and fun) of the problem-solving strategies that are part of a scientific approach to the world. I have contemplated the different observational, experimental, and conceptual tools different scientific disciplines bring to the table (and the ways that directing these different toolboxes to the same phenomena can give us starkly different understandings of just what is going on).

I wanted to learn science. I wanted to do science. But I lived in a culture that took pains to make it clear that girls and women were not supposed to be into science, so I should just cut it out.

Luckily for my love of science, well-behaved was not really a tool in my personal toolbox, at least when it came to edicts that got in the way of goals that mattered to me.

I probably got by with the normal ration of sexist crap. For example, I had the junior high math teacher who was convinced (and did not hide this conviction from his students) that Girls Just Cannot Do Math. Finishing geometry in one quarter so I could get the hell out of his classroom (for the matrix algebra class at the high school) was not just liberatory, but it let me give him a metaphorical poke in the eye. It did not, however, change his conviction about girls and math. I had the guidance counselor who was concerned that I was overloading with “hard” (i.e., math and science) courses when maybe it would be better if I took some home ec., or even a study hall.


As I went to a women’s college, I actually skipped the bulk of the classroom sexism I heard about from peers at other universities. None of my chemistry or physics professors started with the assumption that it was weird to have women in the classroom or the lab, which was nice. I did find out later that at least one of the professors had made offhand comments that chemistry majors at my alma mater probably weren’t “up to” graduate programs like the one I went to. Unless this professor was thinking that the graduate school experience should be all margaritas and hot stone massages, I have no idea what this impression was based on; in my graduating class, I was a fair to middling chemistry major (as some of the comments in my lab notebooks attest) — not one of the stars by any stretch of the imagination — and I was sufficiently “up to” the graduate program that I earned my Ph.D. in just over four years.


Of course, I got to bask in the sexism provided by students of a nearby technical school, which my boyfriend at the time happened to attend. Said boyfriend had taken to posting photocopies of each of my grad school acceptance letters on his door, proclaiming to the world (or at least to the frat) what a glorious geek his girlfriend was. After acceptance number 5 (out of 5 applications, to top-10 schools) was posted, a frat-brother said, “Wow, she must have applied to a lot of schools.” When told that the number of acceptances equalled the number of applications, he replied, “Ohh — affirmative action.”


Because clearly, how else could a chick (from a women’s college, no less) get into top graduate programs in chemistry?


And you know, that view was shared by at least some of the men in the graduate program I attended. Because nearly a quarter of our incoming class was female, it was clear to them that affirmative action had been in high gear during the admissions process. (Meanwhile, I was looking at the numbers and thinking, “Where the hell are the rest of the women?”) Women who did very good research, who got publishable results (and publications), and who got their Ph.D.s in four or five years (rather than six or seven or eight) were frequently looked upon with suspicion. They must be getting extra breaks from the system. Or maybe it was that their research focus was not very … significant. (There were never any reasoned arguments to back up the claims that a particular research focus was trivial; it just must be, because … well, she’s doing it.)

Meanwhile, of course, female TAs (in classes like thermodynamics) were treated with contempt by undergraduates. In instances where problem sets and solution sets disagreed about an answer, the fact that the solution set was prepared by a female was treated as reason enough to question its correctness.

Because women don’t really understand physical chemistry as well as men do (even, apparently, men who have not yet taken physical chemistry).


The fact that all of this garbage was clearly recognizable as garbage at the time didn’t make dealing with it any less tiresome. Some days there was barely enough energy just to do my own homework, grade the stacks of problem sets, and try to get things in the lab to function as they should. Keeping myself from punching the noses of the people who treated me as an interloper in science because I was a woman took up energy I could have used for other things.


Sexist crap not withstanding, I made it through. I got my Ph.D. in physical chemistry.

And then, things took an unexpected turn.

I was trying to write an NSF proposal to get funding for a post-doc I had lined up. I was very interested in the research in the lab in which I was planning to work. Indeed, I had been pretty enthuisiastic about the whole thing while I put together an NIH proposal to fund postdoctoral research in that lab. I could definitely imagine three years worth of learning about systems and measurment techniques that were new to me, and I could see it building on (and drawing upon) the things I had learned in my doctoral program in interesting ways.


But the NSF proposal I was writing was such that I could not describe the research project I was planning to undertake as a post-doc. Rather, the task was to describe the first project I envisioned undertaking as a principal investigator. In other words, tell us what you’ll contribute when you are officially a grown up scientist.


Now, I could think of lots of projects I would be qualified to pursue. I could even work out interesting projects in my general area of expertise that would be fundable. But, I was having trouble putting my heart into any of them. Imagining myself setting up a lab of my own to pursue any of these lines of research made me … sad.


I tried to ignore the sad feeling. I tried to put it down to slothful avoidance of the thinking and writing involved in the NSF proposal. But then, every time I’d try to make myself think past the few years of the impending post-doc, I got the same sad, empty feeling.


I knew I was still fascinated by science and its workings, still moved by the elegant model or the clever experiment. But it was becoming clear to me that in my heart I didn’t want to do science for the rest of my life. Serious reflection got me to the reasons: Doing science (i.e., being able to get funding to do science) would require that I focus my attention on the minutiae of a particular system or a particular problem; this is the approach that seems most effective in yielding the data and insight that solves scientific problems. But, the questions that kept me up at night were much broader questions about how, more generally, experiments tell us anything about the deep structure of the universe, how different methodological assumptions make the same phenomena tractable in different ways, what balance of hard-headed skepticism and willingness to entertain speculative hypotheses scientists needed to get the job done …


These were questions, clearly, that I would get into trouble for making the focus of my research were I working in a chemistry department. They had the smell of philosophy all over them. So I had to choose between being kept up at night by questions I couldn’t pursue professionally and pursuing questions I was not so interested in for a living, or admitting that my interest in science was primarily driven by an interest in philosophical questions and get myself the necessary training as a philosopher to pursue them. In some ways living a lie would have been the path of least resistance, but given how little I enjoyed being with me as I contemplated a loveless marriage to a scientific career, I figured I’d probably me cutting myself off from fellowship with other humans as well. So, I made the entirely selfish decision to do what I thought would make me happy.

Here, believe me when I tell you that it felt like a selfish decision in the time — not like a luxurious self-indulgence, but out and out selfishness. I leaked out of the pipeline. I could have improved the gender balance in science by one, and I didn’t. Instead of helping the sisters, I pursued my own individual happiness.


This is the thing I hate most about pervasive sexism. It makes your personal choices important to others in a way that they wouldn’t be if you were just an ordinary human being. It’s hard not to feel that I have let down people I have never even met by leaving the sparse ranks of women scientists, or that I have handed myself over to the pundits: one more example of a woman who couldn’t, or wouldn’t, hack it in science.


None of which is to say that my relationship with science is over.

My professional life as an academic philosopher is tied up with understanding how science, and the community that does science, works. If anything, I feel more connected to the intellectual enterprise as a whole, and its connection to other aspects of human flourishing, than I did when I was in the trenches working as a chemist. As an educator, I have an opportunity I might not have had if I were teaching primarily chemistry majors to help folks who fear science understand it better. As it happens, I also have the opportunity to teach lots of science majors (in my “Ethics in Science” course) how ethics matter to scientific knowledge-building, and to the project of sharing a world with non-scientists. Since I’m tickled to be paid to think about the questions that keep me up at night, I have enthusiasm and energy I might not be able to muster otherwise to call shenanigans on misrepresentations of the scientific enterprise, whether by policy makers or science teachers.

Science has my devotion as a philosopher; as a chemist, chances are I would have just been going through the motions.

I may have left the lab bench, but I haven’t left the conversation.

Occasionally, though, I have to grapple with the question of whether I’m in the conversation as an insider or an outsider. Do I really count in the tribe of science? If I don’t do science anymore, how can it make sense to claim that science is part of who I am?

I don’t know what I can say to that except that my love for science, my inclination towards scientific ways of navigating through my world, the formation of myself as a competent scientist as I was figuring out how to become an adult — these are things I cannot separate from my identity. These are features of myself I cannot turn off. If you deal with me, these are some of the facets you are likely to encounter.

Am I science? It sure feels that way to me.

Help high school “nerds” visit the Large Hadron Collider.

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Last week, I got a really nice email, and a request, from a reader. She wrote:

I am a high school senior and an avid follower of your blog. I am almost definitely going to pursue science in college – either chemistry, physics, or engineering; I haven’t quite decided yet! I am the editor of my school’s newspaper, and I frequently write about science topics; I find science journalism interesting and possibly will pursue it as a career. 

I’m writing because this spring, 32 physics students from my high school will hopefully be taking a trip to the Large Hadron Collider at CERN in Geneva. We are extremely excited to make the trip, as it will allow us to glimpse some of the most groundbreaking physics research in the world. Twenty-two of the 32 students going are girls, and we are all involved with the physics department at our school. Women are overwhelmingly outnumbered in the science classes at my school, especially the tougher Advanced Placement classes; thus, taking this trip with a majority of women feels like a triumph.

My correspondent is, this year, the president of her high school’s science club, which is affectionately called “BACON: the best All-around Club of Nerds”. If you look at the BACON website, you will see that they do some pretty neat stuff. They field a bunch of teams for competitions like the Science Olympiad, Zero Robotics, and the Spirit of Innovation Challenge. And, they launch weather balloons to capture video and still photographs in a near space environment, have a day of launching model rockets and flying model airplanes, and have created a giant tank of ooblek to run across.

Basically, the kind of science-y stuff that might make high school not just tolerable but fun, which I think is a pretty big deal.

Here’s where we get to the request.

The planned high school trip bringing the 32 students from Virginia to CERN will be exciting, but expensive. So, as students have come to do for pretty much every field trip, the BACON members are doing some fundraising. Here’s their fundraising page, from which we learn:

As we speak, scientists at CERN are conducting groundbreaking research and rewriting the science textbooks for future generations. It is imperative that our students gain an interest and understanding in such endeavors. A two-day tour of CERN will surely aid in our students’ comprehension of particle physics, the study of the mechanisms and interactions that underlie all chemical, biological, and cosmological processes. But more importantly, through exposure to the leading edge of physics research, this trip is intended to excite students about scientific progress and demonstrate the power of experimentation and collaboration outside of the classroom. …

We need money to cover the cost of travel, lodging, food, and tours. Specifically, the cost breakdown per student is as follows: $1000 for travel; $300 for meals; $300 for lodging; $100 for tours and exhibits. Thirty-two students are scheduled to attend, and without fundraising the total cost is $1700 per student. Unfortunately, not all students can afford this. Any donations are welcome to lower the per-student cost and facilitate this trip for all who want to go!

For donations of various sizes, they are offering perks ranging from thank you cards and pictures of the trip, to signed T-shirts, to something special from the CERN gift shop, to a video to thank you posted on YouTube.

If you want to help but can spare the cash for a monetary donation, you may still be able to help these plucky science students make their CERN trip a reality:

Tell your friends! Share this link with others: indiegogo.com/baconatcern. There are also other ways to help us besides monetary donations. Do you have any objects, gift certificates, coupons, or other items you could donate for a raffle? Do you have an idea for a fundraising event we could host? If you want to get involved, please email us: chsbacon@gmail.com. We are really looking forward to this amazing opportunity, and we appreciate any help you can provide. Thank you!

I know I’m looking forward to living vicariously through this group (since no doubt I’ll be grading mountains of papers when they’re scheduled to tour the LHC). If you want to pay some science enthusiasm forward to the next generation, here’s one way to do it.

Meanwhile, I will inquire about whether the BACONite can share some highlights of their trip (and their preparations for it) here.

Suit against UCLA in fatal lab fire raises question of who is responsible for safety.

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Right before 2011 ended (and, as it happened, right before the statute of limitations ran out), the Los Angeles County district attorney’s office filed felony charges against the University of California regents and UCLA chemistry professor Patrick Harran in connection with a December 2008 fire in Harran’s lab that resulted in the death of a 23-year-old staff research assistant, Sheharbano “Sheri” Sangji.

As reported by The Los Angeles Times:

Harran and the UC regents are charged with three counts each of willfully violating occupational health and safety standards. They are accused of failing to correct unsafe work conditions in a timely manner, to require clothing appropriate for the work being done and to provide proper chemical safety training.

Harran, 42, faces up to 4½ years in state prison, Robison said. He is out of town and will surrender to authorities when he returns, said his lawyer, Thomas O’Brien, who declined to comment further.

UCLA could be fined up to $1.5 million for each of the three counts.

[UCLA vice chancellor for legal affairs Kevin] Reed described the incident as “an unfathomable tragedy,” but not a crime.

The article notes that Sangji was working as a staff research assistant in Harran’s lab while she was applying to law schools. It mentions that she was a 2008 graduate of Pomona College but doesn’t mention whether she had any particular background in chemistry.

As it happens, the work she was doing in the Harran lab presented particular hazards:

Sangji was transferring up to two ounces of t-butyl lithium from one sealed container to another when a plastic syringe came apart in her hands, spewing a chemical compound that ignites when exposed to air. The synthetic sweater she wore caught fire and melted onto her skin, causing second- and third-degree burns.

In May 2009, Cal/OSHA fined UCLA a total of $31,875 after finding that Sangji had not been trained properly and was not wearing protective clothing.

Two months before the fatal fire, UCLA safety inspectors found more than a dozen deficiencies in the same lab, according to internal investigative and inspection reports reviewed by The Times. Inspectors found that employees were not wearing requisite protective lab coats and that flammable liquids and volatile chemicals were stored improperly.

Corrective actions were not taken before the fire, the records showed.

Actions to address the safety deficiencies were taken after the fire, but these were, obviously, too late to save Sangji.

I’m not a lawyer, and I’m not interested in talking about legalities here — whether for the particular case the Los Angeles DA’s office will be pursuing against UCLA or for academic research labs more generally.

Rather, I want to talk about ethics.

Knowledge-building can be a risky business. In some situations, it involves materials that pose direct dangers to the people handling them, to the people in the vicinity, and even to people some distance away who are just trying to get on with their lives (e.g., if the hazardous materials get out into our shared environment).

Generally, scientists doing research that involves hazardous materials do what they can to find out how to mitigate the hazards. They learn appropriate ways of handling the materials, of disposing of them, of protecting themselves and others in case of accidents.

But, knowing the right ways to deal with hazardous materials is not sufficient to mitigate the risks. Proper procedures need to be implemented. Otherwise, your knowledge about the risks of hazardous materials is mostly useful in explaining bad outcomes after they happen.

So, who is ethically responsible for keeping an academic chemistry lab safe? And what exactly is the shape this responsibility takes — that is, what should he or she be doing to fulfill that obligation?

What’s the responsibility of the principal investigator, the scientist leading the research project and, in most cases, heading the lab?

What’s the responsibility of the staff research assistant or technician, doing necessary labor in the lab for a paycheck?

What’s the responsibility of the graduate student in the research group, trying to learn how to do original research and to master the various skills he or she will need to become a PI someday? (It’s worth noting here that there’s a pretty big power differential between grad students and PIs, which may matter as far as how we apportion responsibility. Still, this doesn’t mean that those with less power have no ethical obligations pulling on them.)

What’s the responsibility of the institution under whose auspices the lab is operating? When a safety inspection turns up problems and issues a list of issues that must be corrected, has that responsibility been discharged? When faculty members hire new staff research assistants, or technicians, or graduate students, does the institution have any specific obligations to them (as far as providing safety training, or a place to bring their safety concerns, or protective gear), or does this all fall to the PI?

And, what kind of obligations do these parties have in the case that one of the other players falls down on some of his or her obligations?

If I were still working in a chemistry lab, thinking through ethical dimensions like these before anything bad happened would not strike me as a purely academic exercise. Rather, it would be essential to ensuring that everyone stays as safe as possible.

So, let’s talk about what that would look like.