Equity & Justice

Hargrove Lab Diversity Statement

We in the Hargrove Lab are fully committed to fostering diversity, inclusion, and equity within our lab, the department, and the university. We believe that people of all backgrounds have the right to pursue their scientific interests without prejudice or discrimination. In addition, it has been well established that diverse groups are better equipped to tackle important scientific problems and propose creative solutions.

We strive to recruit lab members with different personal and scientific backgrounds and to create an environment that supports success and allows everyone to be their authentic self.  We have a zero-tolerance policy with regard to discrimination. We will not accept discrimination or harassment of anyone, both within and outside the lab. We pledge to be supportive of all individuals by:

  1. Maintaining an open and supportive atmosphere
  2. Speaking up for those affected by discrimination
  3. Supporting those affected by discrimination in the identification of appropriate resources
  4. Recognizing our own limitations and biases and continually educating ourselves to address them (see ongoing efforts).

Written December 2019, Updated June 2020. 

Initial Inspiration: Heemstra Lab statement, Hughes Lab statement

Ongoing efforts

In sharing our actions around diversity, equity, inclusion, and allyship, we hope to increase accountability among ourselves to continue these efforts and that our list may serve as a resource and encouragement to others who are reflecting on their own actions.  

  • Diversity Statement crafted by lab members with input from Dr. Hargrove that includes both values and actions
  • Transparent discussions with potential group members around these values and actions
  • Participation in department leadership, both at student and PI levels. These have included serving on DivInC and in GCC positions such as Outreach Chair, Chemistry Research Symposium Chair, and Alumni Relations Chair.
  • Regular discussions of lab culture, including explicit and implicit biases and behaviors, such as microaggressions. These occur bi-yearly or more often as needed.
  • Regular and varied social activities, where all group members (including undergrads) as well as partners and family members are welcome. We take into account several considerations, such as financial cost, welcoming environment, and activities that don’t depend on don’t depend exclusively on conversation or drinking alcohol.
  • Use of equitable and transparent hiring practices, including standardized applications, schedules, and interview questions and explicit discussion of efforts toward inclusion and mentoring
  • Participation in programs that reduce barriers for high school and undergraduate STEM research. These include the MUSER program for undergraduate researchers, which reduces culture capital needed to identify opportunities, and the Duke SROP summer program. We hope to also participate in ACS Project SEED moving forward.
  • Detailed input from all current group members to Dr. Hargrove on incoming group members, particularly related to contributions to/support of lab culture
  • Participation in and discussion of trainings, workshops, and seminars around mentoring, inclusivity/belonging, mental health, neurodiversity, and other topics
  • Outreach to underrepresented grade school students through FEMMES and NC DNA day (see Outreach)
  • Encourage and celebrate individual service done by lab members (see Outreach)

Planned efforts

  • Increased participation in local community service opportunities
  • Participation in social justice initiatives in Durham
  • Reading/film groups to discuss specific issues, such as anti-Black racism

Allyship Education Efforts

We acknowledge that this is not a comprehensive list of topics in need of increased awareness and active work in our community. It is only a start, and we hope that what we learn/achieve in these efforts will ultimately help us address issues facing other marginalized and disadvantaged groups.