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This has important implications for new hires in biomedical research. We often expect R01 funding by the time the tenure package goes in, say 5 years. Does the startup package translate to generating 15 proposals? 25 if they are that Black person we hired with DEI fanfare? https://twitter.com/drugmonkeyblog/status/1334586054125395969
Are we giving extra runway to those who have to work twice as hard for the same results?
Or are we setting up to hire some Black professors, treat them just like everyone else and wonder why they "fail" to get a NIH grant?
Four or five extra proposals is EASILY the work of 2 years, maybe more, for a brand new Professor. Grant proposals, credible ones, don't just write themselves.
Then there is the spectre of “independence”. Make no mistake this hits harder for new hires who happen to be Black. *Particularly* acute when members of the dept view the hire as inherently less able due to the circumstances of the hire for DEI purposes.
Not only is there the problem of majoritarians not working with them, there is also the problem of their acute concern to be viewed as unquestionably the intellectual driving force on their paper and projects.
One. Thousand. Small. Cuts.
Yes the need to demonstrate independence, and majoritarian avoidance of collaborations, contributes to both the topic disparity in Hoppe et al 2019 and the CV metrics in Ginther et al 2018. Everything is intertwined even if fancy statistical models are used to imply otherwise.
