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The authors describe the image of a silhouette of William Edward Burghardt Du Bois which was featured in the cover of the journal. They discuss the reasons that Du Bois's image is a meaningful choice, their deep appreciation for Du Bois's approach to social analysis, and information on a journal's paper and what happens when one submits a paper to the journal.

Universities were established as hierarchical bureaucracies that reward individual attainment in evaluating success. Yet collaboration is crucial both to 21st century science and, we argue, to advancing equity for women academic scientists. We draw from research on gender equity and on collaboration in higher education, and report on data collected on one campus. Sixteen focus group meetings were held with 85 faculty members from STEM departments, separated by faculty rank and gender (i.e., assistant professor men, full professor women). Participants were asked structured questions about the role of collaboration in research, career development, and departmental decision-making. Inductive analyses of focus group data led to the development of a theoretical model in which resources, recognition, and relationships create conditions under which collaboration is likely to produce more gender equitable outcomes for STEM faculty. Ensuring women faculty have equal access to resources is central to safeguarding their success; relationships, including mutual mentoring, inclusion and collegiality, facilitate women's careers in academia; and recognition of collaborative work bolsters women's professional advancement. We further propose that gender equity will be stronger in STEM where resources, relationships, and recognition intersect--having multiplicative rather than additive effects. [ABSTRACT FROM AUTHOR]

Asymmetrical convergence is the increasing overlap between academic and industrial sectors, but with academia moving closer toward for-profit industrial norms than vice versa. Although this concept, developed by Kleinman and Vallas, is useful, processes of asymmetrical convergence in daily laboratory life are largely unexplored. Here, observations of three lab groups of chemical scientists in academic and industry contexts illustrate variation in interactions with ethics-related policies (as defined by the respondents). Findings show more tension for academic science with business-based practices, such as the move toward greater accountability, than for industrial science with academic practices. This asymmetry is evident in the process of purposive decoupling: for example, where academic scientists use humor to distance themselves from the performance of compliance in required reporting and top-down ethics training requirements. This distancing from meaningless requirements (formalism) contrasts with mentoring around practices of professional behavior that are thought to matter (engagement). Convergence is evident in how safety policies seem more engaging than other kinds of policies. Yet, power structures shape engagement. Academic engagement often means rule following, and flows vertically from professor’s authority to student apprenticeship. Industry engagement includes collaborative problem solving and flows along a more horizontal peer structure where informal power is less visible. [ABSTRACT FROM AUTHOR]

Research on immigrant entrepreneurs in the United States has focused on small businesses in the retail and food service sectors rather than on high-technology start ups. Scholarship on women and immigrants in the U.S. science and technology workforce has focused on academia rather than scientists in industry. This article aims to bridge the gaps in these two literatures by examining the role of women and immigrants in founding science-based biotechnology firms. This research thus speaks to the sociological perspective on power inequalities for women and foreignborn people in entrepreneurship and in the U.S. science and technology workforce. Opportunities and barriers vary by organizational context, and the flexibility of the biotechnology industry has previously been found to benefit female scientists. But what of foreign-born scientists and women who play founding roles in biotech firms? A survey conducted of 261 biotechnology firms located in Massachusetts and New England in 2006 provides the data. The results show that 42% of the firms had at least one foreign-born founder, and 21% of firms had at least one female founder. These numbers suggest that foreign-born life scientists are well represented and female life scientists are somewhat underrepresented in founding roles in biotech. The role of entrepreneurs who have the double status of female immigrants is less clear and needs further study. The research finds significant variation in biotech entrepreneurship of immigrants by their world region of origin. Interviews supplement the survey data to illustrate the barriers and opportunities for foreign-born biotech entrepreneurs. [ABSTRACT FROM AUTHOR]

The article cites a research on the reactions of life scientists regarding the ethics education policies in various countries such as Great Britain, Italy, and the U.S. It examines the methodology in deriving the varied reactions of life scientists through interviews. It notes the little attention paid by the British life scientists on the policies. Furthermore, it also points the unfair distribution of resources by Italian respondents.

Many graduate programmes in science now require courses in ethics. However, little is known about their reception or use. Using websites and interviews, this essay examines ethics requirements in the field of biosciences in three countries (the United States of America, the United Kingdom, and Italy) between 2000 and 2005. Evidence suggests that current policies may be ineffective, and that scientists who take ethical issues seriously are seen as exceptional. [ABSTRACT FROM AUTHOR]

Why do some Ph.D.'s languish in positions with little authority, and what does educational background have to do with it? Hypotheses predicted that life scientists with Ph.D.'s from elite programs would be the most likely, those from middle-ranked programs the next most likely, and those from lower ranked programs the least likely to achieve supervisory positions. A sample of 2,062 life scientists with doctorates from U.S. universities was collected from records archived from 1983 to 1995. in contrast to hypotheses, Ph.D.'s from elite and lower ranked schools did not have a significantly different chance of supervising. Within prestigious organizations, however Ph.D.'s from top 10 programs did have a greater likelihood of leading. Ph.D.'s from middle-ranked programs were less likely to advance into supervisory positions. Qualitative interviews explored how, in a knowledge-expanding field such as the life sciences, being stuck on the bottom rung early on can adversely affect a scientist's career. [ABSTRACT FROM AUTHOR]

This study combines insights from economic sociology on recent structural changes in the knowledge economy with neoinstitutionalist analyses of cultural change in organizations. Because a network form of organization relies on interorganizational ties, new models of legitimacy emerge alongside of old ones, rather than replacing them, so that seemingly contradictory institutions coexist in the network form. This article explores how life scientists legitimate working in the biotechnology industry—a new option that nevertheless fails to delegitimate the old academic path. The data are based on qualitative observations of a young biotechnology firm. These are supplemented by observations at a university laboratory and interviews with 41 life scientists. [ABSTRACT FROM AUTHOR]

Why do women have more opportunities in some employment settings? I investigate how organizational form affects gender stratification among life scientists. I propose that firms governed by networks, rather than bureaucracies, allow for greater equity. Hierarchy and rules hide gender bias, while reliance on ties outside the organization provides transparency and flexibility. I analyze the careers of 2,062 U.S. life scientists and interviews with 41 scientists. I examine employment data by gender for two patterns: early entrance into the biotechnology industry and promotion within network and hierarchical organizations. Gender does not affect when a scientist enters the biotech industry but is related to promotion. Men are more likely to attain early supervisory-level positions across organizational settings. Female scientists are nearly eight times more likely to supervise in biotech firms than in more hierarchical settings. The two organizational forms - network and hierarchy --provide different employment experiences for female scientists. [ABSTRACT FROM AUTHOR]

The article discusses the need to increase women's leadership in the field of biotechnology. Although women comprise almost half of recipients of biological sciences degrees in Europe and the U.S., they have less leadership and advisory roles in biotechnology companies. Diverse leadership offers benefits with regards to problem solving. A female perspective is critical for approaches needed to solve complex problems. Increasing women's leadership role will lead to more innovative solutions.

The article discusses that U.S. biomedical research workforce does not currently mirror the nation's population demographically, despite numerous attempts to increase diversity. The imbalance of gender diversity is limiting the promise of biomedical enterprise for building knowledge and improving the nation's health. The article mentions that apart from recruiting women, new policies and dedicated leadership programs can enhance diversity rapidly within the biomedical research workforce.