Promoting Diversity in Research
Building a More Inclusive Research Landscape
I believe that a diverse and inclusive biomedical research landscape is essential for scientific progress and innovation. When researchers from all backgrounds and perspectives can participate and contribute, we unlock the full potential of scientific discovery.
However, the reality of the research landscape today falls short of this ideal. While underrepresented racial/ethnic groups make up 38% of the US population, they only represent 16% of PhD recipients,1 12% of medical school graduates2, 9% of current assistant professors, and 4% of tenured faculty3. Additionally, there is a high attrition rate of academic researchers from historically underrepresented racial and ethnic groups as they transition from training status into faculty-level research careers.4
At the current rate, it is estimated that it will take almost 50 years for the number of women full professors to match those of men,5,6 and it could take centuries for underrepresented racial and ethnic groups to achieve equal representation among medical school faculty.
It’s more important than ever before for individuals and businesses to stand up and support diversity and inclusivity efforts.
Here’s why diversity in research matters:
Broadened perspectives: Ongoing research indicates that when research teams include diverse backgrounds, the outcome is better and the results more innovative.5 Research teams lacking diversity may overlook crucial research questions or fail to consider the needs of diverse populations.
Faster scientific progress: Biomedical research discovery in the U.S. is largely driven by NIH-funded research carried out at academic institutions. Research indicates that diverse research groups enhance innovation in biomedical sciences, publish more frequently, and are cited more.7
Representation and Access: Underrepresented groups who see themselves reflected in research leadership may be encouraged to pursue a research career.
Taking Action for Change:
Bouvier Grant Group is committed to contributing to a more inclusive research landscape. We do this by:
Supporting Minority Serving Institutions (MSIs): Through our MSI Partnership Program, we provide complimentary access to our grantwriting resources to one MSI annually. This empowers researchers at these institutions and fosters a diverse research pipeline.
Supporting Underserved Researchers: We offer a 10% discount on all regular-priced individual memberships to anyone who self-identifies as belonging to an underrepresented minority in STEM fields. If you’re a researcher who wants to take advantage of this discount, use discount code DIVERSITY-10 at checkout.
I believe that by working together, we can create a research environment where everyone has the opportunity to thrive and contribute to the advancement of scientific knowledge.
Dr. Meg Bouvier
About Dr. Meg Bouvier
My Biomedical Sciences PhD combined with my experience as an NIH bench scientist and staff writer inform the work we do with applicants and organizations. Our goal is to improve a researcher’s grantsmanship skill on all submissions going forward. It makes them a better applicant, mentor, and reviewer and ensures the research the best chance of success.
PhD in Biomedical Sciences
In 1995, I received a PhD in Biomedical Sciences from the Mt. Sinai School of Medicine. My dissertation work was published as a two-author paper in the Journal of Neuroscience (pdf). I went on to pursue post-doctoral research at NINDS.
National Human Genome Research Institute (NHGRI)
In 1997, I became a writer in the Press, Policy, and Communications office of the National Human Genome Research Institute (NHGRI), writing primarily for the Human Genome Project (HGP). I was privileged to work for long-standing NIH Director Dr. Francis Collins, then Director of the HGP and NHGRI. Among my duties, I:
- contributed to Senate Appropriations Testimony and Budget Justifications to Congress, which greatly informs the team’s approach to NIH grantwriting.
- wrote press releases, fact sheets, backgrounders, PSAs, and policy articles.
- helped Dr. Collins with lecture preparation and fact checking, and assisted on his Shattuck Lecture for the New England Journal of Medicine.
Bouvier Grant Group
After leaving NIH, I launched a freelance medical writing career. I founded Meg Bouvier Medical Writing (now Bouvier Grant Group) in 2007. We have helped clients land more than $500 million in federal funding. NIH trusts our company to train their own postdoctoral fellows to write competitive NIH Career Development Awards (K applications). In addition, my team has recently worked with:
- 25% of the nation’s highest-performing hospitals*
- 3 of the top 10 cancer hospitals*
- 3 of the top 16 medical schools for research*
- 8 NCI Designated Cancer Centers
*As recognized by the 2024/25 US News & World Report
Virtual Courses Have Helped Over 3,000 Applicants and Administrators
In 2015, Bouvier Grant Group began offering virtual courses. We’ve helped more than 3,000 applicants and administrators with our virtual courses. When asked, “Have the courses improved your overall grantsmanship skills?” 88% of library member respondents chose 6 (“Definitely”) or 5 on a 6-point Likert Scale (N=143).
References
Doctorate Recipients from U.S. Universities 2020. National Science Foundation. Accessed Jan 2025. https://ncses.nsf.gov/pubs/nsf22300/data-tables.
Data and Reports. American Association of Medical Colleges. Accessed Jan 2025. https://www.aamc.org/data-reports.
Faculty Roster: U.S. Medical School Faculty. American Association of Medical Colleges. Accessed Jan 2025. https://www.aamc.org/data-reports/faculty-institutions/report/faculty-roster-us-medical-school-faculty.
Gibbs KD, Basson J, Xierali IM, Broniatowski DA. Decoupling of the minority PhD talent pool and assistant professor hiring in medical school basic science departments in the US. eLife. 2016;5. doi: 10.7554/eLife.21393.
Valantine HA, Grewal D, Ku MC, Moseley J, Shi M, Stevenson D, Pizzo PA. The gender gap in academic medicine: comparing results from a multifaceted intervention for Stanford faculty to peer and national cohorts. Acad Med. 2014;89(6):904-11. doi: 10.1097/ACM.0000000000000245.
Diversity and STEM: Women, Minorities, and Persons with Disabilities. National Science Foundation. Jan 2023. Accessed Jan 2024. https://ncses.nsf.gov/pubs/nsf23315/
Swartz TH, Palermo AS, Masur SK, Aberg JA. The Science and Value of Diversity: Closing the Gaps in Our Understanding of Inclusion and Diversity. The Journal of Infectious Diseases. 2019; 220 (S2): S33–S4. https://doi.org/10.1093/infdis/jiz174
