RESOURCES
For many years now, we’ve been sharing useful resources and media stories related to our research projects. As a leading Science Laboratory in the San Francisco area, it’s important for us to engage with the community and keep them informed about the incredible work and developments they’re helping to support.
RESOURCES
For many years now, we’ve been sharing useful resources and media stories related to our research projects. As a leading Science Laboratory in the San Francisco area, it’s important for us to engage with the community and keep them informed about the incredible work and developments they’re helping to support.
Equity, diversity & inclusion (EDI)
Core values and mission statement
Auditory Aging is dedicated to create, nurture, and sustain an inclusive culture, where differences drive creative and innovative solutions to advance scientific discovery, train next generation scientists, and provide a welcoming environment for everyone. We value diverse backgrounds and experiences and aim to empower all team members, colleagues, clients, and other people we work with regardless of gender identity or expression, sexual orientation, religion, ethnicity, age, socio-economic background, neurodiversity, disability status, citizenship, or any other aspect which makes them unique.
Why is EDI important to us as a lab?
We believe that:
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Diverse teams with members from different backgrounds are key to creativity and innovation
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Feeling welcomed and included is fundamental to well-being and community health
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Scientific progress thrives when different views and perspectives are shared freely and received open-mindedly
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Living core EDI values in our lab is a crucial starting point to better EDI practices in society at large
What does the importance of EDI mean for the lab?
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We recognize that discrimination can be based on a broad range of factors: race/ethnicity, gender, sexual orientation, socioeconomic background, religion, disability, age, and many more.
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We recognize that disparities in opportunities (socioeconomic status, familial connections, familial responsibilities, etc.) can result in disparities that do not relate to one’s potential to be a valued member of the lab.
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We are committed to understanding and eliminating biases that hinder EDI in the lab
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We acknowledge that fostering EDI practices is an active learning process for us
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We welcome discussions about how we can improve and embrace EDI in the lab and beyond
Resources
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Brown (2016) Inclusion: diversity, the new workplace & the will to change
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Catlin (2019) Better allies: Everyday actions to create inclusive, engaging workplaces
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DiAngelo (2018) White fragility: Why it's so hard for white people to talk about racism
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Stewart & Valian (2018) An inclusive academy: Achieving diversity and excellence
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Yoshino (2014) Uncovering Talent: A New Model of Inclusion
Read more about the commitment of the University of Toronto to EDI.
Source: Inspired, adopted, and expanded from the LiNC lab, NISSL lab, and discussions with colleagues and friends.