IUIS 2023: yEFIS workshop on career development and code‐switching

Over the last decade, there has been a growing awareness within the scientific community of issues regarding diversity. Although the diversity of scientists has grown, the representation of certain groups such as Asians, Blacks, disabled, LGBTQI+, women, and people from lower socioeconomic backgrounds in academia vastly declines as they progress toward more senior positions in their careers. While the percentage of these groups varies from one academic field and/or country to another, the overall trend is consistent. In the UK, for instance, more than half of postgraduate bioscience students are women, while only a quarter reach the professorial level. This issue was quantified in a recent article that discussed how UK science is failing Black researchers 1. In the UK, only 0.6% of science professors are Black compared with 88% of science professors being White males in the same sector. This is despite Black people making up 4% of the working-age population and 8% of science undergraduates. Furthermore, out of 22,855 professors in the UK, only 160 are Black; among them, only 24 are women. Similarly, multiple studies have shown that even when women's representation grows in a field, gender bias and inequality continue to thrive 2-5. Science continues to suffer from this gender inequality, hindering talented individuals from excelling 6. Evidently, these groups are more likely to face obstacles in their career advancement due to institutional and cultural barriers. This reflects that diversity does not equal opportunity. Importantly, and unfortunately, individuals who belong to these marginalized communities are frequently required to accept numerous short-term contracts, lasting from one to three years, in various research groups and/or countries. These transitions are usually not driven by a desire to travel or explore but rather a necessity due to the expiration of each short-term contract for these individuals. Furthermore, this is often seen as a limitation by those needing more consistency in their private life, for example, due to wanting to start a family or financial restraints. While there are many contributing factors behind these worrying statistics, systemic inequalities, and overt racism are prevalent and have limited the careers of so many 7-10. Noteworthy, those who believe that discrimination and biases are not an issue in the current academic environment are at a particularly high risk of perpetuating it 11-13. One of the challenges that minority researchers often face is code-switching. Code-switching refers to the practice where individuals from underrepresented backgrounds adapt, whether intentionally or unintentionally, their language, syntax, grammatical structure, behavior, body language, and appearance to align with the prevailing cultural norms 10, 14, 15. To an extent, we are all affected by code-switching, albeit to a different extent, regardless of belonging to a minority group, and this is often due to our social interactions in our communities or work environments. Those successful at code-switching increase their opportunities to advance in their career and have a sense of belonging. However, code-switching often undermines the self-esteem and confidence of early-career researchers, especially those from marginalized and underrepresented groups in academia. It is crucial to ensure that academic careers are accessible to everyone, not only for ethical reasons but also because studies from the corporate sector have shown that diversity is beneficial in terms of productivity, outputs, and financial gains. Representation also plays a critical role in shaping our aspirations and achievements 16, 17. So, what can we do as a scientific community to empower marginalized and underrepresented individuals so that they can flourish professionally? We, at the European Federation of Immunological Societies Young Immunologist Network (yEFIS), aim to address this. Hence, yEFIS has established a Career Development and Education Working Group (CDE-WG), which organizes activities aimed at enhancing the career prospects of its members, and an Equity and Diversity Working Group (ED-WG) to encourage and support diversity among early career immunologists and future leaders in the field. Notably, yEFIS-ED-WG is a platform that fosters more open discussions and efforts toward understanding diversity as an intersectional issue, which is crucial for promoting a fair and inclusive society. These types of discussions can support underrepresented groups in acquiring a sense of belonging, getting advice, and feeling supported. yEFIS aims to create a community of young immunologists in Europe, providing them with a platform for networking, collaboration, and support while promoting their research (https://www.yefis.org/). To this effect, the cost of code-switching and career development concerns of early career researchers was accentuated at the 18th International Congress of Immunology, hosted by the International Union for Immunological Societies (IUIS) in Cape Town, South Africa (November 27–December 2, 2023). There, yEFIS hosted a panel discussion, which was chaired by three of our members, Christos Nikolaou, Nathaniel Saidu, and Rosalie Kempkes, on equity, diversity, and career development for early career researchers. We were joined by world-renowned experts in immunology; Prof. Dr. Sylvia Knapp from the Medical University of Vienna, Austria; Prof. Dr. Zihai Li from the Ohio State University, United States of America; Prof. Dr. Faith Osier from Imperial College London, United Kingdom; and Dr. Lucie Loyal from Charité - Universitätsmedizin Berlin, Germany; all from underrepresented groups across three continents; Africa, America, and Europe. This workshop provided an exceptional opportunity to hear from these invited panelists, firsthand, comprehensive information about their career paths and the obstacles they had to overcome to be where they are today. During the session, some of the costs of code-switching and the challenges that marginalized groups in immunology and our societies face to survive and fit in, including equity, equality, and diversity, were discussed. How to mitigate some of these costs of code-switching, and actions for the future: how to address gaps/problems, were explored. In addition, mentoring opportunities, career development programs, professional networks, and leadership training for early career trainees in immunology and from underrepresented backgrounds were also discussed. It was pointed out that a significant gap exists concerning the opportunities for immunologists from minority backgrounds to secure good jobs and acquire funding grants. This disparity has a detrimental effect on providing equitable mental health care 18. We learned that it is essential to consider the interaction between multiple individual characteristics when trying to understand diversity issues. We also learned that more needs to be done by different stakeholders to address some of the concerns. Patience, perseverance, and accommodating one another are highly required in the work environment. Recruitment processes and tools need redesigning to be inclusive and accessible for everyone. More importantly, leveraging someone's abilities is ultimately what matters rather than their race, gender, or disability (Fig. 1). At the individual level, providing opportunities to collaborate and mentoring opportunities is often perceived as helpful to underrepresented groups in acquiring a sense of belonging. In addition, we discussed with the panelists how young immunologists, like all scientists, often immerse themselves deeply in their work, driven by passion and dedication to unraveling the complexities of the immune system. However, it is crucial for them to recognize the importance of personal escapes and activities beyond the laboratory. Engaging in hobbies, spending time with loved ones, or simply taking moments for self-reflection can recharge their minds and spirits, ultimately enhancing their creativity and productivity in research. Success for young immunologists should not be solely defined by academic achievements or research breakthroughs, but also by their overall well-being and fulfillment in life. It encompasses striking a balance between professional aspirations and personal happiness. It was highlighted that success is different for each scientist. It could mean making meaningful contributions to the field while maintaining healthy work–life integration, nurturing relationships, and pursuing interests outside of science. By embracing a holistic approach to success, young immunologists can cultivate resilience, creativity, and a sense of purpose, ensuring their long-term satisfaction and impact in both their scientific endeavors and personal lives. It was important and more fun to discuss these topics with the panelists in a public format. Furthermore, experiencing empathy from others, having a sense of belonging, and confirmation of more experience of similar struggles often helps. yEFIS aims to provide these things in building communities across European immunologists, which was successfully done during the IUIS conference. Following the panel discussion, participants were offered the opportunity to converse further (over drinks and nibbles — provided by the IUIS junior committee) with the panelists and other world-renowned scientists. Many young researchers attending felt more comfortable at the meeting because they were part of the yEFIS network. While the workshop session provided them with advice on academic working life, they later had ample opportunity to converse further with the panelists, yEFIS/EFIS representatives, and with each other about their experiences. Evidently, conferences can support underrepresented groups, especially those still early in their career, by enabling these types of sessions during their events. In Cape Town, the presence of yEFIS was also highly appreciated, providing space for young career researchers in attendance to connect and get to know a cohort of colleagues they generally would not interrelate with from their everyday work, get a feeling of belonging, network with more senior peers, and obtain the confidence to talk to more senior peers in attendance, many of whom are world-renowned scientists — making IUIS, one of the biggest conferences in the field, still feel intimate by the power of connection. In the words of the current IUIS president, Professor Miriam Merad, "The 18th IUIS International Congress of Immunology was a landmark occasion for South Africa and the global immunology community as this was the first time the triennial meeting was held in Africa", which is a stride toward diversity and inclusion in the immunology community. We hope to continue this path, for the greater good of all our members. The authors are grateful to the European Federation of Immunological Societies (EFIS) for providing travel grants to the yEFIS members Christos Nikolaou, Nathaniel Saidu, and Rosalie Kempkes, to attend the IUIS2023 conference in Cape Town, South Africa. This work was supported by the European Federation of Immunological Societies (EFIS), which provided travel grants to the yEFIS members Christos Nikolaou, Nathaniel Saidu, and Rosalie Kempkes, to attend the IUIS 2023 conference in Cape Town, South Africa. The authors declare no conflict of interest.