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NPA Diversity

The National Postdoc's Diversity Statement

The NPA seeks to promote diversity and ensure equal opportunity and inclusion for all postdocs in the membership, leadership and activities of the NPA regardless of race, ethnicity, sex, disability, national origin, socio-economic status, religion, sexual orientation, or gender identity.

The National Postdoc's Statement of Inclusion

The NPA aims to advance the United States’ research enterprise by maximizing the effectiveness of the research community and enhancing the quality of the postdoctoral experience for all participants. A diverse postdoctoral community has positive effects on research and teaching and enhances the work environment by offering broadened perspectives and encouraging critical thinking. It is therefore a goal of the NPA to create an environment that promotes diversity and inclusiveness, and to create opportunities for all of its members to interact with tolerance, understanding, and respect for others.

The NPA is committed to achieving diversity and inclusiveness among its constituency, and advocates equality for all postdocs, regardless of race, ethnicity, sex, disability, country of origin, socio-economic status, religion, age, marital status, sexual orientation, or gender identity, in all disciplines at all organizations that train postdoctoral fellows. This commitment to diversity and inclusiveness extends to the practices and policies of the NPA, and the NPA strongly urges institutions to embrace this commitment as part of their individual missions.

The NPA strives to ensure that all members have open access and opportunities to contribute to the organization through leadership positions, involvement within the committee structure, and participation in annual meetings and other NPA sponsored events. The NPA promotes advocacy for increased diversity among postdoctoral scholars and fosters diversity through activities, policies, and practices that are attuned to this commitment.

Diversity Resources

The NIH Scientific Workforce Diversity Toolkit offers guidelines and best practices for institutions to adopt inclusive hiring practices for faculty searches.

The Women, minorities and persons with disabilities in science and engineering is a cumulative report published by the NSF every two years that analyzes education and employment outcomes of marginalized populations in science and engineering.

Check out a listing of diversity postdoctoral fellowships & opportunities, and other diversity fellowships compiled by NPA as a resource for underrepresented postdoc groups.

Pivot (need institutional license for access) and Funding Institutional (may need institutional license for access) are is also a good resources for searching funding opportunities.

Many institutions understand the benefits of diversity and would like to enhance diversity among its students, faculty and staff, including postdocs. The long-term goal is to increase the diversity of STEM faculty. In order to move qualified individuals through the pipeline these primary components are essential 1) recruitment 2) retention and 3) preparation for the next phase. Read More.
Over the past several decades, there has been a dramatic increase in the number of doctorates awarded to women, particularly in STEM. However, women continue to be underrepresented in tenured faculty roles, senior academic management positions, and senior positions in the broader workforce. It’s important to understand the obstacles that impede the career transitions of postdoc women and how to alleviate those obstacles institutionally and through individual career development. To learn more visit the Resources for Postdoc Women page.
Caring for a family during your postdoctoral career can be a challenge - especially when you are new to an area and an institution. Often the best avenue for getting the information and support you need to thrive is to talk with with institutional postdoctoral fellows office and talk with other postdocs. This helps you find out what is possible and available at your current institution as programming and supports differ quite widely from one institution to another. The guides below also offer valuable information for postdoctoral fellows at all institutions. To learn more visit our Family-Friendly Postdoc Resources page.

Diversity Officers

The NPA is committed to addressing the diversity issues in the postdoc community. To assist in this effort, the NPA created the position of Diversity Officer. The Diversity Officer serves as the public face of diversity postdoc issues for the NPA, and is the primary resource and expert advisor for the NPA Board of Directors, the staff, and committees.

The specific responsibilities of the NPA Diversity Officer includes the following:

  • Assist in the development and maintenance of NPA resources on diversity.
  • Advocate for increased diversity among postdoctoral scholars, ensuring the needs of underrepresented groups are addressed.
  • Maintain and expand relationships with federal agencies and national organizations that have an interest in diversity issues and policies.
  • Monitor external policies and developments on diversity issues.
  • Address public inquiries on the NPA policies and recommended practices on increasing and maintaining diversity within the postdoc community.

Diversity Leadership

Aguirre was appointed as an NPA Diversity Officer in 2020. To view his full bio please visit our Leadership page.
Vipul was appointed as an NPA Diversity Officer in 2020. To view his full bio please visit our Leadership page.
McKinney sits on the NPA Board of Directors and was appointed as the Diversity Officer liaison for 2020. To read his full bio please visit our Leadership page.

Volunteer Today!

The NPA is always looking for enthusiastic and passionate volunteers to support diversity within the postdoc community! Please contact us to learn more.

Diversity Volunteer