Black History Month began in 1926 as “Negro History Week,” the brainchild of noted African American historian and scholar Carter G. Woodson. In 1976 President Gerald Ford expanded the week into a month-long celebration as part of the bicentennial. Since then every U.S. president has designated the month of February as Black History Month, a time to recognize the achievements of African Americans and their central role in American history. Three NYGC staffers reflect on what commemorating this month means for them, the challenges and obstacles they have faced In their careers, and what can be done to make the workplace more inclusive and equitable.
Banke Fagbemi, PhD
Director, Business Development
Tell us about your current role at the NYGC.
I am the Director for Business Development, and my role is to build relationships between the NYGC and the pharmaceutical/biotech/diagnostics industry. I engage with commercial/for-profit institutions to promote collaborative projects between their researchers and NYGC researchers. I am also responsible for managing the intellectual property (technological innovations) developed at NYGC. I evaluate new technology to assess if it has commercial value and work with our legal team to file patents to protect the innovations, and ultimately commercialize these innovations to generate revenue for NYGC.
What does Black History Month mean to you?
Black History Month is a time for all of us, regardless of race, to reflect on our racial history as a nation, and to think about how far we’ve come in terms of racial equality and how much further we have to go. It’s a time to acknowledge the achievements of African Americans, and to honor the contributions of Blacks to U.S. history. As an immigrant from Nigeria (in West Africa), I think Black History Month is also a great time for African Americans to learn more about the history of Africa, to learn about colonization as well as the slave trade and the impacts of both on the African continent.
What, if any, barriers or challenges have you faced in your career?
I first came to the United States for graduate school as a foreign student. I was born and raised in Nigeria, came here for my master’s degree, and then stayed to obtain a PhD, and eventually work. My biggest challenges throughout grad school and early in my career were the limitations of not being a permanent resident/U.S citizen at the time. There were so many opportunities during grad school (such as internships, scholarships, and work-study programs) that I would have loved to take advantage of but could not as they were only available to legal permanent residents or citizens. I also faced similar difficulties when applying for my first job out of grad school, as most positions were restricted to permanent residents/U.S. citizens, and most companies specifically stated that they were unwilling/unable to file for work authorization for employees. I did however find a job that was willing to hire me on my student visa work permit (i.e., Optional Practical Training, or OPT), and have since become a citizen, so as they say, the rest is history.
What/who is your biggest inspiration?
I’ve got to say I am most inspired by people who, at great sacrifice to themselves, fight for something they believe in. I could name so many people here, but examples include Nelson Mandela, Martin Luther King Jr, and more recently Malala Yousafzai who continues to fight for young girls’ rights to education even with her own life at risk.
What do you think can be done to make the workplace more inclusive and equitable?
I believe everything in organizations trickles down from the top, and that includes culture and workplace inclusivity and equity. So I believe that when you ensure that underrepresented groups are represented at leadership positions within institutions (by women, people of color, LGBTQ+ individuals, and more), the inclusivity at the top will have an effect on the organization as a whole. Not to mention that as decisions are being made, the people with the seat at the table will influence those decisions, so it’s almost inevitable that those decisions themselves will impact the organization in a positive way.
Heather Lewis, EdD
Director, Research Administration
Tell us about your current role at the NYGC.
I am head of the Research Administration department. My team and I assist NYGC researchers in applying for and managing sponsored funding. As the official point of contact for the various sponsors, we facilitate the relationship between NYGC investigators and these sponsors. Our primary goal is to ensure sponsored projects are managed according to sponsor regulations and NYGC policies. We also find funding opportunities to support NYGC research areas and provide education and resources to support the management of sponsored programs. In short, my team and I support the handling of the NYGC research business so that faculty can perform the research.
What does Black History Month mean to you?
Like Juneteenth (observed every June 19 to mark the official end of slavery in the U.S.), Black History Month is an opportunity to celebrate our culture. It is a dedicated time to honor and acknowledge our ancestors, and our heroes, living and dead, and to reflect on our achievements, recognize areas of improvement, and make plans to further our goals as an inclusive society.
What, if any, barriers or challenges have you faced in your career?
My age, my race, and my gender have all presented challenges in my career. It has forced me to become cognizant of the room, my role, and to practice self-awareness. It’s almost as if I am in a silent battle to prove that I’ve earned the right to be here.
What/who is your biggest inspiration?
The fighters and survivors. I admire the folks who never let no stop them. Those who break barriers and ceilings. Those who take a no and say, “Ok, I’ll show you!” So much of who we are as a people and society is because someone refused to let no stop them.
What do you think can be done to make the workplace more inclusive and equitable?
First, address the recruitment process to ensure a diverse talent pool. The C-suite should represent the organization’s goal towards diversity and inclusion. Another area is addressing gender pay inequality and any disparate pay issues if they exist. Most importantly, an inclusive and equitable workplace fosters an environment of open dialogue and support. It’s all about the organizational culture. When you work for a company that values and respects you as an individual and what you bring to the institution, employees will feel supported and respected. An inclusive and equitable organization is continually seeking to grow by examining its shortfalls and working towards improvement.
Dino Robinson
Clinical Laboratory Supervisor
Tell us about your current role at the NYGC.
Currently, as the Clinical Laboratory Supervisor, I take a lead role in all sample processing from DNA/RNA extractions to sequencing for genetic and oncology testing by way of next-generation sequencing. I am also one of the Diversity, Equity & Inclusion Advisory Group (DE&I AG) co-leads here at NYGC, which involves actively finding ways to foster a more welcoming and inclusive environment for all.
What does Black History Month mean to you?
Black History Month is a symbolic representation of the greatness in the African American individuals who came before us, who are present today, and who will come after. It is a time to reflect on and honor the contributions of Black people to the world. It is also the month for Black individuals to relish in the feeling of inclusivity and representation — even though there is much more work to be done. This month should also be a moment to embrace being a Black person in today’s society.
Black History Month is a reminder that the struggles and hardships endured by our forebears to be given a chance at integrating into today’s society were not in vain. It is also a chance to learn and educate oneself about Black history. On a more personal note, this month forces me to take a good look in the mirror and actually appreciate the reflection that I see. It’s not just the color of my skin, but it’s being aware of the fight of my ancestors and their perseverance that allowed me to even to be able to walk outside with confidence and feel seen. It is always a moment of self-reflection to never forget that being a Black individual in today’s society is hard, but we are in a far better position than where we once were, and there is no stopping now.
What, if any, barriers or challenges have you faced in your career?
Challenges faced in my career stem from a lack of guided mentorship throughout my most pivotal years. From an educational standpoint, I had difficulty in finding support from educators, making my steering in the right direction mostly self-driven. This made the path to success much more difficult and unsure.
What/who is your biggest inspiration?
My biggest inspiration is my dear mother. She fought through and overcame a tremendous number of obstacles to bring seven children from Jamaica and raise them in the U.S. single-handedly. Even after doing so, she continued to be confronted with challenges due to the disadvantages she endured growing up, but she didn’t allow tough moments to get in the way of giving her children a chance at a better life. My mother excelled in her role of nurturing her children, so much so that I don’t even understand how she did it. She always made sure my siblings and I had every opportunity to succeed with fewer limitations than she had.
My mother inspires me so much. She has taught me so much about life, has provided me with all the essential skills needed to be a self-sufficient adult, and challenges me to be better person. I feed off of her strength, resilience, and her ability to persevere, regardless of all adversities.
What do you think can be done to make the workplace more inclusive and equitable?
The first step to becoming more inclusive and equitable is to understand that achieving inclusivity and equity in the workplace must be an ongoing initiative. As population dynamics constantly change within the workplace, we must realize that the same factors set in place may not always foster inclusiveness and equity long-term. Facilitating these two aspects also goes beyond the workplace. It involves reaching out to the neighboring community, as inclusivity and equity correlate to the granting of opportunity. The granting of opportunity to the outside community means a chance at welcoming diversity, and I believe it’s worth remembering that making the workplace more inclusive and equitable always requires taking a brief step back and realizing what works and what doesn’t. Only then can we move forward.
