In the summer of 2022, the journal Nature Human Behavior put out a notice that it could reject articles that were “stigmatizing” or “harmful” to different groups, regardless of the scientific content. The problems with this stand, which were immediately called out by Steve Pinker, Michael Shermer, and others, is that what is seen as stigmatizing or harmful is pretty much a subjective matter, and, as Pinker tweeted:
I think the journal and its editor were taken aback by this and similar reactions to their statements, and on Day 2 of our USC conference on Science and Ideology in January, the Chief Editor of the journal, Stavroula Kousta, walked back their statement a bit in here 24-minute talk (go here to here her talk; it’s the first one on the video).
But the walking-back didn’t mean that Nature Human Behavior was becoming less woke. Indeed, it just published a ridiculously repetitive and trite paper about how science needs “allyship” to produce a “diverse, equitable, and inclusive academia.” It’s not that STEM isn’t seeking a diversity of groups and viewpoints—though, inevitably, “diversity” in their sense means “diversity of race or sex”—but that this article says absolutely nothing new about the issue. What the journal published now is a prime example of virtue-flaunting that, in the end accomplish nothing. You can read it by clicking on the screenshot below (it should be free with the legal Unpaywall app), and you can get the pdf here.
The piece begins with the usual claim of “harm”: the same issue that the same journal discussed before:
In academia, despite recent progress towards diversity, biases and microaggressions can still exclude and harm members of disadvantaged social groups.
The person who sent me this article wrote “No citations are given for this claim about bigotry and discrimination at the most liberal, open, welcoming institutions that have ever existed in human history. Amazing.”
The article then gives these figures, which are baffling because one would expect younger women to drop out more rather than less frequently. But they may be correct; I am just not sure that they reflect misogyny:
Such patterns of marginalization are not specific to students. Among US faculty members, for example, women are 6%, 10% and 19% more likely to leave each year than their men counterparts as assistant, associate and full professors, respectively.
I suspect that these departures have little to do with ongoing “structural bias” against women academics, not only because no instances of inbuilt structural bias are actually given, but also, at least for women, a big and recent review by Ceci et al. found either no bias against women’s achievements in academic science or a female advantage—save for teaching evaluations and a slight difference in salary, about 3.6% lower salary for women. However, the authors do not dismiss the possibility and importance of bias against women.
At any rate, if you haven’t heard come across this advice about “allyship” before, and are an academic, you must be blind and deaf. I’m not going to reprise the paper for you, as you’ve heard it all before.
I’m assuming that well-meaning people agree with me that marginalized scientists should be treated just like everyone else. But how many times do we need to hear that? At any rate, this paper rings the chimes again, singling out six areas where we’re told how to behave. These are direct quotes.
1.) Listen to and centre marginalized voices.
2.) Reflect on and challenge your own biases (I guess you determine them by taking an “implicit bias” test, a procedure that’s been severely criticized
3.) Speak up to include and support disadvantaged groups
4.) Speak out against bias when it happens
5.) Advocate for institutional initiatives to promote equity and inclusion
6.) Dismantle institutional policies and procedures of exclusion
#4 and #6 are no-brainers, though, speaking personally, I don’t know of any institutional policies and procedures of exclusion in biology. The rest are ideological statements assuming that everyone except for the marginalized is biased, and that the way to achieve inclusion is to promote “equity” (do they even know what “equity” means?) And, of course, the entire program reflects the tenets of DEI, which are on the chopping block in the U.S.
Now this article isn’t as bad as ones on feminist glaciology or ones maintaining that Einstein’s principle of covariance supports the view that minorities have an equal claim to objectivity.. No, it’s just superfluous, a farrago of what decent human beings already do, misleading assertions about bias, mixed with patronizing advice that we already follow. It accomplishes nothing save further erode the credibility of editor Kousta.
Here’s the conclusion:
For allyship to be effective in academia, it must be grounded in a deep commitment to DEI. This means recognizing that allyship is not a one-time event, but an ongoing process of learning, reflection and action. Moreover, it needs to go above and beyond symbolic or superficial acts (performative allyship) to demonstrate substantial and meaningful support that is recognized as beneficial by those it is meant to serve (substantive allyship). It is noteworthy to understand and accept that we will make mistakes along the way. No one is perfect, and as explained above, allyship requires a willingness to engage in humility and self-reflection. When mistakes are made, it is important to listen to feedback from disadvantaged groups, take responsibility for any harm caused, and commit to doing better in the future.
In conclusion, everyone can engage in allyship and work to challenge and dismantle systemic bias, creating a more just, equitable and inclusive academic community for all.
At least they used “equitable” properly, meaning “treating people fairly.” But couldn’t the whole article have consisted of just that sentence?






















