PANEL EVENT 25.06.2025

Hidden Curriculum: Professor Singh highlighted the challenge of navigating academia without prior exposure to its "hidden curriculum"—unspoken norms and expectations.

Lack of Representation: Dr Adegboye emphasized the absence of role models for Black women in academia, which affected her sense of belonging and confidence.

Imposter Syndrome & Microaggressions: Dr Adegboye also discussed experiencing imposter syndrome and microaggressions, especially as the only Black woman in her PhD building.

Cultural differences in Self-Promotion: Dr Wijeakumar noted difficulties in “selling” her skills due to cultural expectations that qualifications speak for themselves, which didn’t align with academic norms in the UK and US.

Elitist Assumptions in Academia: Professor Singh mentioned that academia often favours people who know how to prepare and present themselves in institutionally recognized ways, disadvantaging those unfamiliar with such expectations.

Cultural change: Professor Singh suggested that the focus on increasing diversity at entry points should be accompanied by an effort to change internal academic culture and fight subtle signals that affect belonging.

Role Models and Visibility: Dr Adegboye advocated for promoting minority researchers to leadership roles to inspire others and normalize diversity.

Curriculum Reform: Dr Wijeakumar suggested integrating lab experience into undergraduate curricula to democratize access to research opportunities.

Structural Reforms: Dr Wijeakumar added that unpaid internships and reliance on personal funding must be addressed to make academia accessible to underrepresented students.

Find Your Tribe: Professor Singh encouraged identifying supportive allies and mentors,and being mindful of fatigue from constant advocacy.

Confidence and Initiative: Dr Wijeakumar stressed the importance of confidently approaching academics and showing genuine interest in their work.

Support Networks: Dr Adegboye highlighted the importance of community and recalibrating personal goals when facing isolation.

Mentorship Gaps: Dr Wijeakumar recommended seeking mentors with shared cultural experiences when possible, as they are more likely to understand unique barriers and support holistic development.

Participatory Equity: Professor Singh discussed the need for institutions to foster environments where everyone feels valued and heard, especially in decision-making spaces.

Authentic Allyship vs. Performative Allyship: Professor Singh introduced the concept of the “allyship paradox”, emphasizing that true allies must be willing to sacrifice privilege to promote equity.

Mentorship Challenges: Dr Wijeakumar proposed that funding structures should allow time for meaningful mentorship, especially across cultural divides.

Inclusive Communication: Dr Adegboye emphasized the value of open, honest, and friendly communication as a way of fostering trust and inclusion.

Sample Representation: Professor Singh warned of existential issues in psychology due to non-diverse samples, calling for journals and funders to enforce diversity requirements.

Community Engagement: Dr Adegboye and Wijeakumar advocated for Patient and Public Involvement (PPI) and home-based data collection to improve inclusivity.

Funding and Structural Support: Suggestions included using departmental seed grants, targeted fellowships (e.g., Wellcome Accelerator Awards), and leveraging public datasets (e.g., from UNICEF or the World Bank).