Introducing Sarah Sims: BSA’s New Diversity, Equity, and Inclusion Outreach Programs Coordinator Demystifying the Manuscript Submission Process - Highlights from the

SOCIETY NEWS

Introducing Sarah Sims: BSA’s New Diversity, Equity, and Inclusion Outreach Programs Coordinator

We would like to welcome Sarah Sims (she/her/ hers) in the newly created position of Diversity, Equity and Inclusion Outreach Programs Coordinator for the BSA! She comes to us from a background in art and history museums. Her career spans diversity, equity, accessibility, and inclusion programming and training; museum education; inquiry-based teaching; teacher, staff, and volunteer professional development; and trauma-informed practices. She has a decade of experience in the nonprofit and culture sectors, including prior work with member societies. Sarah will spend the majority of her time working on our Botany and Beyond: PLANTS III grant as well as on other BSA diversity initiatives. We wanted to introduce Sarah to the BSA community!

Sarah, what motivated you to apply for the DEI position at the BSA?

Most of my professional experience has been within the field of museum education (art and history museums, specifically.) As my career grew, I sought out a lot of my own professional development. I’ve always been a big believer in the value of professional growth, and I specifically wanted to learn more about issues of diversity, equity, accessibility, and inclusion (DEAI); my own racial identity and how that affects my presence in work settings; as well as how institutions, programs, and groups are affected by the legacies of colonialism, white supremacy, and hetero patriarchy. These experiences with self-reflection and growth led me to seek involvement

in more DEAI projects, to take on formal responsibilities for implementing DEAI at the institutional level, and eventually to provide DEAI trainings for others. The more I’ve done this work, the more I’ve realized its broad application across different fields and job functions. I am a firm believer that no one person, discipline, or organization can be neutral—we all operate with lenses informed by biases. I really enjoy being able to connect with people whose content area expertise and job responsibilities are completely different from mine to help them understand how DEAI concepts not only fit into, but are essential to, their work. Plus, I have a soft spot for plants, so I was very excited when this opportunity came along for me to help support and implement DEAI in an entirely new (for me) field!

One of the first things you’ve been working on since starting here is the Botany and Beyond-Plants III grant. Can you briefly describe the grant and what it aims to achieve?

The Botany & Beyond PLANTS III (Preparing Leaders and Nurturing Tomorrow’s Scientists) grant is funded by the National Science Foundation (DEB-2138730) and encompasses three programs that take place at or around the annual Botany conference. The first is a conference mentoring program for undergraduates that are underrepresented in science called PLANTS, which has been around for over a decade. The second program is a faculty professional development workshop called the Inclusive Teaching Initiative. And the third is a science identity workshop for undergraduates. All three programs aim to engage, support, and sustain a diverse community of emerging scientists; foster inclusive practices across the BSA and botanical sciences; increase plant awareness; and advance research and training for a more diverse, inclusive, and accessible 21st-century botanical science workforce. My position helps to coordinate and administer the various arms of the grant, and supports the three principal investigators.

Over the past couple of years, many organizations have launched DEAI initiatives that look strong “on paper.” What do you think are the best ways to turn words into meaningful action?

I think you’re right, and we often then see those efforts fizzle out after a given project is completed. In my experience, DEAI initiatives need to include plans for culture change and sustainability in order for the words on paper to be transformed into lasting, meaningful action.

Culture change could look like developing shared definitions and goals. The terms “diversity,” “equity,” “accessibility,” and “inclusion” get thrown around a lot, but if you asked 10 different people what those words mean, theoretically and operationally within an organization, you would get 10 different answers. It’s important for people to get on the same page. Being on the same page doesn’t mean there isn’t room for ongoing dialogue. But too often we use these terms without defining what we really mean, and we end up talking past each other. Having a common definition serves as a jumping off point for setting clear goals and a road map for reaching them.

I think that culture change also looks like ensuring everyone at the organization (all employees/volunteers/members, not just the one committee or one person hired to support DEAI work), are receiving ongoing support and professional development. A mentor once told me that “racial equity and other justice work is not a line with a starting and ending

point, but rather a circle: you’re never done learning, and many times its useful to come back to old lessons and reflect again with each new life experience.” Too often, there is only one anti-bias training for all staff, which also tends to be facilitated in a one-size-fitsall way. We need to give support more often and recognize that folks have different entry points into this work.

When it comes to sustainability, again, I think you have to look at the whole organization, not just the DEAI person. What are the specific ways that each person or department can advance DEAI? How do DEAI goals and measures get baked into standard operating procedures and policies? How is DEAI woven into the recruitment, hiring, and retention process? And where is DEIA showing up in the budget?

The BSA’s Strategic Plan contains quite a few DEAI initiatives. Which of these are you most eager to work on?

Yes! The level that DEAI is infused into the BSA’s current strategic plan was another reason I was so excited to apply for this job! I think the one that excites me the most is the strategy to offer DEAI leadership training opportunities to members, in support of the goal to become an anti-racist and anti-discriminatory society. As I’ve said, I believe that quality, ongoing professional development opportunities that meet people where they are is an essential component of real culture change. I’ve benefited so much from professional development in my career and have many experiences developing goals, promoting, and sourcing facilitators for such trainings.

Before we wrap up, tell us a little about yourself! What are your interests outside of work?

Well, normally I would answer with “plants and gardening!”—but I suppose that is now very much related to my work. I also love to run and hike, explore new restaurants with my spouse, and indulge my toddler’s everchanging obsessions (which currently include The Princess Bride, light sabers, and the upright bass).

And how can BSA members reach you?

I would love to hear from members via email at ssims@botany.orgor phone at 314-577-9404 (although with hybrid work at home and the office, you’ll get a faster response with email).