When we stop talking about diversity, we’ll actually consider ourselves successful. WILLIAM MARTIN, 2018 419
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HE COMMITTEE REORGANIZATION IN 2005 brought together several major functions: the promotion and support of women and minority neuroscientists, services for graduate students and postdoctoral trainees, and support of the global membership, under the Professional Development, Mentoring, and Diversity Cluster, charged with coordinating efforts to implement SfN’s diversity strategy.420 Over time, this strategy became more closely linked with the needs of SfN’s many student members, as SfN’s strategic plan included a commitment to supporting neuroscientists at all stages of their careers, regardless of gender, race, ethnicity, or geographic location. Diversity and lifespan support became essential factors in the growth of neuroscience and of SfN by 2019, with women and non-Caucasian members consistently at an estimated 45–55% of the membership and trainee membership stable in the 40–45% range. “It’s not only because it makes us feel good,” Eric Nestler (SfN President 2016–17) explained, “it’s not only the right thing to do, it also makes the scientific enterprise better because it means we’re better capturing all of the outstanding expertise that exists across humanity.”421
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