From Advocacy to Action: Supporting Equity in Chromatography

Creating a more equitable and inclusive environment in the analytical sciences is key not only to advancing diversity, equity, and inclusion (DEI), but also to unlocking greater innovation.

LCGC International spoke with Giorgia Purcaro of the University of Liège, Ilaria Belluomo of Imperial College London, and Katelyn Perrault Uptmor of William & Mary to discuss practical strategies and cultural shifts needed to support underrepresented groups in chromatography and separation science. Their conversation moved beyond identifying problems to spotlighting effective solutions, from institutional policies to individual actions. They assessed the progress being made, the work still to be done, and the essential resources that can help women not just enter but thrive and lead in the world of separation science.

The Role of Advocacy and Allies in the Lab

A key theme was the need to foster authentic advocacy and allyship. Genuine allies play a vital role in advancing the careers of underrepresented colleagues by amplifying their contributions and ensuring they receive recognition and opportunities.

Perrault Uptmor pointed to a potential disconnect between public promotion and private action. Celebrating a colleague’s work on social media is valuable, but genuine advocacy requires more: speaking up in meetings, ensuring credit is given where it is due, and supporting colleagues in tangible, everyday ways within the workplace.

"Instead of promoting a colleague's work on International Women's Day on LinkedIn, why not tell their supervisor how great of a job they are doing... or recommend them for a promotion?" she said. These unseen actions, often undertaken by allies, can have the most significant impact on career trajectory.

Allies are essential partners in progress. For example, Belluomo shared that her Academic Women Association intentionally invites men to its events to foster awareness and shared responsibility. Purcaro strongly agreed, stressing that everyone must take responsibility to achieve true equality.

Support Outside the Lab

Academic, industrial, and government organizations can all do more to actively support the diverse needs of workers from all backgrounds. To create lasting change, organizations in science—whether academic, industrial, or governmental—must adopt structures that actively support all workers. Establishing employee resource groups (ERGs) can provide a platform for underrepresented voices to be heard and integrated into decision-making.

Beyond representation, institutions can also prioritize comprehensive benefits that acknowledge the realities of modern scientific careers, such as flexible scheduling, childcare support, parental leave, and mental health services.

In a recent survey, women in the United States were found to spend more time on childcare than men, with women aged 35 spending more than 5 hours a day compared with men of the same age spending 3 hours (1). The motherhood penalty, where women are perceived as being less committed and less competent, continues to frame the debate (2,3).

Purcaro argued that the most impactful actions are those that provide tangible support for the "second job" of caregiving. She advocates for on-site kindergartens, dedicated support for when children are sick, and other infrastructure that actively alleviates the burden disproportionately carried by women. She cautioned against approaches that focus solely on enforcing gender balance quotas, which she fears could undermine meritocracy. Instead, she believes solving the practical problems women face will naturally allow talent to rise.

Belluomo advocated for robust, mandatory paternity leave. She noted that currently, fathers are often not given as much, or any, time to bond with their newborns. Shared parental leave would help normalize career breaks for all parents, reducing the motherhood penalty and fostering a more equitable distribution of domestic labor from the outset.

Industry groups can also provide valuable avenues of support for scientists beyond their own organizations.For women seeking community and support, several resources were recommended. Belluomo pointed to the new "Women in Chromatography" group on LinkedIn and, for those in the UK, the grants and networks offered by the Royal Society of Chemistry. She also extended an invitation for others to connect with her work expanding the Academic Women Association network across institutions.

Perrault Uptmor recommended the American Chemical Society’s (ACS) Women Chemists Committee (WCC), both at the national and local section levels. She highlighted their events, awards, policy work, and micro-volunteering opportunities as excellent ways to network and engage with broader efforts to advance women in the chemical sciences.

Turning Awareness into Action

The panelists expressed optimism about the future, noting encouraging progress toward greater inclusivity across events and professional activities.

Belluomo pointed to specific industry and conference initiatives rooted in DEI frameworks. She noted positive trends, such as more balanced keynote speaker lineups and editorial boards, alongside the creation of formal mentorship programs. While she views this as a promising beginning, she emphasized that "there's a lot of work to do" to turn awareness into lasting change.

The discussion ended with a powerful consensus: the goal is to build a more supportive and inclusive ecosystem for all scientists. This requires a multi-pronged approach involving supportive institutional policies, the active engagement of allies, and strong, connected communities. Together, these measures help ensure that scientists from all backgrounds not only enter the field but also thrive within it, strengthening both workplace culture and innovation.

References

(1) Women in the US spend more time with children than men do, across all ages; Our World in Data. https://ourworldindata.org/data-insights/women-in-the-us-spend-more-time-with-children-than-men-do-across-all-ages?utm_source=chatgpt.com (accessed 2025-09-08).

(2) Wood, Z. Motherhood penalty ‘has driven 250,000 women out of jobs’. The Guardian, November 5, 2023. https://www.theguardian.com/money/2023/nov/05/motherhood-penalty-has-driven-quarter-of-a-million-women-out-of-jobs-says-report

(3) Torres, A. J. C.; Barbosa-Silva, L.; Oliveira-Silva, L. C.; et al. The Impact of Motherhood on Women’s Career Progression: A Scoping Review of Evidence-Based Interventions. Behav. Sci. (Basel) 2024,14 (4), 275. DOI: 10.3390/bs14040275