Eye-catching infographics, punchy messaging, and clear language are just three ways to grab people’s attention. Laura West, Senior Scientific Excellence Coordinator of R&D Biopharm Discovery at GSK, explains how to make your scientific research more visually attractive.

When it comes to displaying your scientific work, the experiments and data could be your best, but getting the visibility your work deserves and engaging your target audience require careful thought. It is, therefore, vital to be to think about how you communicate, not just what you communicate.

Every day, we are inundated with information. It’s more important now than ever to grab the attention of your audience, while improving the way you communicate. This helps people retain information about the data and key messages you deliver.

Ask yourself: what is the key message I want people to take away from this piece of work? You can then start to build around that.

When it comes to the overall layout of your work, you need to think about visual hierarchy, which is the arrangement of the elements on the page. This tells readers what to focus on depending on its importance.

It’s also worth thinking about how people best consume their media. Infographics, data visualisation graphs, images, and short videos are all great ways to attract and hold people’s attention.

Here are five ways to boost engagement in your work today.

1. Start with a bold, catchy message

Image from Naja Bertolt Jensen, Data: Plastic Pollution - Our World in Data. Graphic from Laura West

A clear, simple message that is big, bright, bold and catchy will grab people’s attention. Take a look at the infographic below. Notice how your eyes are immediately drawn to ‘Plastic Pollution’, which is short, punchy, and immediately noticeable.

2. Pick relevant images

65% of people recall information for up to three days when it is paired with a relevant image. So, pick relatable images to make your work more memorable.

3. Keep it simple

Covid 19 Infographic Datapack from Information is Beautiful.

Aim to keep your sentences short and use simplified language. This approach will make your work more accessible and easier to understand, and it will help your audience retain information.

Second, if you have a large amount of data, consider how to display it so that people can immediately follow what you’re showing them.

Take a look at the ‘Coronavirus Riskiest Activities’ infographic below. You can immediately see that ‘nightclub’ is the riskiest activity from the huge amount of information on the page. Note the use of negative space (or empty space) on the page to intensify the size of each bubble.

4. Use colour and contrast

This infographic from Statista uses a simple colour scale to clearly demonstrate the data. 

Colour choice matters. Our eyes pick up the contrast between certain colours and using this to your advantage will help accentuate the importance of certain items on the page. Think about the contrast between the colours you are displaying to make the text or imagery striking. This helps readers associate patterns or trends quickly.

In the image above, for example, it is easy to identify the teal colours against the white background and grey world map and immediately identify the countries.

5. Think about how people read

Readers use a 'Z' pattern to visually skim content.

Studies show that when we ingest digital information, we first scan the page in a ‘Z’ or ‘F’ pattern to determine whether it is worth reading.

If the information is predominantly text heavy, we read by scanning the left side of the page as this contains left aligned headings and bullet points. When reading information that is not in text-heavy paragraphs, we tend to read in the more ‘Z’ aligned format (left to right and top to bottom).

When thinking about the type of work you are displaying, consider where you want your most important information on the page.

In his winning essay in SCI Scotland’s Postgraduate Researcher competition, Alexander Triccas, postgraduate chemistry researcher at the University of Edinburgh, explains how the tiny shells produced by marine algae protect our natural environment.

Each year, SCI’s Scotland Regional Group runs the Scotland Postgraduate Researcher Competition to celebrate the work of research students working in scientific research in Scottish universities.

This year, four students produced outstanding essays. In the fourth of this year’s winning essays, Alexander Triccas explained how coccoliths provide a valuable carbon store and could play a key role in keeping our bones healthy.

Why tiny shells produced by marine algae are important for both global carbon stores and repairing bones

Although humans can engineer complex and eye-catching structures that help us navigate through our daily lives, they are nowhere close to the design and functionality of natural materials.

These mineral structures are specifically grown to provide support, protection, or food for many organisms. Humans would not exist without them. Indeed, our bones and teeth are made of calcium phosphate. But when grown in a lab, calcium phosphate forms as simple rectangular crystals, which is vastly different to how our bones and teeth look.

This is because our bodies use organic molecules to precisely control how minerals grow, producing materials that can fulfil very specific tasks. Biominerals can even be produced inside single cells. Coral reefs are held together by calcium carbonate minerals made by marine invertebrates. Elsewhere in the ocean, carbonate shells produced by small algae cells are buried on the ocean floor, over time forming the chalk rocks that make up coastal landmarks such as the White Cliffs of Dover.

Advances in microscopy are shedding new light on the composition of coccoliths.

This process is incredibly important to the environment. It takes carbon dissolved in seawater, turns it into solid material, then stores it at the bottom of the ocean. It is concerning then that we don’t know how ocean acidification and rising CO2 levels will affect coccoliths, the name given to these carbonate shells.

>> SCI’s Scotland Group connects scientists working in industry and academia throughout Scotland. Join today!

We’re still unsure how coccoliths are produced, particularly how organic molecules are used to give them their unique shape. Proteins and sugars decide where and when the first carbonate mineral forms; then the growth of the coccolith is controlled by sugar molecules.

But how exactly do these organic molecules control the mineral that is produced? We struggle to answer this question because we don’t know how the composition of the coccolith changes as the structure grows.

Composition of the coccolith

Our research focuses on imaging coccoliths in an attempt to observe these changes. We used a technique called X-ray ptychography to map coccolith composition over the course of its formation. This revealed that coccoliths are not entirely made of calcium carbonate, instead having a hybrid structure containing mineral and organic molecules. But this isn’t all.

We revealed that the composition of the coccolith changes during its growth. We think this could represent a transition from a disordered liquid-like state to an ordered crystalline state. While this is common in other biomineral-produced organisms like corals, no evidence of this transition has been reported in coccolith formation before.

>> Read Rebecca Stevens’ winning essay on PROTAC synthesis.

This is incredibly important because it tells us how the cell is controlling the first calcium carbonate mineral that forms. The transition enables the cell to control exactly how it wants the mineral to form, meaning coccoliths can be made faster.

It might also lessen the impact that more acidic seawater has on mineral formation. This could mean coccoliths will not be affected by ocean acidification as much as expected, which is good for the planet’s long-term carbon stores.

However, this is only a prediction. Improvements to the microscopes used to analyse coccoliths will help us know if the transition occurs. Electron and X-ray microscopes are extremely useful in industry – from drug research and medical imaging, to data storage and materials analysis – but their use in these fields is still relatively novel.

Coccolith analysis could give us a better idea of how bones are produced.

Most advancements in instrumental procedures are done in academic research. Our work, therefore, helps us understand the benefits and limits microscopes may have, making them more suitable for industrial use.

Bone research also relies heavily on these microscopes. Our findings could be important in understanding how bones are produced, benefiting not only pharmaceutical and medical industries, but also improving human healthcare by providing better treatments to patients.

From luminescent polymer nanoparticles that improve rural healthcare to compostable plastic packaging, Dr Zachary Hudson and his research group at the University of British Columbia are developing solutions to pressing issues.

For those of us who live in cities, we take easy access to hospitals for granted, but what about those in remote areas? What if there were an easier way to diagnose diseases and improve healthcare for those in secluded rural areas?

Luminescent dyes used to make fluorescent Pdots.

Well, Dr Zachary Hudson and his group at the University of British Columbia (UBC) in Canada are developing luminescent polymer nanoparticles that could provide portable, low-cost tools for bio-imaging and analysis in rural areas. These nanoparticles are so bright that they can be detected by smartphone, helping clinicians quantify chemical substances of interest such as cancer cells.

Dr Hudson’s work spans other areas too, including working with industry to develop compostable plastics and ongoing research in opto-electronics. His creativity in applied polymer science was recognised recently with the 8^th Polymer International-IUPAC award, organised by SCI, the Editorial Board of Polymer International, and IUPAC (International Union of Pure and Applied Chemistry).

We caught up with Zac to ask about these luminous Pdots, compostable plastics, and how it felt to be recognised by his peers.

Dr Zachary Hudson

Tell us about the nanoparticle and remote diagnostic technologies you are developing to boost rural healthcare.

Our group is working with Professor Russ Algar, an analytical chemist at UBC, to develop fluorescent nanoparticles that are bright enough to be detected by a handheld smartphone camera.

The concept is to design nanoparticles that can quantify biological analytes of interest, such as cancer cells or enzymes, and provide a signal that a smartphone can measure. In this way, we hope to create portable, low-cost tools for bioanalysis for use in remote or low-income regions.

Why is the capacity to conduct remote diagnostics so important for those in remote areas?

Coming from Vancouver, I have ready access to sophisticated lab facilities and hospitals that are only a short distance from where I live. This gives me access to some of the world’s most advanced techniques in molecular medicine with relative ease.

For most of the world’s population, however, geography or resources limit their access to these advanced tools that can have a real, positive impact on human health. Expanding access to molecular diagnostic technologies can help more people get the diagnosis they need without a dedicated lab.

How did the ideas for the Pdots come about?

We became interested in Pdots due to Professor Algar’s groundbreaking work using quantum dots for smartphone-based bioanalysis. We learned that by tapping into the versatility of polymer chemistry, we could create polymer nanoparticles, or Pdots, that combined many advanced functions into a single particle.

>> From Covid-19 to the two World Wars, how has adversity shaped innovation? We took a closer look.

How have you worked with other partners to turn these ideas into a reality?

We are currently planning a major initiative with rural health organisations in British Columbia to help move these tools toward practical use. Stay tuned for more info!

You’ve also worked with local industry to reduce the use of single-use plastics. How have you gone about this?

There has been a major push in Canada to reduce the consumption of single-use plastics, and many companies are currently developing new products to respond to this need. Our lab has worked with local industry to formulate and test compostable plastics that can act as substitutes for petroleum-based plastics in consumer packaging.

The Nexe Pod, a fully compostable, plant-based coffee pod created by NEXE Innovations, with Zac as Chief Scientific Officer, received a $1m funding grant from the Canadian government in 2021.

You’ve helped develop compostable materials. How tricky is this from both a material and an environmental perspective?

Compostable plastics are challenging for a few reasons: the demand for them is skyrocketing, so robust supply chains are needed to help companies get away from petroleum feedstocks. The regulatory framework around compostable plastics also varies widely by country, which poses challenges for international commercialisation.

Finally, most machinery for the high-speed manufacturing of plastic packaging is highly optimised for petroleum-based plastics, so new equipment and techniques that are suitable for processing compostable plastics need to be developed alongside the plastics themselves.

>> Do you work in pharmaceutical development? Check out our upcoming events.

What’s next for these innovations, and are you working on anything else interesting?

I've spent most of my career working on light-emitting materials for display technologies and bioimaging, and we’ve recently learned that many of these same materials make useful photocatalysts with applications in the pharmaceutical industry.

We recently partnered with Bristol Myers Squibb to develop all-organic photocatalysts with performance on par with some of the expensive iridium-based catalysts that industry is currently using. I'm looking forward to developing this area further.

What was it like to win the 8^th Polymer International-IUPAC award for Creativity in Applied Polymer Science?

It was a great feeling to have our group’s work recognised by the international polymer community. The award lecture at the IUPAC conference also gave us the perfect venue to highlight some of the research directions I’m most excited about in the years ahead.

In her winning essay in SCI Scotland’s Postgraduate Researcher competition, Rebecca Stevens, Industrial PhD student with GSK and the University of Strathclyde, talks about the potential of PROTACS.

Each year, SCI’s Scotland Regional Group runs the Scotland Postgraduate Researcher Competition to celebrate the work of research students working in scientific research in Scottish universities.

This year, four students produced outstanding essays in which they describe their research projects and the need for them. In the third of this year’s winning essays, Rebecca Stevens discusses her work in developing a multistep synthetic platform for Proteolysis Targeting Chimeras (PROTAC) synthesis and the potential of PROTACS in general.

Pictured above: Rebecca Stevens

A ‘PROTAC-tical’ synthetic approach to new pharmaceutical modalities

PROTACs are a rapidly evolving new drug modality that is currently sparking great excitement within the pharmaceutical and biotechnology industries.

Despite the first PROTAC only being reported in 2001, 12 of these potential drugs have already entered phase I/II clinical trials. In fact, a handful of new biotechnology companies have launched in the last two decades with a primary focus on these molecules. So, what’s so special about them?

Traditional drug discovery relies on optimising small-molecules to inhibit the action of a protein target and subsequently elicit a downstream effect on cellular function. However, many proteins are not tractable to this approach due to their lack of defined binding sites. This is where PROTACs offer a unique opportunity to target traditionally ‘undruggable’ parts of the proteome; instead of inhibiting the protein, PROTACs simply remove it altogether.

PROTACs are heterobifunctional molecules made up of two small-molecule binders attached together via a covalent linker; one end binds to the protein of interest and the other to an E3 ubiquitin ligase.

By bringing these two proteins into close proximity, PROTACs exploit the body’s own protein degradation mechanisms to tag and degrade desired proteins of interest in a method known as ‘targeted protein degradation’.

This different mechanism of action offers some revolutionary advantages over small-molecule drugs. Alongside potentially accessing ‘undruggable’ targets, PROTACs can overcome resistance mechanisms from which other drugs suffer, as well as acting in a catalytic manner, ultimately requiring less compound for therapeutic effects and maximising profits.

>> SCI’s Scotland Group connects scientists working in industry and academia throughout Scotland.

Problems with PROTACS

While great in theory, the reality is that with two small-molecule binders and a linker, PROTACs are typically double the size and complexity of normal drugs, so their synthesis is far from simple.

Classic drug discovery programmes often make many bespoke analogues alongside their use of library synthesis, using a design-make test cycle to optimise hits and find a lead molecule. With PROTACs, linear synthetic routes are much longer for bespoke compounds, underlining an even greater need for new PROTAC parallel synthesis platforms.

>> Read Marina Economidou’s winning essay on palladium recovery

Additionally, the design of PROTACs is more challenging as there are three separate parts of the structure to optimise, and small changes can have a large impact on their biological activity. As such, very simple chemistry is used to connect the three parts of the molecule, resulting in limited chemical space for exploration, causing potentially interesting bioactive compounds to be missed.

A platform for PROTAC synthesis

My PhD project seeks to develop a multistep synthetic platform for PROTAC synthesis, using modern chemical transformations such as C(sp2)-C(sp3) cross-couplings and metallaphotoredox chemistry.

Starting from already complex intermediates in the synthetic route, methods for late-stage functionalisation are under development to complete the final synthetic steps. By making elaborate changes at a late stage, a variety of structurally diverse PROTACs can be synthesised from a single building block, offering an economical and sustainable approach to optimisation for the industries involved.

Furthermore, the purification step prior to testing will be eliminated, with crude reaction mixtures taken into cells in an emerging ‘direct-to-biology high-throughput-chemistry’ approach. This removes a key bottleneck associated with hit identification and lead optimisation, delivering biological results in very short turnaround times.

The synthetic methods developed in the project will offer new capabilities for efficient and sustainable synthesis of PROTACs and other related modalities. Increasing the pace of data generation could accelerate the exploration of structure-activity relationships and deployment in large parallel arrays could provide a significant quantity of data to inform new machine learning models.

Ultimately, for industry, this ‘PROTAC-tical’ approach offers a huge opportunity for rapidly progressing PROTAC projects and discovering novel PROTACs with clinical potential.

>> Our Careers for Chemistry Postdocs series explores the different career paths taken by chemistry graduates.

Suze Kundu’s career has taken her from nanochemistry to science communication and even to presenting TV shows on the Discovery Channel. So, how did she go from academic to Head of Public Engagement at Digital Science, and what advice does she have for those looking to follow in her footsteps?

You’ve had a really varied career path. How did you get to where you are today?

Varied indeed! I categorise my career into two strands – doing science, and communicating science. And I’ve done both alongside one another for over a decade now. The former UK Chief Science Officer, Professor Sir Mark Wolport, once said that science isn’t finished until it is communicated. This is something that my alma mater, UCL (University College London) not only believes, but also supports.

Given that research is largely publicly funded, researchers owe it to the public to communicate progress and outputs. By creating opportunities for dialogue, this communication becomes a two-way process, which also benefits researchers who can conduct better-informed research that will help more of society.

As such, I was trained in being both a researcher as well as a public engagement practitioner during my undergraduate degree and during my PhD. I’ve been really lucky to have been able to keep both strands of my career running either concurrently or in combined roles. When I was an academic, I would do research, teaching and public engagement as part of my varied day job, and I also kept up with my science writing and TV presenting in my spare time. I now work at Digital Science, which is a research technology company that creates mostly software solutions for different aspects of the research cycle to help it be the best it can be.

At Digital Science, I headed up Engagement for three years, before recently moving on to a role that combines my engagement skills with my chemistry knowledge and my unashamed fangirling over our flagship platform, Dimensions, to support our newest addition to the family: Dimensions Life Science and Chemistry.

All of our software solutions are created with the research community in mind, and are often developed and refined in collaboration with actual users, so we know that our tools can help people overcome research challenges.

What personal challenges have you faced and how have you overcome them?

Thanks to my parents, my school and my university, I grew up fairly sheltered from a range of ‘-isms’ that may have resulted in my being put off a career in science. Being a woman, a woman of colour, and a woman who perhaps doesn’t conform to outdated stereotypes of what ‘scientists’ are like are all things I learnt can be hurdles to overcome in my career.

In many ways, I was glad that I had no idea that academia, for example, was such a challenging environment for underrepresented people, as I am not sure I would have pursued a career in it if I had known. Women in academia are often assigned teaching that covers the basics, and are frequently given tasks that require so-called ‘softer’ skills such as outreach, engagement and the admissions process. In a world where women have to work twice as hard to get half the recognition, this can often lead to burnout.

I did two things to overcome these challenges once I had identified them; firstly, I had some great allies that came to my aid. They helped me objectively highlight the inconsistencies in workload and expectations, and they were always on hand to offer advice to help me overcome hurdles. Secondly, I chose to leave academia for industry. I now work in an organisation where all the diverse facets that make up an individual are respected and welcomed.

My advice would be that, if you think a science career isn’t for you, you may not have found ‘your people’ yet. I assure you, though, that scientific careers are so much broader than just academia and traditional industry roles. Keep looking and use your networks to find your type of organisation, as I can guarantee that they’re out there somewhere.

Suze Kundu

You’re very skilled at communicating complicated topics to non-specialist audiences. How do you do it?

I was lucky enough to attend UCL for my undergraduate and PhD. UCL has a long history of engagement with a range of communities. It is thanks to opportunities I had during my degrees there that I started to really hone my communication skills.

Strangely enough, I think my acting, drama, dance and musical theatre skills have also played a part in building my skills, as there is always an element of performance in everything that we do. You need to know your audience, and know what motivates them, to really engage with them.

I do believe that everyone can learn and develop communication skills though. I’m not saying everyone needs to present evidence in a parliamentary inquest. There are so many different ways to communicate research, whether it is through writing, drawing, even music and dance.

It could even be as simple as just engaging with your PR team to find support in sharing your research more broadly. It’s a really collaborative space though, so if you want to give it a go or learn more, find some people whose communications style you like and get in touch. If they’ve got the capacity I’m sure they will either be able to help, or at least point you in the right direction.

Which mentors have helped you along the way?

Firstly, my parents, who made me believe that I could pursue anything I wanted to and they’ve been nothing but supportive. My husband is also totally wonderful, even though he wishes I worked more sensible hours. Secondly, I have a set of amazing friends that remind me that I can do things, even when I doubt myself.

Finally, there are some amazing heroes-turned-allies out there that have supported me along the way. My top four would be my ever-supportive PhD supervisor Professor Ivan Parkin at UCL, my old chemistry teacher Mr Brian McVicar, my science communication hero Professor Mark Miodownik at UCL, and my academic role model Professor Mary Ryan at Imperial College London. Our CEO at Digital Science, Dr Daniel Hook, is also an inspiration and an example of having both a career in enterprise and leadership, AND a career in academia.

>> Read about Dr Anita Shukla’s groundbreaking work in treating infection and developing drug delivery systems in our interview with Dr Shukla.

What is the current state of play within your sector with respect to equality, diversity, and inclusion – and is enough being done to attract and retain diverse talent?

In academia, my experiences have not been great. We spend a lot of time, money and effort recruiting a more diverse range of people into science degrees but very little time retaining those people in the profession.

Though things are improving, changing an entire culture is slow going, and I think academia is still fundamentally built on a framework that rewards and promotes cultures and behaviours that do not allow for inclusion.

We have a long way to go to breaking down those barriers to inclusion. We’ve worked with a range of actors in the research industry through the Research on Research Institution (RoRI), but culture change takes time. It requires buy-in at all levels and globally across the profession, as well as a lot of resource to build a better framework of recognition and reward to encourage inclusion and retention within the academic profession.

In industry, I think we are in a much better place in terms of equality, diversity, inclusion and accessibility, though there are of course still challenges that need to be overcome. Organisations have more control over how they nurture their employee communities, and I think it can therefore be easier to see changes in culture sooner than in academia.

There is still a long way to go to make things as inclusive as they can be, and to achieve real representation of society in industry, but by working with underrepresented communities we are able to co-create initiatives that will hopefully change things for the better.

Is there any advice you would give to young professionals looking to pursue a career path similar to yours, especially young women?

Do it! Science is such a rewarding profession, and so varied too. You’re able to combine your passion for science with your interest in a whole host of things. Do, however, be aware that you may not immediately find an environment that can support and nurture you in a way that works for you. They are out there though, so keep networking, keep looking, and be your truest self. You’ll find your people soon enough, and from there on in, it’s a great adventure.

Don’t be afraid to try things. You may well surprise yourself and start a career journey down a path you didn’t expect to find yourself on. And remember, no experience is wasted. Your skillset is always building up, and you’ll find yourself applying experiences and knowledge in ways you never expected you would.

Find a mentor or a range of mentors for different aspects of your career, and consider being a mentor for others too. You have a remarkable amount of knowledge and experience to share with others too.

>> In recent months, we’ve spoken to inspiring women who work in science. Read more about the stories of materials scientist Rhys Archer, EPSRC Doctoral Prize Fellow and founder of Women of Science, and Jessica Jones, Applications Team Leader at Croda.

Edited by Eoin Redahan. You can find more of his work here.

Continuing our profiles of Black scientists, Dr Jeraime Griffith, Chair of SCI’s Agrisciences Group, shares how a simple classroom experiment set him on the journey that has led to him analysing complex data to safeguard UK food security.

Would you mind giving us a brief outline of your current role:
I am a Data Scientist building tools that maintain, forecast and predict threats to the UK’s food security.

Right: Dr Jeraime Griffith

What was it that led you to study chemistry/science and ultimately develop a career in this field? Was this your first choice?
At about age 10, in primary school, I had a teacher who explained to us how the human digestive system and saliva break down starch into sugars. To demonstrate this, he got some bread from the school kitchen and asked us to chew it until we started noticing a slight sweet taste. I decided then to be a scientist. This wasn’t my first choice however. Prior to that moment, I wanted to be a pilot.

Was there any one person or group of people who you felt had a specific impact on your decision to pursue the career you are in?
My parents were super supportive. After announcing that I wanted to be a scientist, I got a science dictionary for my birthday. I also had great teachers, both at primary and secondary school. At 13, we were doing hands-on chemistry experiments and helping to tidy the lab at the end of the school year.

Could you outline the route that you took to get to where you are now, and how you were supported?
Following a BSc and a PhD, both in chemistry, I worked for ChemOvation, Argenta Discovery (now part of Charles River Laboratories) and briefly at Novartis. I then went off to New Zealand for a two-year postdoc at Massey University in early 2009 to work with my former PhD supervisor who had relocated there.

On returning to the UK, I worked at Imperial College London, first at the Centre for Synthetic Biology, then over in Chemistry with Professor Tom Welton. It was towards the end of my time with Professor Welton that I began learning the programming language Python, which led me to data science. I’m now a Data Scientist at Cognizant, working with the Food Standards Agency.

I was fully supported, both in industry and academia, but it was in academia that I was afforded the freedom to explore my interests – particularly to use 20% of my time to do whatever I wanted.

Jeraime helps safeguard UK food security and Chairs SCI’s Agrisciences group

Seek out mentors, and I would say regardless of race, who can help you get there. Don’t be afraid to email them and briefly talk about your interest in the work they’ve done, what you have done and are doing now. I’ve found people are genuinely interested in helping you. This is how I learned about the Agrisciences group at the Society for Chemical Industry, which I joined and now Chair.

As for getting into data science, I did a 13-week intensive bootcamp. These are not for everyone as they are expensive and have a high demand on your time. However, there are a lot of free courses available. With this availability, it can be hard to find the good ones. The knowledge of the crowd can help. I’ve found Twitter to be our modern day equivalent to Ask Jeeves.*

What do you think are the specific barriers that might be preventing young Black people from pursuing chemistry/science? 
Lack of representation I think is the number one barrier. Impostor syndrome is bad at the best of times, but worse still if there’s no representation in the ivory tower.

What steps do you think can be taken by academia and businesses to increase the number of Black people studying and pursuing chemistry/science as a career?
Recruit people of colour with less experience to positions of responsibility. Trust us to perform and have the support in place when we falter.

The experience that most defined Jeraime’s career path… a great teacher

Science is at the centre of addressing many of the big global issues. Do you hope that this will lead to more young Black people wanting to get involved in science and develop solutions? 
Yes. A low entry point is data science. Most of the tools we use are open source. Data for your area of interest are, for the most part, freely available and the data science community is helpful and engaging.

Could you share one experience which has helped to define your career path? 
Where I am now began in that class in primary school when I first learned about the human digestive system. So, my defining experience would be having a great teacher.       

*Note from the editor: Some youngsters may need to look up what Ask Jeeves is!

Edited by Muriel Cozier. You can read more of her work here.

Our careers often take us in unforeseen directions. Dr Jessica Jones, Applications Team Leader at Croda, chatted to us about moving from research into management, the benefit of developing softer skills, and her unexpected mentor.

Tell me about your career to date.
I came through university in what is probably seen as the ‘traditional’ way. I did a Master’s degree in chemistry at the University of Liverpool, with a year working in industry, which I really enjoyed. And then after I finished my Master’s, I did a PhD in Inorganic Chemistry at the University of Nottingham. I always wanted to work in industry, but I really enjoyed research, so I decided to do the PhD as I thought the skills would be useful for either career path.

Jessica Jones in the lab

Were you tempted by a career in academia?
No, I never felt like I was the kind of person who had what it takes to succeed in academia. I never felt like I could ever come up with the nucleus of a new idea. I always felt like someone could give me the slimmest thread of a thought and I could turn it into something, but I could never have that thread myself. From my perspective, academia can be a lonely career and I enjoy and benefit from working in a team with other people.

So, after I finished my PhD, I joined Croda in 2013 as a Research Scientist in our synthesis division, in a synthetic chemistry R&D role. Over seven years, I progressed from Research Scientist to Lead Research Scientist and then Team Leader. During that time, I moved around a bit. I worked at different manufacturing sites, in different research areas and did lots of different projects across multiple sectors.

In February 2020, I was asked if I wanted to go on secondment, as a Team Leader, to one of our applications teams in Energy Technologies. Energy Technologies focuses on lubricants, oil and gas, and batteries. I really enjoyed the secondment and after it came to an end, I chose to take it on as a permanent position rather than return to my old role.

What does this role entail?
My role entails managing a team of application and lead application scientists who work on a range of projects, from designing new products to supporting customers with specific problems and working with universities on more theoretical, developmental ideas.

At the moment, we’re working on a lot of what we call EV (electric vehicle)-friendly fluids. When you move from traditional combustion engines to electric vehicles, there’s quite a change in the properties needed for the fluids within the engine. We make the speciality additives that go into the base oils that support functions such as reduced engine wear and improved fuel efficiency.

The EV market is very different to the traditional car market, which is dominated by big lubricant manufacturers. EVs are so new that Croda has been at conception discussions with world leading EV companies. The whole sector is very data driven and, coming from a research scientist background, that appeals to me very much. It’s very exciting to be at the cutting-edge of innovation with what we’re doing within electrification and renewable energy.

Which projects are you working on at the moment?
I’ve got two long-term new development projects that are both progressing to the final stages of manufacturing. These are products that I designed the chemistry for when working in the synthesis team. It can take four or five years to get a new project through the development process, and I’ve continued to manage them throughout their timeline, even though I have moved into different roles. They are both speciality additives for crude oil to reduce the temperature at which impurities develop, to allow the more difficult oil fractions to be brought out of the ground without it solidifying in pipes when they transport it.

What does a general working day involve?
There are eight people in our team, and I am responsible for managing six of them. There are two other senior technical specialists I work alongside. They have lots of experience in the industry and working with academia, and the three of us coordinate the projects across the team.

My role is to translate the pipeline and the strategy from our senior leaders into what we do in the lab every day. I have three projects that I'm running, which are new product launches. Alongside that, I coordinate the project pipeline and make sure everyone is able to manage their projects and progress them. I do a small amount of lab work, but I would say it makes up 5% of my time.

I always thought I would be a specialist when I joined Croda because of my PhD and lab experience. However, over the time I’ve worked here, I started to really enjoy working with other people; and I think I probably realised I had better skills at motivating other people, building up teams, and networking. So that became a lot more important, and I chose to move into the management side of things but still within a technical function.

Interpersonal skills are sometimes underrated in management. How do you approach this side of the job?
I think I am quite at ease around other people as I am very extroverted. I think that makes me different from a lot of people in my team. For example, my boss and I are the total opposite of each other, but it works really well because it means that we complement each other perfectly. He’s very strategic and he likes to take his time to make decisions. He likes to review all the data very methodically and is good at using detail to evaluate a project’s true value, whereas I’m much more about talking to people, bringing everyone together and acting quickly to get things done. But I think the balance of both works incredibly well for us as a team.

During lockdown we received a webinar on personal resilience, and the session was about your outward projection to other people. About 70% of how you are perceived by others is made up of how people see you and your ‘brand’. Your technical expertise and actual ability to do your job only makes up about 20% of how people view you and how successful you are. And I think as a scientist, you get a bit focused on delivering the project successfully, thinking that you need to be really amazing at delivering data, but people forget about the need to work on themselves to develop as well.

What part of your job motivates you most?
It’s a combination. The science we’re working on is very exciting, and I really enjoy getting all the projects together, making sure everything fits together and that everyone’s doing the right thing. But emotionally, it’s the team that gets me up in the morning – coming in, seeing what they do, how they have been. I’ve been really lucky over the past 12 months, being able to see some of my colleagues really develop. I’ve taken a lot of pride in realising the impact you can have on other people and allowing yourself to take credit for that.

>> What is life like as a materials scientist? Take a look at our thought-provoking conversation with Rhys Archer, founder of Women of Science.

Which mentors have helped you along the way?
There’s one person who stands out. I was asked to take on this extra role to become a European technical rep in one of our business areas. I’d never done anything like that before so the idea that I was going to be put out there, in front of customers, as the technical expert for the business was quite terrifying.

I was to work with the European Sales Manager of the business, and we ended up traveling a lot together. He was the opposite to me. He’s very experienced but had a reputation as a bit of a loud, burly Yorkshireman and I wasn’t sure how we would fit together, but we got on like an absolute house on fire. He was so helpful to me, not just in giving feedback on what I was doing in the role, but general conversations about career and life outside of work and personal support. Having that kind of professional relationship develop has made a massive difference. Just meeting someone like that and having a person to go to when I needed help, someone who I really trust to have my best interests at heart. It was very beneficial for the number of years that we worked together. Since then, we have moved on to different roles, but we still stay in touch, and it has taught me the value in reaching out to different people to help me to develop.

Jessica with the first product she developed at Croda.

In terms of equality and diversity, do you think enough is being done in your sector?
I think there is always more that can be done but I’ve never felt my gender has hindered me in my career and I’ve always felt very supported at Croda. Sometimes people are in a rush to see change immediately, especially when the senior management at Croda and many other STEM organisations is still made up of a majority of white males.

I like to think that the support myself and others have been given will mean that, as we progress, there will be more representation in senior positions. I would always want to achieve something on merit rather than to tick a box for equality. If that means it will take time for the generation I am in now to get to those positions, then I can wait. Importantly, I genuinely think everything that’s being put in place at Croda, and more broadly across the STEM sector, will pave the way for more diverse representation in senior roles in the future.

Do you have any advice you’d give to someone starting out?
Having a mentor is very important. I never thought I needed one until accidently developing that relationship. Since moving into different roles, I’ve set out to deliberately engage with people for that purpose. I would encourage people to seek out those who are different from themselves and engage with them.

I also think it’s important not to be afraid to ask for things you want. If you want to get a promotion or seek out further development, it’s often tempting to ask permission. If you can demonstrate to people that you are ready, it is more effective.

Generally, I think people, especially women, really underestimate the value of self-promotion as they worry it can be perceived as arrogance. A lot of people think that if you simply do a good job, then you’ll be recognised for that. That would be amazing if it were true, but people will judge you on how you’re perceived and how you present yourself, as well as what you do.

I think you need to put yourself out there. Whether it’s getting involved in something outside of your day job or taking the lead in a particular task, it’s a great way to get recognised. Sometimes it won’t work out and it can be hard to take the criticism when that happens, but you always learn from the outcome. I always prefer to have given something a go, even if I fail, than never to try.

Finally, I think people should always be themselves because everyone has unique skills to offer. I don’t think people would look at me and think that I look like the manager of a technical team, but I’m comfortable with my own style and that makes other people comfortable with it too.

>> We’re always interested in hearing about different people’s diverse career paths into chemistry. If you’d like to share yours, get in touch with us at: eoin.redahan@soci.org

Life is busy for Rhys Archer. Outside of her work as EPSRC Doctoral Prize Fellow in Biomedical Materials at the University of Manchester, she founded Women of Science to share stories about real women working in science. She has championed STEM in schools in her spare time and received the Robert Perrin Medal from the Institute of Materials, Minerals, and Mining – all before her 30th birthday.

Rhys is also refreshingly forthright in her views. She took the time to speak to us about everything from attitudes towards disability in academia, the problem with STEM statistics, and finding that sense of belonging in science.

Would you mind telling me about your work at the University of Manchester and the research areas that interest you most?
My research interests have always been interdisciplinary – I am a bit of a magpie when it comes to research and I get excited by projects in different areas. Luckily, being a researcher in materials science means that I can apply my knowledge and skills in a wide array of areas and industries. I have recently finished my doctoral studies looking at how carbon fibre composites are damaged during impacts, and how to toughen them while keeping composites light weight, which is particularly useful in the aerospace industry. However, I have since moved over to research in biomedical materials, specifically within tissue engineering, where I am researching biocompatible composite scaffolds for tissue regeneration.

You set up Women of Science in 2016 to share stories about real people in science. How has this been?
When I set up Women of Science, I first looked at it as a personal project that could be of use in schools to young people. However, it became apparent fairly quickly that access to relatable role-models in STEM was needed, not just in schools but also for women across the STEM industry.

Since then, we have been fortunate to be awarded funding to grow the work we do and expand our audiences. One of the most important actions I have taken with Women of Science is to set up an advisory board (which includes a diverse range of women) to share ideas and to influence the direction and activities of Women of Science.

As well as the impact on others, Women of Science has had a huge impact on me personally. When I set up Women of Science I was going through a difficult period of feeling isolated, and found it difficult to feel a sense of belonging in science and in research. By reaching out and hearing other women’s stories – not just their achievements, but also their doubts, worries, and difficulties – I found that I did belong in STEM. I just had to search for it.

Would you mind sharing some of the successes and challenges you’ve experienced in your own career?
At 29, towards the end of my PhD, I was diagnosed as autistic. Looking back, I can see that the challenges I faced, particularly because of depression, anxiety, and isolation, were due to my needs not being considered or met. Being disabled in academia is an ongoing challenge. It is still a fight to gain equitable working arrangements, opportunities, and acceptance.

However, I can also see how the successes I have had, such as setting up Women of Science, and being a part of other projects are a result of ‘being different’. My strongest quality is a diversity of perspective and experience and an eagerness to be a part of a range of different projects.

>> We’re keen to hear diverse perspectives from people working in the chemical industry. Get in touch with us at: eoin.redahan@soci.org

You have championed inclusivity in STEM. Do you think academic institutions and other workplaces could be more inclusive?
Yes. I think there is a huge amount of awareness and conversation about inclusivity in academia and industry, but not nearly as much action and intervention. Often I see workplaces with inclusive policies, but with little consideration of monitoring, evaluating, or reconsidering those policies. We must move past equity, diversity, and inclusivity being a checkbox exercise. The issues faced by women in the workplace are intersectional and complex, and so require well considered, complex solutions.

According to WISE, women now make up 24% of the STEM workforce in the UK. It estimates that this number could rise to 29% by 2030. What do you think about these figures?
While the number of women in STEM is a common metric when considering equality, this does not accurately portray issues surrounding inclusion and belonging. How are women treated? Do they have the opportunity to advance? Are there equitable policies and measures in place? This is particularly true of women in STEM who identify with other protected characteristics around race, disability, sexual orientation, and class. Once you dig into the statistics (where available) further, it is clear that the numbers given are not sufficient to describe the current situation for all women in STEM.

Also, the ‘leaky pipeline’ model is often considered, that is, that the number of women in STEM fall as we follow the statistics from school, to university, and onto the workplace. However, what is not always considered is that, as with a leaky pipeline, when more women are added, rather than ‘fixing’ the pipeline, the cracks become more obvious. Eventually, we reach a point when the pipeline is fractured. We must focus on repairing these cracks, not just increasing a numerical metric.

Additionally, in this current climate, it is incredibly difficult to make predictions as to what the future holds for the number of women in the STEM workforce. A couple of years ago, we could not foresee the impact that a global pandemic would have on women. When we consider the possible effects of climate change over the next decade, can we predict the burden that will be placed on women, or how this will affect women’s choices?

What’s next for you? Are you involved in any exciting projects?
With Women of Science, we have three projects that will be launched towards the end of the year, including a new website, flashcard activities for young people, and a report on the impact of the pandemic on women in STEM. Further ahead, I would love to expand the reach of Women of Science further, working with podcasting and film, as well as reaching out to policy makers. Personally, I am excited to get my teeth stuck into a new research project and see where that leads, as well as doing more teaching, consulting, and any other opportunities that come my way!

>> Are you interested in getting involved in Women of Science? Visit: www.womenofsci.com

Sarah Davidson has made impressive strides in a short space of time. She has risen to Group Sustainability Coordinator for global Research and Technology at speciality chemicals firm Croda and won the Young Ambassador Award at this year’s Chemical Industry Awards.

In the first blog in our Women in Chemistry series, we caught up with Sarah for a chat on embedding sustainability in the workplace, the need for more diversity in senior roles, and the best bit of advice she received.

Tell us about your career to date.
I loved chemistry at school, so I started off by doing a Master’s in Chemistry at the University of Sheffield. During the course I did a placement year, which was my first taste of working in industry. Once I finished my degree, I was torn between staying in academia and doing a PhD or going into industry. I chose to go into industry because I had enjoyed my placement year so much and saw where I could make an impact.

I was accepted onto Croda’s Graduate Development programme, where I had three placements around the business. Croda is a speciality chemicals company, so my placements included working as an applications scientist and synthetic chemist. However, it was my placement working with the Sustainability team that I loved the most.

After the Grad Scheme I became Group Sustainability Coordinator for Global R&D. This combined my experience in R&D and sustainability in a brand role that didn’t exist in Croda before. This role allows me to use my technical knowledge and understanding of the way the global team works to enable those responsible for Croda’s new product innovations to include sustainability as an integral pillar in new product development.

What does your day-to-day role involve?
In my role, my main focus is on getting our scientists to think about sustainability during product and process development. At a fundamental level this requires me to change their mindsets around sustainability, getting them to see it is important to what we do and understand what it means.

To do this, I have developed a number of tools including checklists, clearly defined procedures and training documents. I have been working to get these new procedures adopted over the global R&D team by fitting them into existing protocols. Another part of my role is to support our corporate targets and I am part of a number of working groups to do this.

One working group looks at how we define a consistent methodology for Life Cycle Assessments or LCA. In this group I have been doing research to understand the current methods around LCA, and what our customers want in terms of sustainability data. I also help gather data to show where we are up to with these goals, so we understand what actions we need to take to move forward. On a day-to-day basis I will have meetings to discuss the projects I am involved in, conduct research and reach out to other teams and functions to see what they are working on too.

Which aspects of your job motivate you most?
For me sustainability is the future, not only for the chemical industry but for the world. Knowing that I am having a positive impact on sustainability in my role is what motivates me the most. I try to live a sustainable life, and what I do at work is just an extension of that.

What personal challenges have you faced and how have you overcome them?
To embed sustainability into our ways of working, I need to change people’s mindsets, and subsequently their behaviour. Seeing this change in people is incredibly rewarding. However, it is also one of the biggest challenges. Some of our teams have been working in the same roles for decades without any change. So, it is my job to make these changes easier for them to adopt and persuade them of the benefits in doing so. To overcome this challenge, I have had to work on my influencing skills and know what will work with the audience I am speaking to.

What is the greatest future challenge for people in your industry and how could this be addressed.
Sustainability, and addressing the issues we face as a result of climate change, are some of the biggest challenges we will face as an industry. We are in a lucky position that we can achieve a competitive advantage with sustainability, but our main goal is to protect our planet. This gives us a big opportunity for collaboration where we may not have had one before. I think we can only solve this challenge by collaborating across the supply chain, across country borders, and between industry and academia.

>> Not everyone takes the standard career path into chemistry. Take a read of Claudio Laurenco’s unusual, inspiring story.

Which mentors have helped you along the way and how did they make a difference?
I feel like I have a long list of mentors and am very lucky to be able to call on so many people for advice. The best thing I have learnt from them is to pursue what I enjoy most, as people will be able to see my passion. This will help me move forward in my career. Having mentors who have confidence in me and my ability has helped me build my own confidence, something which I can lack from time to time. My mentors are great sounding boards for ideas, whether that is to do with things I want to try in my job or on the direction of my career.

What is the current state of play within your sector with respect to equality, diversity, and inclusion – and is enough being done to attract and retain diverse talent?
I don’t think so. We need to do more to attract and retain diverse talent. We seem to be relatively diverse and inclusive at an academic level, which disappears in industry. There must be a reason for this. There may be bias within recruitment processes, or within job descriptions for senior roles, which means there is less diversity as you move up in organisations. We need to make sure that there are equal opportunities within industry for everyone and make sure everyone has a path to progression that works for them.

Is there any advice you would give to young professionals starting out in your area, especially young women?
Understand where you are different and use that as your advantage. Everyone has a unique lived experience that they bring with them into all situations. As women we have a different perspective to men. This doesn’t mean it is less valuable, it is just different. When you feel like you are in a minority as a woman, or are not being listened to, it is important to remember that our opinions are equal regardless of our background, gender or ethnicity. You have the same right to share your views, as the majority do theirs.

>> We’re always keen to hear from women who are making a real difference in chemistry. If you know someone who you think we should cover, please get in touch with us at: eoin.redahan@soci.org.