Amniotic fluid deficiency and congenital abnormalities both influence fluctuating asymmetry in developing limbs of human deceased fetuses

Fluctuating asymmetry (FA), as an indirect measure of developmental instability (DI), has been intensively studied for associations with stress and fitness. Patterns, however, appear heterogeneous and the underlying causes remain largely unknown. One aspect that has received relatively little attention in the literature is the consequence of direct mechanical effects on asymmetries. The crucial prerequisite for FA to reflect DI is that environmental conditions on both sides should be identical. This condition may be violated during early human development if amniotic fluid volume is deficient, as the resulting mechanical pressures may increase asymmetries. Indeed, we showed that limb bones of deceased human fetuses exhibited increased asymmetry, when there was not sufficient amniotic fluid (and, thus, space) in the uterine cavity. As amniotic fluid deficiency is known to cause substantial asymmetries and abnormal limb development, these subtle asymmetries are probably at least in part caused by the mechanical pressures. On the other hand, deficiencies in amniotic fluid volume are known to be associated with other congenital abnormalities that may disturb DI. More specifically, urogenital abnormalities can directly affect/reduce amniotic fluid volume. We disentangled the direct mechanical effects on FA from the indirect effects of urogenital abnormalities, the latter presumably representing DI. We discovered that both factors contributed significantly to the increase in FA. However, the direct mechanical effect of uterine pressure, albeit statistically significant, appeared less important than the effects of urogenital abnormalities, with an effect size only two-third as large. We, thus, conclude that correcting for the relevant direct factors allowed for a representative test of the association between DI and stress, and confirmed that fetuses form a suitable model system to increase our understanding in patterns of FA and symmetry development.Research Fund of the University of Antwerp, mobility grant from the Research Foundation – Flanders (FWO)

Frequency-dependent selection on female morphs driven by premating interactions with males

Species showing color polymorphisms-the presence of two or more genetically determined color morphs within a single population-are excellent systems for studying the selective forces driving the maintenance of genetic diversity. Despite a shortage of empirical evidence, it is often suggested that negative frequency-dependent mate preference by males (or diet choice by predators) results in fitness benefits for the rare female morph (or prey type). Moreover, most studies have focused on the male (or predator) behavior in these systems and largely overlooked the importance of female (or prey) resistance behavior. Here, we provide the first explicit test of the role of frequency-dependent and frequency-independent intersexual interactions in female polymorphic damselflies. We identify the stage of the mating sequence when frequency-dependent selection is likely to act by comparing indexes of male mate preference when the female has little (females presented on sticks), moderate (females in cages), and high (females free to fly in the field) ability to avoid male mating attempts. Frequency-dependent male preferences were found only in those experiments where females had little ability to resist male harassment, indicating that premating interactions most likely drive negative frequency-dependent selection in this system. In addition, by separating frequency-dependent male mating preference from the baseline frequency-independent component, we reconcile the seemingly contradictory results of previous studies and highlight the roles of both forms of selection in maintaining the polymorphism at a given equilibrium. We conclude that considering interactions among all players-here, males and females-is crucial to fully understanding the mechanisms underlying the maintenance of genetic polymorphisms in the wild

Subsequent Event Risk in Individuals with Established Coronary Heart Disease:Design and Rationale of the GENIUS-CHD Consortium

BACKGROUND: The "GENetIcs of sUbSequent Coronary Heart Disease" (GENIUS-CHD) consortium was established to facilitate discovery and validation of genetic variants and biomarkers for risk of subsequent CHD events, in individuals with established CHD. METHODS: The consortium currently includes 57 studies from 18 countries, recruiting 185,614 participants with either acute coronary syndrome, stable CHD or a mixture of both at baseline. All studies collected biological samples and followed-up study participants prospectively for subsequent events. RESULTS: Enrollment into the individual studies took place between 1985 to present day with duration of follow up ranging from 9 months to 15 years. Within each study, participants with CHD are predominantly of self-reported European descent (38%-100%), mostly male (44%-91%) with mean ages at recruitment ranging from 40 to 75 years. Initial feasibility analyses, using a federated analysis approach, yielded expected associations between age (HR 1.15 95% CI 1.14-1.16) per 5-year increase, male sex (HR 1.17, 95% CI 1.13-1.21) and smoking (HR 1.43, 95% CI 1.35-1.51) with risk of subsequent CHD death or myocardial infarction, and differing associations with other individual and composite cardiovascular endpoints. CONCLUSIONS: GENIUS-CHD is a global collaboration seeking to elucidate genetic and non-genetic determinants of subsequent event risk in individuals with established CHD, in order to improve residual risk prediction and identify novel drug targets for secondary prevention. Initial analyses demonstrate the feasibility and reliability of a federated analysis approach. The consortium now plans to initiate and test novel hypotheses as well as supporting replication and validation analyses for other investigators

You can't climb a broken ladder : examining underrepresentation of multiply-disadvantaged groups in secure and senior roles in UK geochemistry

Geochemistry provides useful research tools related to fundamental processes in Earth, Environmental and Planetary Sciences. It has a distinct identity among the academic communities in these subjects, yet there is no specific data on workforce diversity among geochemists. We present the first demographic data of UK geochemists from a voluntary anonymous survey. We scrutinise the data with respect to protected characteristics (e.g., age, ethnicity, gender identity, sexual orientation and disability) and seniority of those within the community. We furthermore use this UK data to compare the career progression of geochemists who belong to multiply-privileged identities with those who belong to multiply-disadvantaged identities, to assess their representations with increased seniority on the academic career. This UK based case study on diversity and inclusion suggests that the career paths of geochemists belonging to multiple disadvantaged groups are restricted, including overrepresentation among those on fixed-term contracts or in service roles for laboratory support. Our data highlight that there is a decrease in diversity with an increase in seniority; specifically, UK geochemists from sexual and gender minorities, neurodiverse, and women from ethnic minority groups were not represented among the participants of our survey at the top of the academic ladder. There are many reasons for the loss of diversity in the UK geochemistry community with increased seniority. In order to address this and the underrepresentation of particular groups in senior leadership roles, our findings suggest that the career progression of geochemists requires an intersectional lens to examine the complexity of identity data. Such an approach would enable a better understanding of the impact of multiple and compounded disadvantages, biases, negative experiences and discrimination faced by multiply-disadvantaged identities

You can't climb a broken ladder: Examining underrepresentation of multiplydisadvantaged groups in secure and senior roles in UK geochemistry

Geochemistry provides useful research tools related to fundamental processes in Earth, Environmental and Planetary Sciences. It has a distinct identity among the academic communities in these subjects, yet there is no specific data on workforce diversity among geochemists. We present the first demographic data of UK geochemists from a voluntary anonymous survey. We scrutinise the data with respect to protected characteristics (e.g., age, ethnicity, gender identity, sexual orientation and disability) and seniority of those within the community. We furthermore use this UK data to compare the career progression of geochemists who belong to multiply-privileged identities with those who belong to multiply-disadvantaged identities, to assess their representations with increased seniority on the academic career. This UK based case study on diversity and inclusion suggests that the career paths of geochemists belonging to multiple disadvantaged groups are restricted, including overrepresentation among those on fixed-term contracts or in service roles for laboratory support. Our data highlight that there is a decrease in diversity with an increase in seniority; specifically, UK geochemists from sexual and gender minorities, neurodiverse, and women from ethnic minority groups were not represented among the participants of our survey at the top of the academic ladder. There are many reasons for the loss of diversity in the UK geochemistry community with increased seniority. In order to address this and the underrepresentation of particular groups in senior leadership roles, our findings suggest that the career progression of geochemists requires an intersectional lens to examine the complexity of identity data. Such an approach would enable a better understanding of the impact of multiple and compounded disadvantages, biases, negative experiences and discrimination faced by multiply-disadvantaged identities

Are diverse geochemists retained and thriving on the UK academic ladder?

Evaluating Diversity and Inclusion within the (geochemistry) Academic Ladder (E-DIAL), funded by the UK’s Natural Environment Research Council, provides a snapshot of diversity and identifies barriers resulting in underrepresentation among intersectional identity groups across the UK geochemistry community. The project emphasis is on the academic ladder within UK higher education institutions (HEIs). As a multi-faceted discipline, geochemistry is central to Earth, environmental and planetary sciences, yet the first specific geochemistry workforce data is only now being collected (e.g., through the 2022 Global Geochemistry Community Survey launched by the European Association of Geochemistry and Geochemical Society). In complement to this timely society-led effort serving the international geochemistry community, our project collects original data and evidence through a UK-wide survey that captures coupled diversity and academic progression and retention data. These data are vital to catalyse policies that actively improve geochemistry career prospects for diverse talents, given that a community’s scientific potential can only be reached by including everyone. Specifically, the UK-wide survey data examines information on past and recent rates of appointment, progression and retention of both majority and underrepresented groups across all levels of seniority, including research students, within UK HEIs. In profiling geochemists’ career pathways and evidencing lived experiences (e.g., among postdocs), exclusionary obstacles are identified with resultant understanding driving revision of prevailing policies, attitudes and practices while assessing implementation effectiveness at HEIs with, for example, differing diversity certifications (e.g., Athena Swan or Race Equality Charters). Findings will test the hypothesis that “there is an erosion of diversity within geochemistry careers.” To accelerate widespread change, E-DIAL will engage in diplomacy and action at institutional, funding agency and parliamentary levels. Our approach optimises study effectiveness by ensuring that project findings and recommendations for reform within UK HEIs reach communities and decision makers at all levels, with the intention of influencing UK system change to improve diversity and inclusion while establishing practice for continued monitoring. As a national-level project linked to society efforts on the global stage, E-DIAL provides a starting model for similar studies to be carried out among other nations. We therefore urge wider funding agencies to engage in and sustain financial support of such collaborative cross-disciplinary research because this work and its impact on STEM governance is critical to advancing justice, diversity, inclusion, equity and excellence in and beyond academia

You Can’t Climb a Broken Ladder: Examining Underrepresentation of Multiply-Disadvantaged Groups in Secure and Senior Roles in UK Geochemistry

Geochemistry provides useful research tools related to fundamental processes in Earth, Environmental and Planetary Sciences. It has a distinct identity among the academic communities in these subjects, yet there is no specific data on workforce diversity among geochemists. We present the first demographic data of UK geochemists from a voluntary anonymous survey. We scrutinise the data with respect to protected characteristics (e.g., age, ethnicity, gender identity, sexual orientation and disability) and seniority of those within the community. We furthermore use this UK data to compare the career progression of geochemists who belong to multiply-privileged identities with those who belong to multiply-disadvantaged identities, to assess their representations with increased seniority on the academic career. This UK based case study on diversity and inclusion suggests that the career paths of geochemists belonging to multiple disadvantaged groups are restricted, including overrepresentation among those on fixed-term contracts or in service roles for laboratory support. Our data highlight that there is a decrease in diversity with an increase in seniority; specifically, UK geochemists from sexual and gender minorities, neurodiverse, and women from ethnic minority groups were not represented among the participants of our survey at the top of the academic ladder. There are many reasons for the loss of diversity in the UK geochemistry community with increased seniority. In order to address this and the underrepresentation of particular groups in senior leadership roles, our findings suggest that the career progression of geochemists requires an intersectional lens to examine the complexity of identity data. Such an approach would enable a better understanding of the impact of multiple and compounded disadvantages, biases, negative experiences and discrimination faced by multiply-disadvantaged identities

Assessing diversity and inclusion within the UK’s geochemistry academic workforce

Geochemistry is applied across Earth, environmental and planetary geoscience research. Yet, the first specific workforce diversity data for geochemistry is only now being collected (e.g. EAG-GS led 2022 Global Geochemistry Community Survey). Additionally, national effort is underway to scrutinise detailed and intersectional diversity data (e.g., race, ethnicity, gender identity, sexual orientation, disability, socioeconomic background, career path) for UK geochemists via ‘Evaluating Diversity and Inclusion within the (geochemistry) Academic Ladder (E-DIAL)’, a project funded by the UK’s Natural Environmental Research Council. This project will also collect data to evidence workplace structures and policies specific to the UK’s geochemists. We will present key findings linked to the geochemistry workforce, including laboratory support staff, from among our survey results to provide a snapshot of the demographics and intersectional representation among the UK geochemistry community within Higher Education Institutes (HEIs). An important facet of this work is our focus on how the allocation, accessibility, and support of geochemistry laboratories are distributed and experienced by all members of the UK community. Furthermore, the study will report on salient aspects of COVID-19 generated impacts and inequities within the geochemistry community. We also present specific findings for experiences that capture evidence of some persisting barriers to individuals and/or geochemistry groups. These exclusionary hurdles include cultural and other obstacles for which we suggest remedies that will advance the representation and further the success of people of minoritised identities within and across the academic ladder. We aim to use our project findings to develop recommendations for policy and structural reforms among UK HEIs. These actions will ensure sustained progress for accessibility in geochemistry, improved career experiences and representation among geochemists, and shall help people of all identities to realise equitable career progression in the short and long-term. These policy developments and reforms are critical to improving diversity and inclusion not only within UK geosciences, but in wider STEM