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. I work with a team of Data Scientists at the Food Standards Agency to build 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 groupConsidering your own career route, what message do you have for Black people who would like to follow in your footsteps?
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: email@example.com
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: firstname.lastname@example.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: email@example.com.