Table 2.

Barriers, resources, and promising interventions discussed at the 2022 LED-BIO meeting.

	Challenges
	A lack of data to track scientific society membership demographic composition	A lack of integration of scientists in transitional career stages into disciplinary CoPs	A lack of inclusivity among highly visible thought leaders, including speakers and awardees in scientific programs
Barriers	Poor understanding of the reasons to collect demographic data, lack of transparency from leadership, lack of planning for appropriate data collection, lack of meaningful action after data collection	Financial resources, human capital (e.g., lack of role models and mentors), professional conference accessibility (physical, financial, cultural) and membership structure, career path bias, biased policies and procedures (hiring, admission, review).	Selection bias/gatekeeping, non-inclusive metrics/criteria for selection, tokenism, lack of transparency
Resources	Framework for equitable data collection can help societies develop a cohesive data collection and action plan, moving beyond “tick the box” surveys	Career development skills (e.g., career path knowledge, interview skills, entrepreneurial training), networks (e.g., peer network, mentor networks, collaboration opportunities, soft skills (e.g., communication, collaboration), STEM skills (e.g., grant writing, technical training), open access resources (e.g., journals, databases), online learning (MOOCs, learning communities, asynchronous learning)	Blind review, selection rubrics data (e.g., speaker demographic data), leadership succession planning, term limits
Interventions	Incentivize and normalize participation in surveys, develop a clear plan to communicate results and actions taken, avoid survey fatigue, build flexibility into survey design	Training opportunities (e.g., internships), professional development, mentorship, career fairs, funding, affinity groups, organizational diversity audit, industry partnerships, longitudinal member tracking, support of high school pipeline.	Inclusive leadership training for leaders, Authentic leadership spaces, Opportunities for membership feedback

Note: Using the TTC methodology, the questions and prompts outlined in table 1 were used to facilitate the identification of barriers impeding change toward inclusivity in the different challenge areas. Resources perceived by the communities as tools that could be used in society interventions to facilitate change were also identified.