The following joint Editorial was also published in the Journal of the American Chemical Society (DOI: 10.1021/jacs.0c06482). The chronic effects of institutionalized racism in America have been laid bare in recent weeks by murders caught on film as well as by the disproportionate impact of COVID-19 on Black and LatinX people. Against this backdrop, last week Angewandte Chemie published (and then removed) an article entitled, “‘Organic synthesis—Where now?’ is 30 years old. A reflection on the current state of affairs”. It has been heartening to see the near unanimity of the chemistry community in condemning the archaic views about diversity, inclusion, and mentoring as well as the xenophobia expressed in this paper. This condemnation included a statement by Angewandte that “the values expressed in this piece do not reflect our values of fairness, trustworthiness, and social awareness”, denunciations from chemical societies around the world, the resignation of a large portion of the journal’s international advisory board, and an outpouring of criticism on social media. However, from my perspective it is hard not to feel that some of the same people who are loudly condemning this piece are (at best) not doing enough to combat these systemic problems and (at worst) actively contributing to them. I encourage everyone in the field who has disavowed the views expressed in this article to ask themselves what they are actively doing to address them. Understand that nearlyevery oneof your colleagues who is also a member of an underrepresented group (women, BIPOC) has been told at some point in their career that they only received a position, fellowship, award, or invitation because of their minority status. Maybe you have even said or thought something like this yourself. Or heard someone else say it without speaking up. At this stage, words and condemnation are not enough. Actions are needed. If you recognize that a more diverse workforce enhances the field of chemistry, here are some examples of things that you can actually do:

1.	Actively promote and advocate for women and underrepresented minority students, faculty, and co-workers. Consider this a priority in the same way that you consider it a priority to advocate for yourself and your close friends. For example: - Attend their talks and posters at scientific meetings and actively engage with their science. Talk to them about their scientific work, ask questions, and discuss their results. Let them know if you liked their recent paper or presentation. An enthusiastic e-mail or phone call can have a tremendous impact at all career stages. Nominate their work for coverage in press (e.g., for journal highlights, C&E News, Chemistry World, etc.). Women and researchers from underrepresented minority groups are frequently overlooked in press coverage of scientific work. If you see a great talk or read a great paper, let the press know in the same way that you would for your own work. Nominate them for awards. Do not just assume that they have already been nominated by someone else. Even if they have, your endorsement and support is still meaningful. Amplify their voices. When they make a point or ask an insightful question in a meeting, explicitly give them credit and repeat their message.
2.	Lead by example. If you truly value diversity, work even harder to make sure that your team reflects your values. If you are a faculty member, use seminar visits and conferences to meet and actively recruit talented and diverse scientists to your group and as future faculty colleagues. Follow up and encourage the people that you meet to join your team or department. Proactively advocate within your department for hiring a diverse cohort of graduate students and faculty recruits.
3.	Hiring a diverse team/set of colleagues is not enough. Active support and mentoring are crucial for the success of all scientists! Too often, I have heard other professors say that formal mentoring is a waste of time and that truly talented scientists will be successful without it. Scientists from majority groups take for granted the extensive mentorship that they receive from their colleagues just by being “part of the club”. Formal, informal, and meaningful mentoring for everyone is crucial for leveling the playing field and maximizing the success of all of the scientists in your group and department as well as in the chemistry community at large.
4.	Speak up when you see or hear discriminatory words/actions or when you hear implicit biases coming into a discussion. Do not rely on members of underrepresented groups to raise these concerns. If they do, listen, support them, and amplify their voices.
5.	Educate yourself and your co-workers on the scientific literature that shows how systemic and insidious bias is in science. Some valuable resources on both explicit and implicit bias can be found here: https://advance.umich.edu/stride-readings/. Use these data to refute claims that science is purely a meritocracy, that the playing field is inherently equal for everyone, and that scientists are being hired/promoted solely on their merits.
6.	For scientific editors (including those of us at ACS publications like the Journal of the American Chemical Society and ACS Central Science): realize that you often play a critical role in propagating inequities in science. Do not be complacent because your journal was not the one that published this specific piece. Carefully consider your procedures and processes with the following questions in mind: What papers are being triaged, reviewed, and accepted in your journal? For example, what is the representation of women and underrepresented minority authors and reviewers at each stage? In many cases, these data will reveal that your journal and process is not as objective and unbiased as you think. Be transparent about these data and consider ways to fix any inequities that are revealed. Who is appealing your editorial decisions, and how are you deciding whether to reconsider their manuscripts? In my own Associate Editor office at JACS, senior white male authors are among the most aggressive in appealing negative decisions. This has the potential to play a significant role in whose papers ultimately receive reconsideration and/or appear in a journal. What articles are you recommending for press coverage? How do you choose which articles to highlight? Are specific authors (or demographics) disproportionately represented in press coverage from your journal?

Actively promote and advocate for women and underrepresented minority students, faculty, and co-workers. Consider this a priority in the same way that you consider it a priority to advocate for yourself and your close friends. For example: Attend their talks and posters at scientific meetings and actively engage with their science. Talk to them about their scientific work, ask questions, and discuss their results. Let them know if you liked their recent paper or presentation. An enthusiastic e-mail or phone call can have a tremendous impact at all career stages. Nominate their work for coverage in press (e.g., for journal highlights, C&E News, Chemistry World, etc.). Women and researchers from underrepresented minority groups are frequently overlooked in press coverage of scientific work. If you see a great talk or read a great paper, let the press know in the same way that you would for your own work. Nominate them for awards. Do not just assume that they have already been nominated by someone else. Even if they have, your endorsement and support is still meaningful. Amplify their voices. When they make a point or ask an insightful question in a meeting, explicitly give them credit and repeat their message. Lead by example. If you truly value diversity, work even harder to make sure that your team reflects your values. If you are a faculty member, use seminar visits and conferences to meet and actively recruit talented and diverse scientists to your group and as future faculty colleagues. Follow up and encourage the people that you meet to join your team or department. Proactively advocate within your department for hiring a diverse cohort of graduate students and faculty recruits. Hiring a diverse team/set of colleagues is not enough. Active support and mentoring are crucial for the success of all scientists! Too often, I have heard other professors say that formal mentoring is a waste of time and that truly talented scientists will be successful without it. Scientists from majority groups take for granted the extensive mentorship that they receive from their colleagues just by being “part of the club”. Formal, informal, and meaningful mentoring for everyone is crucial for leveling the playing field and maximizing the success of all of the scientists in your group and department as well as in the chemistry community at large. Speak up when you see or hear discriminatory words/actions or when you hear implicit biases coming into a discussion. Do not rely on members of underrepresented groups to raise these concerns. If they do, listen, support them, and amplify their voices. Educate yourself and your co-workers on the scientific literature that shows how systemic and insidious bias is in science. Some valuable resources on both explicit and implicit bias can be found here: https://advance.umich.edu/stride-readings/. Use these data to refute claims that science is purely a meritocracy, that the playing field is inherently equal for everyone, and that scientists are being hired/promoted solely on their merits. For scientific editors (including those of us at ACS publications like the Journal of the American Chemical Society and ACS Central Science): realize that you often play a critical role in propagating inequities in science. Do not be complacent because your journal was not the one that published this specific piece. Carefully consider your procedures and processes with the following questions in mind: What papers are being triaged, reviewed, and accepted in your journal? For example, what is the representation of women and underrepresented minority authors and reviewers at each stage? In many cases, these data will reveal that your journal and process is not as objective and unbiased as you think. Be transparent about these data and consider ways to fix any inequities that are revealed. Who is appealing your editorial decisions, and how are you deciding whether to reconsider their manuscripts? In my own Associate Editor office at JACS, senior white male authors are among the most aggressive in appealing negative decisions. This has the potential to play a significant role in whose papers ultimately receive reconsideration and/or appear in a journal. What articles are you recommending for press coverage? How do you choose which articles to highlight? Are specific authors (or demographics) disproportionately represented in press coverage from your journal? This list is meant to provide a starting point for all of us as we work to support and promote the careers of diverse members of our community. I know that there are many other good ideas, and I welcome an open and continuing discussion of these moving forward. Again, actionsnot just words are required to tackle systemic inequities, and we all can and should be doing more. Now is the time to channel this Global outrage to ensure that the chemical sciences benefit from the contributions, talents, and creativity of all humans. Views expressed in this editorial are those of the author and not necessarily the views of the ACS. This article is cited by 62 publications.

中文翻译：

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化学科学中的公平与包容不仅需要言语，还需要采取行动。

以下联合社论也发表在《美国化学学会杂志》上（DOI：10.1021 / jacs.0c06482）。最近几周，电影中的谋杀案以及COVID-19对黑人和LatinX人的不成比例的影响，暴露了制度化种族主义在美国的长期影响。在这种背景下，上周Angewandte Chemie发表（然后删除了）一篇题为“有机合成-现在在哪里？”的文章。今年30岁。对当前情况的反思”。令人鼓舞的是，化学界几乎一致同意谴责有关多样性，包容性和指导以及仇外心理的陈旧观点。谴责包括安格万德特（Angewandte）说：“本文所表达的价值观并不反映我们的公平，守信和社会意识的价值观”，全球化学社会的谴责，该杂志国际咨询委员会的大部分辞职以及对批评的热烈抨击在社交媒体上。但是，从我的角度来看，很难不感到有些大声谴责这一观点的人（充其量）没有为解决这些系统性问题做出足够的努力，（最坏的情况）是积极地为这些问题做出了贡献。我鼓励本领域的每个人都反对本文中表达的观点，问问自己他们为解决这些问题正在积极做些什么。了解几乎每一个在您的职业生涯中的某个时候，您的同事（还是女性人数偏低的小组成员）中的一部分被告知，由于他们的少数民族地位，他们只获得了职位，奖学金，奖励或邀请。也许您甚至自己说过或想过这样的话。或听到别人说而没有说话。在这个阶段，言语和谴责还远远不够。需要采取行动。如果您认识到更多样化的劳动力可以增强化学领域，那么以下是您可以实际做的一些事例：

1。	积极提倡和倡导妇女以及代表性不足的少数民族学生，教职员工和同事。优先考虑这一点，就像您认为为自己和您的密友提倡优先一样。例如： -- 在科学会议上参加他们的演讲和海报，并积极参与他们的科学。与他们讨论他们的科学工作，提出问题并讨论他们的结果。 让他们知道您是否喜欢他们最近的论文或演讲。热情的电子邮件或电话可以在所有职业阶段产生巨大影响。 提名他们的工作以在新闻界报道（例如，期刊要点，C ＆E新闻，Chemical World等）。在科学工作的新闻报道中，来自代表性不足的少数族裔的妇女和研究人员经常被忽视。如果您看到精彩的演讲或阅读好的论文，请以与您自己的工作相同的方式让媒体知道。 提名他们的奖项。不要仅仅假设他们已经被其他人提名。即使有，您的认可和支持仍然有意义。 扩大他们的声音。当他们在会议上提出要点或提出有见地的问题时，请明确表示赞赏并重复其信息。
2。	以身作则。如果您真正重视多样性，那么就更加努力，以确保您的团队能够体现您的价值观。如果您是教师，请使用研讨会访问和会议来与您的团队和未来的教师同事见面并积极招募才华横溢的科学家。跟进并鼓励您遇到的人加入您的团队或部门。在您的部门内积极倡导招聘各种研究生和教职员工。
3。	仅仅雇用一支多样化的团队/一组同事是不够的。积极的支持和指导对于所有科学家的成功至关重要！我经常听到其他教授说过，正规的指导是浪费时间，没有它的真正有才干的科学家会成功。多数团体的科学家认为自己是“俱乐部的一员”就可以从同事那里获得广泛的指导。对每个人而言，正式，非正式和有意义的指导对于公平竞争环境以及最大程度地提高小组，部门以及整个化学界的所有科学家的成功至关重要。
4。	当您看到或听到有歧视性的言语/行为时，或在讨论中听到含蓄的偏见时，请大声说出来。不要依靠人数不足的团体的成员提出这些问题。如果他们愿意，请倾听，支持他们并扩大他们的声音。
5，	对自己和您的同事进行科学文献教育，以显示科学中系统性和隐性的偏见。可以在以下位置找到一些有关显性和隐性偏见的宝贵资源：https：//advance.umich.edu/stride-readings/。使用这些数据来反驳科学是纯粹的精英管理，运动场在本质上对每个人都是平等的主张，以及仅根据其优点聘用/晋升科学家的说法。
6。	对于科学编辑（包括我们在ACS出版物（例如《美国化学学会杂志》和ACS Central Science）中的编辑）：认识到您经常在传播科学不平等中扮演关键角色。不要自满，因为您的期刊不是出版此特定文章的期刊。请仔细考虑您的过程和过程，并牢记以下问题： 您的期刊中正在分类，审阅和接受哪些论文？例如，在每个阶段，女性和代表性不足的少数族裔作者和审稿人的代表是什么？在许多情况下，这些数据将表明您的日记和流程不像您想象的那样客观和公正。对这些数据保持透明，并考虑解决所揭示的任何不平等现象的方法。 谁在上诉您的编辑决定，您如何决定是否重新考虑他们的手稿？在我自己的JACS副编辑办公室中，资深的白人男性作家是在提出负面决定方面最积极的人。这可能会在其论文最终受到重新审议和/或发表在期刊中发挥重要作用。 您为媒体报道推荐哪些文章？您如何选择要突出显示的文章？在您的期刊的新闻报道中，特定的作者（或人口统计资料）是否过多地代表了？

积极提倡和倡导妇女以及代表性不足的少数民族学生，教职员工和同事。优先考虑这一点，就像您认为为自己和您的密友提倡优先一样。例如：在科学会议上参加他们的演讲和海报，并积极参与他们的科学。与他们讨论他们的科学工作，提出问题并讨论他们的结果。让他们知道您是否喜欢他们最近的论文或演讲。热情的电子邮件或电话可以在所有职业阶段产生巨大影响。提名他们的作品以供媒体报道（例如，期刊要点，《C ＆E新闻》，《化学世界》，等等。）。在科学工作的新闻报道中，来自代表性不足的少数民族的妇女和研究人员经常被忽视。如果您看到精彩的演讲或阅读好的论文，请以与您自己的工作相同的方式让媒体知道。提名他们的奖项。不要仅仅假设他们已经被其他人提名。即使有，您的认可和支持仍然有意义。扩大他们的声音。当他们在会议上提出要点或提出有见地的问题时，请明确表示赞赏并重复其信息。以身作则。如果您真正重视多样性，那么就更加努力，以确保您的团队能够体现您的价值观。如果您是教师，请使用研讨会访问和会议来与您的团队和未来的教师同事见面并积极招募才华横溢的科学家。跟进并鼓励您遇到的人加入您的团队或部门。在您的部门内积极倡导招聘各种研究生和教职员工。雇用多元化的团队/同事还不够。积极的支持和指导对于所有科学家的成功至关重要！我经常听到其他教授说，正规的指导是在浪费时间，如果没有这种指导，真正有才华的科学家将会成功。多数团体的科学家认为自己是“俱乐部的一员”就可以从同事那里获得广泛的指导。为每个人提供正式，非正式和有意义的指导对于平整运动场并最大程度地提高小组，部门以及整个化学界的所有科学家的成功至关重要。当您看到或听到有歧视性的言语/行为或听到隐含的偏见进入讨论时，请大声说出来。不要依靠人数不足的团体的成员提出这些问题。如果他们愿意，请倾听，支持他们并扩大他们的声音。对自己和您的同事进行科学文献教育，以显示科学中系统性和隐性的偏见。可以在以下位置找到一些有关显性和隐性偏见的宝贵资源：https：//advance.umich.edu/stride-readings/。使用这些数据来驳斥科学纯粹是精英精英，运动场在本质上对每个人都是平等的主张，并且仅根据其优点聘用/晋升科学家。对于科学编辑（包括ACS出版物中的我们）美国化学学会杂志和ACS中央科学）：认识到您经常在传播科学中的不平等中扮演关键角色。不要自满，因为您的期刊不是出版此特定文章的期刊。请牢记以下问题，仔细考虑您的程序和过程：正在审阅，审阅和接受哪些论文的期刊？例如，在每个阶段，女性和代表性不足的少数族裔作者和审稿人的代表是什么？在许多情况下，这些数据将表明您的日记和流程不像您想象的那样客观和公正。对这些数据保持透明，并考虑解决所揭示的任何不平等现象的方法。谁在上诉您的编辑决定，您如何决定是否重新考虑他们的手稿？在我自己的JACS副编辑办公室，高级白人男性作家是最富侵略性的负面决定之一。这可能会在其论文最终受到重新审议和/或发表在期刊中发挥重要作用。您为媒体报道推荐哪些文章？您如何选择要突出显示的文章？在您的期刊的新闻报道中，特定的作者（或人口统计资料）是否过多地代表了？该清单旨在为我们所有人提供起点，因为我们致力于支持和促进社区中不同成员的职业。我知道还有许多其他好主意，我欢迎就这些前进方​​向进行公开而持续的讨论。同样，行动不只是言语是解决系统性不平等的必要条件，我们大家都可以而且应该做更多的事情。现在是传播这种全球性愤怒的时候，以确保化学科学受益于全人类的贡献，才能和创造力。本社论中表达的观点只是作者的观点，不一定是ACS的观点。这篇文章被62个出版物引用。