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Article summary:
1. The US National Academies of Sciences, Engineering, and Medicine released a report calling for leaders in the scientific community to dismantle power structures that lead to racial inequities.
2. The report includes 12 recommendations for leaders who want to foster change, such as boosting the number of people from historically underrepresented racial and ethnic groups in STEMM and adopting policies and cultural practices that foster a sense of belonging.
3. Minority-serving institutions can be models for change, according to the report, which also calls for institutions to look for patterns of bias in data on hiring, promotion, graduate admissions, and awards; examine gaps in pay and professional development opportunities between different racial and ethnic groups; and conduct regular culture audits.
Article analysis:
The article is generally reliable and trustworthy due to its use of multiple sources from experts in the field. It provides an overview of the report released by the U.S. National Academies of Sciences, Engineering, and Medicine while also providing insights from other experts not involved with creating the report. The article does not appear to be biased or one-sided as it presents both sides equally by including quotes from both those involved with creating the report as well as those not involved with it. Furthermore, it provides evidence for its claims by citing examples such as minority-serving institutions being models for change as well as looking at patterns of bias in data on hiring, promotion, graduate admissions, etc.
The article does not appear to have any missing points of consideration or missing evidence for its claims made since it provides detailed information about what is included in the report as well as insights from other experts on how best to implement these changes. Additionally, there are no unexplored counterarguments presented since all sides are given equal weight throughout the article. There is also no promotional content present nor any partiality towards either side since both sides are given equal attention throughout the article. Finally, possible risks are noted when discussing how best to implement these changes such as needing oversight or incentives for institutions that fail to address diversity issues or structural racism.
In conclusion, this article is generally reliable and trustworthy due to its use of multiple sources from experts in the field while also providing evidence for its claims made throughout the article without any biases or one-sided reporting present.