Panel Discussion- Breaking Barriers: Women Leading in Forensic Science
This panel discussion explores the remarkable journey of women in forensic science and their challenges in assuming leadership roles, while shedding light on career development in forensic science. The event aims to inspire and empower women by highlighting their achievements, sharing personal experiences, and discussing strategies to overcome obstacles. The panel will feature distinguished female leaders from various branches of forensic science, including crime laboratories, government, law enforcement, and academia. These experts will provide insights into their own career trajectories, discussing the barriers they encountered and the strategies they employed to overcome them. The discussion will delve into the challenges women face in assuming leadership positions within forensic science organizations. This includes negotiating equal opportunities and developing effective leadership skills. The panelists will share their experiences of breaking through glass ceilings, fostering inclusive environments, and advocating for gender equality in the workplace. Additionally, the panel will emphasize the importance of career development in STEM for women. Expert speakers will provide guidance on building a successful career path in forensic science, including mentorship opportunities, networking strategies, and continuous professional development. Attendees will gain valuable insights into navigating the world of forensic science, identifying growth opportunities, and overcoming career-related hurdles. Ultimately, this panel discussion aims to inspire, motivate, and empower women in forensic science, while fostering a supportive network that encourages their professional growth in leadership roles. By sharing experiences, strategies, and insights, this discussion will contribute to breaking barriers and promoting gender equality in the field of forensic science.
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[MUSIC]
Hello everyone and welcome to HIDS 2024.
We are here at George Mason University,
which is right outside of Washington,
DC and we have partnered with
Thermal Fisher Scientific to bring you
a dynamic panel of forensic science leaders today.
But before we begin, I'd like to hand it over to
our program director, Dr. Mary Ellen O'Toole for a few opening remarks.
>> Good afternoon everyone.
I'm Mary Ellen O'Toole and I'm the director of
the forensic science program here at
George Mason University and I cannot tell you what an honor it is to be here
with you today,
especially with such a distinguished group of women forensic scientists.
So when I started in forensics and when I started in law enforcement,
as some of you may know, I'm a retired FBI agent and I worked as an FBI prof
iler for 28 years.
When I first applied to the FBI,
I was told women could not be FBI agents.
Surprising, right?
That was because J. Edgar Hoover did not want women as FBI agents.
I thought, well, once we broke that glass ceiling, we're good.
There won't be any other glass ceilings and I'm sure when you hear the stories
and
the experiences of these women, you will know that there will be plenty left
for
you to break.
So don't try to do it all at one time.
But I want you to remember really three things.
Again, as you listen to what these wonderful distinguished women will share
with you.
Remember that it is important to have your academic background and experiences,
but it's also very important to be very strong in what we call emotional
intelligence.
That means having empathy and kindness for other people.
Cherish your ethics because that's really what underpins forensic science.
And hold on to your curiosity and your critical thinking skills.
Never abandon them, even if others around you might be inclined to do so.
Ladies and gentlemen, you have not chosen a career in forensics.
It is really a lifestyle.
It is a way of life.
You won't even realize the impact that you have on other people.
You may never realize with some people, you will change lives in this job and
you will make a difference.
And when you move on from one case to another, people will remember you and
they will remember what you've done in the lab, at the crime scene,
whatever it is that you choose to do, you will make a difference.
So people will never forget and you want to remember one thing to have as your
goal.
You want to always be truth seekers.
You're not seeking to win or lose a case.
You're seeking to contribute your science to make a difference so
that truth can be told.
And on that note, I welcome you all.
I'm impressed with seeing you here today and I'm so impressed with this group.
It is just an incredibly impressive group of young women.
In my generation, I'm a generation behind you.
We didn't have what you have and I just think that you want to take advantage
of
their experiences because these are the leaders, the movers and
the shakers in the field where you want to go.
My best to you all.
Thank you so much to Dr. O'Toole for those opening remarks.
Hello everyone and thank you again for being here today.
My name is Kelly Knight and I'm a professor of forensic science here at
George Mason University.
We have a really amazing dynamic panel of forensic science leaders today and
I know you all are so excited to hear from them.
So we're going to jump right into some questions for our amazing panel.
Let's start out by, if, each of you could please share a little bit about
yourself,
your role and why you decided to pursue the feel of forensic science.
Good afternoon.
My name is Kelly Lewis-Tippett.
I'm the laboratory director at the United States Secret Service Laboratory in
Washington,
D.C. I am a DNA analyst by training.
I have an undergrad in biology and a minor in chemistry from Oregon State
University.
And a master's in forensic science from George Washington University.
So I've been interested in forensic science since high school.
I had an opportunity to precipitate DNA in a biology class.
And from that point forward, I was hooked.
So solving mysteries, trying to get to the bottom of a case has always been a
fascination.
So marrying science and law enforcement with forensic science was the natural
path for me.
My name is Argy Majors.
I am the DNA manager for the Maryland State Police Forensic Science Division.
I lead a large group of highly intelligent and highly skilled individuals in
the DNA field.
My story is that I came into the United States as an international student at
age of 18.
I didn't target forensics because I honestly didn't even know about forensics
at the time.
I just knew a lot of sciences.
So I went into a pre-med type of field.
I studied biology.
I thought maybe I'll go to medical school.
I wasn't really set at that time.
So it's okay if some of Yaron decided here today.
And then I moved on to my master's degree.
I had great guidance in my advisor at that time who exposed me to an internship
in forensic
sciences.
And that's how I got introduced to the field.
Fell in love with it.
I think we're all singing the same song.
I have a huge passion for forensics.
It sparked for me in the 12th grade when I was in high school.
I should probably tell you that my name is Dr. Shamipi Kelly.
I am the New Orleans Police Department Crime Lab Director.
And so I lead the day-to-day operations in New Orleans forensics.
And so for me, high school was my introduction to forensics.
My biology teacher, she actually turned the classroom into a crime scene.
And that was like the coolest thing ever.
And so also, forensic files will start to become a thing.
And I used to watch it every single day, me and my dad.
And so that's when I was like, yes, I'm going to be a forensic scientist.
And so 2007, I graduated with a biological sciences degree from LSU.
Then I got a master's degree in forensic and investigative genetics from the
University
of New Orleans University of North Texas Health Science Center.
Then I went on to get a PhD in criminal justice.
And so that's what your trajectory I chose to take.
And I don't remember.
It's been 17 years I've been at forensic and I love it.
I'm Lauren Carroll.
And I am the Assistant Division Commander for the New Hanover County Sheriff's
Office,
which is in Wilmington, North Carolina.
I have been with the Sheriff's Office for the last 18 years.
I am a sworn law enforcement officer.
And I was tasked with starting a accredited forensic laboratory for our local
Sheriff's
Office in 2011, where I served as the lab director until 2019, at which point I
moved
into my current position, which is now more of a management in our detective
division.
And so I do supervise on a management level, not only our forensic laboratory,
but our field
operations for our crime scene investigation, as well as general investigations
with our
detectives.
And forensics found me in college.
I had transferred university and moved to East Carolina University.
Originally, I was studying animal science and I was going to be a veterinarian.
Well, on the transfer, that was no longer an option.
So I began taking random electives, took an intro to forensic science, and the
rest was
history.
And that's what I wanted to do.
And I echo the sentiments that I have no regrets.
Wow.
I mean, I don't know about you all, but I am just in awe of our panel here
today.
So you all clearly have just a wealth of experience and advice to share.
So I'm wondering if you can also share with us some skills and qualities that
you believe
are essential for women in forensic science if they're going to excel in
leadership.
I can start.
I think in leadership in general, you have to have integrity.
If we talk about forensics, attention to detail, and believing in yourself is
super important.
But through my years in a literacy position, I think the most important part
that I learned
is having a strong team and building on those individuals that row the boat is
the most
important task.
You don't lead by yourself.
You can be a boss by yourself, but you don't lead by yourself.
You have to be surrounded by people that actually, you know, you can trust, you
can build on,
you can make them as dynamic as possible and keep them in the loop and also
keep them as
part of the game plan.
So when you plan something, because as leaders, you want to be progressive, you
want to see
what's the future holds and prepare everybody for it, you want to have those
that are actually
the actual tools in your toolback.
Those people are the most important part.
So you want to, you know, think of them.
You also want to have empathy towards them because not everybody has a good day
every
day.
So you want to remember the human factor in this position and you want to be
able to continue
to empower these people because without them, you just cannot go forward.
I think it's important too to welcome mistakes.
I think not letting any of the mistakes that you will make cripple you is
important.
You have to persevere through your challenges.
And so I think that's something that I had to learn in the hard way is just
because you
make a mistake is not the end.
That's a learning point for you in a builds character whenever you make
mistakes and learn
from them and get better from them.
So that's something that I found too has been helpful for me personally, as
well as confidence,
knowing that you belong there, that you've got their off of skill, that you are
bringing
something important to the table, that to me feeds into every other skill that
starts
everything.
So I'm wondering next to get into our discussion, if you could share a little
bit about some
of the strategies that you all have found effective in advocating for gender
equality
and for fostering inclusive environments and forensic science organizations.
So coming from a forensic biology DNA background, when I was going through
school for my master's
program and then working in the laboratory, was probably 80% female amongst the
analysts.
I would say the leadership was more heavily male.
And then as I was progressing through my career, we saw more and more females
stepping into
those leadership roles.
So I didn't have, at the time I didn't feel like I had to break any glass
ceiling per
se, or that I had gender equality barriers that I saw because of the majority
of female
being in biology, just to kind of be honest about it.
But I will say, you're only going to get into those leadership roles if you put
your hand
out, put your hat in the ring, try to take on areas that might be outside of
your comfort
zone, to take on those team lead role, for example, and gain those leadership
skills
and then become a supervisor.
And so things are not just going to be handed to you.
And so I think it's really important to really kind of lean into those
opportunities when
they come up or work with your network and find out how to create those
opportunities.
And then transitioning into the Secret Service, which is a law enforcement
agency, and it's
predominantly male.
And so that has been definitely a transition as well.
But I have some great supporters.
I think, as Dr. Kelly said, being confident, being prepared, going into a
meeting, knowing
that I'm representing the laboratory and representing my staff and advocating
for the
resources that they need, going in with confidence, being able to provide those
resources that
we need.
It's been really beneficial for me.
And so there have been some challenges.
But by and large, it's been a very positive experience.
I've been there about seven years.
And so have mentors that are male and female.
And so there are folks that recognize the value that we bring to our
organizations.
And I'm not a gun-carrier.
I don't have a law enforcement background per se, but I bring the science and
the skill
set for the agents to be able to successfully complete their investigations
with that forensic
data.
I think for me, it's been about racial equality as well.
And being the first black woman in Louisiana to have this position has been
really important
for me.
And I want to make sure that whenever I am present, that I'm making sure that I
am there
with having the confidence and the belief, knowing that I belong in the room
and not
allowing the environment that you see dictate who you feel like you are, who
you know that
you are.
So confidence is key in knowing that you have earned your way there, regardless
of what
you look like, is important for me.
So that's to add to what you were saying, that's been my experience because it
has been
female-dominated.
But there hasn't been, in my laboratory experiences, a lot of black male
domination.
That sounds weird.
You know, but you know, so to me, representation is very, very important
because sometimes
we do see environments and wonder if we belong there, if we don't see ourselves
So I think for me, I carry that with me every single day.
And so I think that's why it's very, very important to have that belief in
yourself first
and then go for what you want, regardless of the know you make it.
Don't let us stop you.
Just keep going.
I'm going to add to that as well.
I think confidence is key, not arrogance, but confidence.
Confidence is built because you have put in the work and you know your stuff.
So when you're in a room, it doesn't matter what you look like, who you are.
If you have an accent, anybody here's my accent?
Or not, you know, where you came from.
And I think, at least through my years, I see a change in most agencies.
They want to embrace diversity.
There's a lot of groups in its agency that focuses on that.
And I think as female leaders in our current positions can foster that in our
own way.
So when we hire people or when we see people, we don't look at color or gender
or religion
or all the other items that makes a group diverse.
We do believe that diversity creates progress because people that come from
different backgrounds,
different upbringings, different situations in their lives, those are the fresh
eyes to
any plan you want to create.
And successful plans are built because of the different factors within them
that come from
diverse environments.
So if you want to be successful, you got to have a diverse group.
And that takes a long hand-in-hand with confidence is courage and stepping out
into those situations
where you made low-income than everybody else in the room.
And it does take courage at times.
But along with that confidence is don't eliminate yourself from the possibility
or the potential
of where you may go and have that courage to step into an environment that you
may be
slightly uncomfortable.
Absolutely.
And I think as a leader too, listening and making space for people to share
their concerns
and their needs.
Because sometimes you don't know what folks need until they speak up.
And then having the courage, like you said, to not only hear their needs but to
take
action.
So if someone has been vulnerable enough to share that they are feeling like
maybe something
was inequitable, that you as a leader have the courage to kind of take action
on that.
And that's going to be important.
If you're going to move into leadership, you can't be the timid mouse in the
corner, right?
You have to be the advocate for your employees.
So great.
All right.
So I'm going to switch gears a little bit.
And I don't want you all to laugh when I asked this question because I want to
laugh
when I hear it myself.
But how do you balance work life responsibilities and maintain a healthy work
life balance in
the demanding feel of forensic science?
I'll go first.
Everyone has something to say now, right?
Let me just say that I have three children and being a director and having
three children,
it's a chaotic life.
But I'll be honest and say, I don't.
I do not balance home life and work life well.
And that's something that you should learn from.
Like don't do that.
Put yourself first.
You should definitely look into any type of mental health, exercising, any type
of things
where you can take care of yourself is important because as the old adage says,
you cannot
pour from an empty cup.
So I can tell when it's time for me to step away and take a break when I feel
different.
I'm like, okay, you know, I start jumbling my words.
I'm not thinking clearly.
That's when I know I need a break.
You know, your body will tell you, okay, you need to sit down.
So I think that it's important to do that.
However, I am a work in progress.
I am still working on that.
So I'll be honest and say, I'm not the best at that.
I will second that.
I will say I've been doing this for many, many years.
And I think I am a work in progress and I think I will never stop being work in
progress
in that.
But the way I look at it is that I have a team at work that I feel responsible
for, right?
When you're a leader, you're not just responsible for your day in and day out.
You're responsible for a group of individuals and for big projects.
So I feel like I have a responsibility to be on call, even though I'm not
required to
at all times.
At my home, I have my family.
In my mother, I'm a single mom of two children.
I have my mother living with me.
I have a lot of responsibilities on that end.
So balancing the two is a tricky situation, but the way I see it is balancing
doesn't
mean you keep the scale even.
Balancing means that their days were the scale tips on one side and other days
it tips
on the other side.
And the way to foster that and have it supported is when you, both teams, right
, your family
team and your work team know you have their back.
My family knows I got their back.
Anything happens there.
I will drop and I will cater to them and I will do everything in my power to
solve any
issue, same thing at work.
Sometimes work is heavy.
You know, these, for example, is a month where I have a lot under my belt.
So my family knows mom, get to it.
It's okay.
So I gain that support because both teams know that I have their back.
So I feel that's the balance I try to find and not always keeping, hey, it's
time to close
the satters.
So that's how I deal with it.
But again, work in progress for sure.
I agree about being a constant work in progress and where you are in life.
It's constantly going to be shifting.
But one thing that I recently have been working on and I find helpful is the
self-awareness
aspect and also being very intentional.
My time being intentional with my time while I'm in the office and at work and
intentional
with my time, with my children and my husband and my family aspect as well.
Law enforcement is a 24-hour operation, seven days a week, 365.
It does not stop.
And communicating that with my family and my loved ones and my friends and my
support
system that they know there's going to be times that my attention will be drawn
elsewhere
when I'm with them, but also assuring them that if that occurs, it is emergency
situations
and prioritizing when that occurs.
Because there are certain times where I can look at a text and email or take a
phone call
and say, "You know what, we can talk about that on Monday."
And being intentional with your actions really helps balance both those aspects
Absolutely.
I think as a leader, it's so important to model that, right?
Because if your team sees that you're overspending backwards and they're going
to feel the pressure
to do that as well.
And I can say, personally speaking from experience, I know a lot of people know
that forensic
science is very heavily female dominated.
But for me, one of the benefits of that was when I was working in Maryland
State Police,
I was surrounded by mothers and other people who could really relate to what I
was going
through.
So if I felt like I needed to jut out because I had to do something for my kid
or something
like that, I felt like I was surrounded with other people who were also very
understanding
of family life and that work-life balance.
And I also think kind of getting rid of that balance part is important because
it's kind
of an unrealistic expectation to ever think that you'll truly balance it, right
So I think for me, my role now in academia is very different and we really
struggle with
it.
Balance in academia because our day does not end at five.
We have students emailing in the middle of the night.
We have grants due over the holidays and all of these things.
And so I've kind of shifted my mindset to calling it integration instead of
work-life
balance and allowing myself grease and remembering to say no, right?
So having that boundary when you know that you've kind of set like this hard-
and-set
line like, no, this is family time or, you know, this is mean time, this is
Netflix time.
You know, do not this there.
So I think those are really important things to remember.
So the next question I want to ask is about how can we encourage, we know we
have a lot
of women in forensic science, but we don't see that so much in leadership.
So how can we encourage more women to encourage leadership roles in forensic
science and what
steps can we take to support them professionally?
I think this panel, you know, like seeing that it's possible is to me step
number one.
You see women doing it.
So I think that is good motivation.
Number one, and given this information to you about how we got here and the
challenges
we face and spreading awareness and, you know, information I think is important
to continue
to motivate the next generation.
But paying it forward, I think is kind of what we're doing right now.
So that's important.
And I think identifying those emerging leaders in the junior and the early part
of their
career is really important.
So doing communication assessments or personality assessments, one, it helps
team build amongst
the lab, but it also helps identify those folks that just kind of have natural
leadership
ability and then folks that are maybe interested in being leaders but have some
additional
work and development to do.
So for my lab, that's really been really eye-opening for us.
And I think for the employees as well to know, hey, you know, I'm falling in
that leadership
quadrant as kind of a director, what it is, what is it that I can do to help
hone those
skills and the career path that I could take.
You don't want to get into a position in leadership and I go, oh, I'm a leader
now.
And I think a lot of times often in the sciences, you just kind of naturally
grow into the
management role because you've been there a certain amount of time and a
vacancy happens
and you have the most experience so you suddenly become a supervisor, not
realizing all of
those other duties that are required of a supervisor and a leader.
At that point, it's not necessarily about your technical proficiency.
It's all about all these other things that we've talked about today.
So what can you do to develop those skill sets before you get into that
leadership role,
I think, is imperative?
Yeah, I totally agree.
And I have to say, you see it happening.
There's many female leaders out in the workforce.
Instead of being a leader is to inspire and you inspire by example.
People see what you do when you're in a leadership position, you're pretty
transparent.
You're right there for everyone to see.
And the second part is to empower those that you see potential in.
So I think in leadership roles and I'm so y'all are identifying with that as
well, you
kind of become a mentor by default.
You take the time to give a pep talk to somebody because they're down on
themselves because
they made a mistake.
And we know it's not the end of the world.
We know that mistakes are there to happen.
They used to be transparent and figure out ways to prevent them in the future
and correct
them at the moment.
So empowering people is important.
So the new female leaders have that task in their hands and you need to stick
that out
for yourselves through the opportunities that Kelly just mentioned.
And any opportunity, I guess, be observant.
There is people out there to help you grow.
And the opportunity aspect as well is in those mentorships that the amount of
doors and opportunities
that were open because I was brought to the table by a mentor.
And as mentors, as leaders, succession planning and bringing those along with
us when we attend
board meetings and maybe budget meetings that currently wouldn't apply to your
duties as
a lower level or mid level manager.
However, in inviting those people along as a learning aspect was huge in my
career to
open my eyes as the next steps and not, "I can do this."
And this is something I am interested in doing.
And so if you have a mentor that is invited to that table, hopefully they will
bring you
along, if not, again, having that courage to say, "At one point, would it be
appropriate
if I can attend, I would sit and listen to the meeting or whatever maybe you
have taken
place?"
Ask them for that opportunity if it is not presented to you.
And following up on the succession planning topic, I think that is critical as
a leader.
Early on in my career, I was provided the advice, "Always be training two
people to
replace you."
Because one, that gives me opportunities to go on and do other things or try
other roles.
But two, it provides developmental opportunity to other folks.
So no matter what level you're at, you should always be thinking, "That's my
advice."
So whether you're an analyst in a lab and you have a technician or a student
that you're
working with, help develop them so they can take over your job so that you
could move
up the ranks as well or move into a leadership role.
So I think that's advice that's always stuck with me and something I hammer
home into my
team, my leadership team as well, because it makes us all better.
That is really great advice.
So I'm wondering now, you all are clearly amazing leaders in your own
organizations
and we have some really amazing future forensic scientists that are listening
in the audience.
I wonder if you all can share with us some of the skills and qualities that you
're looking
for applicants when they apply to your to your different agencies.
So currently in New Orleans, we are rebuilding the DNA unit there.
And so one of the things we're looking for specifically in DNA is adaptability
because
we are building a plane as we fly it right now.
So you got to be ready for the, "Hey, I need you to put this into the policy
right
quick.
Hey, can you go Aliquat this for me?"
You know, you may have certain jobs and responsibilities and roles, but that
might change.
So adaptability is important.
It's also important to adaptability because the organizational structure
sometimes changes,
right?
So it's a little bit of a
different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So it's a little bit of a different perspective.
So you can take two people with the same resume coming out of school.
And you both have internships and things.
But how are you going to fit in with the team?
Are you going to be willing to take the trash out?
Or is that below you?
Are you going to be willing to learn and kind of be lifelong learners?
We're still learning every single day.
If you make a mistake, can you admit your mistake?
Do you want to be part of the solution to make sure it doesn't happen to
somebody else?
And so one of the best things that you can do is bring me a problem, but also
bring me the solution.
You don't have to be the one to execute it, but please don't just lay it up my
lap to
fix it.
So I will give you the resources and all the support to make sure that doesn't
happen again.
But I need my staff to want to be part of the solution and be able to make us
better and
move us forward.
Everyone joins forensics for the mission.
We all have a common goal.
So just remembering that every single day when sometimes it is boring, it is a
grind,
it is stressful, it is very demanding.
So kind of being able to take a step back and remember why are we all here?
We're here to serve our customers and serve victims and solve crime.
So sometimes it's often not glamorous.
So being able to be team members and laugh and joke and enjoy each other and
enjoy the workplace because we spend a lot of time there.
So I think at this time we'll open it up for any questions from our audience.
Hi, I'm Haley Mae.
I'm a senior here in George Mason's Forensic Science Program.
And my question is that can be a very scary feat applying for jobs and going to
interviews.
How do you accept that change from transferring from education into the
workforce with open arms?
You don't have to have open arms.
So you don't have to agree with the change in order to adapt to it.
So that's something to keep in mind.
So sometimes there's going to be decisions that you don't agree with.
It's important for you to voice your opinions, right?
But also just keep in mind the purpose of what you're doing and what you're
going after.
And then that right there will be all you need to focus on in order to adapt
eventually,
right?
But just remember you're not always going to agree with the change that comes
your way.
So I was wondering like what major challenges you faced and how you overcame
them to become
the leaders that you are today?
To reiterate, I accept that they are going to happen and I don't let them scare
me.
Challenges are for me a character builder.
You know, I welcome them.
And I don't.
For me, I make sure that I don't take anything personally.
It's not about me.
This job is not about me.
It's bigger than myself.
So I focus on the purpose.
That's something I say every day.
I say I don't apply as I don't apply.
And so I just remember that challenges are not permanent.
They're temporary.
Like you're going to have ups and downs.
Having relationships with your colleagues, either internal to your agency, but
external for that support network.
But then also with your leadership chain so that you have support.
So I know if I make a decision that's based in policy and is the right, but I
think is the right thing to do that I'm supported from my leadership chain.
So that has helped me kind of navigate some of these challenges that come
knowing that I have larger organizational support.
I think we are all facing challenges on a daily basis and that's just part of
the process and you just got to accept it for what it is.
Nothing lasts forever.
So challenge is done last forever either.
And the key to overcoming them is to be open minded find creative ways around
them.
Sometimes it's not the easy way how to take a lot of times, you know,
especially in the friends and laboratories and people say, Oh my God, we always
have to do more with less more with less.
Well, there is ways to circumvent that.
There is ways to look for resources that you may not be aware of, but other
people have been through it can provide feedback on that.
So all of that together makes the challenges go by and somehow everything falls
in place.
Hi, I'm Imani Martin. I'm a senior in the forensic science program.
And I'm currently in a couple of leadership positions where my co leaders and
the people that leading are.
I go through like the doubting of my decisions, the being talked over and just
I feel like not being respected all the time.
So if you felt like that, how did you manage that and maneuver and make changes
possibly.
Again, it's for me, it has been believing in myself and knowing that I belong
exactly where I am.
And so I come in respect. So if I get talked over, I will raise my voice, you
know, not in a disrespectful way, but I will say, okay, I'm going to give you
your time to talk, but back to what I was saying type of thing.
You just kind of have to, you know, you got something important to say. You can
say it.
You can definitely say it. You have to know that you can say it though.
But what you're talking about is in pop the syndrome.
It's, you know, the belief or the false belief that, you know, they might find
out I don't belong here.
And it's not true. It's fake. It's a lie. It's something that is meant to
thwart your plan of success.
And so you can't be the person who's in your way mentally.
So you want to make sure that you have that belief in yourself first and that,
you know, wherever you step, wherever you go, whatever happens after that, you
know that you belong there regardless of what that room looks like.
So I've had to have these talks to myself. So it's something that's important
before you even in to make sure you believe in yourself.
And it's an ongoing thing. You know, there's going to be certain challenges
that you face where you do question things, but don't forget that you earned it
and that you belong there.
So speaking of mine professionally, I would say that the only obstacle in any
progress you will ever make in your life will be yourself. It's within you.
So you need to mentally be strong. And, you know, they say, "Hey, I gave a pep
talk to myself. That's okay to do. Give a pep talk to yourself."
You know, as leaders, you're going to inspire others. You're going to empower
others. Do that first within yourself.
You belong there. You did earn it. You have to put the hard work. Your voice is
yours. And nobody can take that away but you.
All right. Well, thank you so much for coming today. I want to give a round of
applause to our wonderful, wonderful panel here who have just been amazing and
we appreciate you for sharing your advice.
So again, thank you all for being here today. We appreciate you.
George Mason!
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