Increase anti-racism education and practices
Promoting BIPOC representation in EEB requires that larger organizational bodies move beyond diversity statements and commit to active and ongoing anti-racism work. This is an essential first step, as diversity initiatives are unlikely to lead to equity in higher education if the underlying problems of systemic racism continue to create hostile environments that limit retention and success for BIPOC scholars (Smith 2002; Puritty et al. 2017).  We assert that it is the responsibility of organizational bodies and the individuals within, especially white individuals in leadership and supervisory roles, to commit to ongoing education on racial inequality (within EEB, higher education, and broader society), and overcome their own conscious and unconscious racial biases.
Anti-racism training could start with institutional or organizational equity, diversity, and inclusion (EDI) workshops and seminars (Walton & Cohen 2011; Bezrukova et al. 2012), and self-education with best-practice guidelines for anti-racism (e.g., Chaudhary & Berhe 2020). Importantly, funding agencies, institutions and departments should ensure accountability in attendance and adherence to this anti-racism work. For example, funding agencies or tenure committees may require that faculty applicants define challenges to EDI in their field, and explain steps the applicant has taken to remove these barriers (e.g., Natural Sciences and Engineering Research Council, n. d.). Ultimately, anti-racism education and practice will lead to the informed adoption of other strategies that promote BIPOC representation in EEB.