Equity, Diversity and Inclusion in Tech Transfer: What's One Thing We Can Do?


Aileen DingusAileen J. Dingus
NSF Southwest Hub I-Corps

A few years ago, I ran the recycling program at the University of Kansas. My student staff and I collected thousands of pounds of paper, plastic and metal from campus each week and were well-received across the university—everyone thought we were doing a great job. But as I spoke with more students, I started noticing a pattern—many felt overwhelmed by the enormity of living an environmentally friendly life. They cared, but the problem seemed too big. So, my team and I came up with the "What's One Thing" program. We asked, “What’s one thing a college student can do to live more sustainably?” We decided to focus on refusing single-use plastic bottles. We handed out reusable water bottles and worked with KU Dining to promote sustainable beverage options. We soon saw a drop in the number of single-use plastic bottles in the recycling stream.

This experience taught me a valuable lesson that can apply to any challenge: when a problem feels overwhelming, finding one actionable step can make a huge difference. The same is true when we think about the challenges of fostering equity, diversity and inclusion (EDI) in tech transfer. There are many hurdles, and it’s easy to feel like we can’t tackle them all. But if we focus on just one thing—one action that each of us can take to drive real (not performative) EDI in our work—the impact can be significant.

The Hurdles of EDI in Tech Transfer
Tech transfer is full of challenges when it comes to EDI, and many of these barriers are deeply entrenched in the way the industry works. Here are a few key hurdles we face:

  • Systemic Academic Barriers: EDI challenges often start long before tech transfer happens—in the academic pipeline itself. Women, people of color and first-generation students are still underrepresented in advanced STEM degree programs. With fewer diverse voices contributing to research, fewer diverse perspectives enter the commercialization process, and the pool of innovation is narrower than it should be.
  • Access to Networks: One of the toughest challenges for underrepresented groups is access. Tech transfer relies heavily on personal and professional networks—who you know can be as important as what you know. However, many women, people of color and those from non-traditional backgrounds find it harder to break into these networks. This lack of access can slow down or completely halt the commercialization of their innovations.
  • Leadership Representation: Another barrier is the lack of diverse leadership within tech transfer offices. Without diversity in decision-making roles, it becomes harder to implement changes that support broader inclusivity. A lack of representation at the top can unintentionally perpetuate the same biases and exclusionary practices that keep underrepresented groups from advancing in the field.
  • Funding Bias: The research is clear: biases in funding play a major role in the underrepresentation of women and minority innovators. For example, women-led startups receive just a fraction of the venture capital funding that male-led businesses do, and similar disparities exist for minority innovators. These gaps exist not only in venture capital but also in university funding, grant opportunities and early-stage investment, creating an uphill battle for underrepresented entrepreneurs.

These are just some of the hurdles our industry faces. Each one is significant, and it can feel overwhelming to address them all. But as I learned as a Jayhawk, tackling one small piece of the puzzle can lead to meaningful change.

The Increased Focus on EDI in Tech Transfer
There’s no denying that EDI is getting more attention in the tech transfer world than ever before, and it is driven by several factors. First, there’s a growing recognition of the moral obligation to address systemic inequities, reinforced by social movements like #MeToo and Black Lives Matter. Second, diversity has been proven to drive better business outcomes. Research shows that companies with diverse teams perform better financially and produce more innovative solutions. Additionally, stakeholders—including students, inventors and funders—are increasingly demanding more accountability and action around diversity and inclusion. The industry has also recognized that diverse teams lead to fresh ideas, which are essential for driving innovation. All these factors combined have put EDI in the spotlight in a way that it hasn’t been before.

Our members are participating in successful programs with an increased EDI focus as well:

  • Mentorship Initiatives: Mentorship programs, including AUTM’s Mentor Match, have played a critical role in supporting the growth and success of diverse individuals in the field by creating pathways for tech transfer professionals from all walks of life and stages in their careers to gain valuable insights and connections that are often out of reach.
  • Diverse Entrepreneurship Programs: Programs like NSF I-Corps™ have made strides in providing support and resources to underserved researchers and entrepreneurs. These programs are helping to break down barriers by offering mentorship, networking and funding opportunities for more women and minority innovators than in the past.

If There’s Only ONE Thing We Can Do: Be Intentional About Creating Access
Even with AUTM’s Mentor Match, EDI Committee and EDI SIG to lead the way, the idea of making our industry more equitable and diverse is daunting. If I could pick just one thing for each of us to do in the tech transfer space to foster meaningful, actual EDI, it would be this: be intentional about creating access. What does that mean? It means going beyond performative actions and actively seeking out opportunities to include and support underrepresented voices.

Here are some ways we can do that in our own offices and at our institutions:

  • Mentorship: Offer mentorship or guidance to early-career researchers or tech transfer professionals from diverse backgrounds. Help them navigate the systems that may feel closed off to them.
  • Create Visibility: Invite diverse innovators to speak at events, lead panels or take on leadership roles in programs. Make sure their voices are part of the conversation.
  • Open Doors: Use your networks to connect underrepresented individuals with funders, mentors or potential partners who can help them succeed.
  • Advocate for Policy Changes: Work within your organization to advocate for equitable policies in hiring, funding and commercialization. Be an ally in pushing for meaningful change.

Just like the "What's One Thing?" campaign at KU, where we focused on eliminating single-use plastic bottles, creating access in tech transfer is one small, actionable step that can have a ripple effect. When we are intentional about including underrepresented groups, we start to shift the entire ecosystem in a more equitable direction.

Yes, the hurdles to achieving true EDI in tech transfer are significant, and at times they can feel overwhelming. But if each of us focuses on just one thing—creating intentional access—we can collectively make a big impact. It’s about more than checking boxes; it’s about making sure that everyone has a seat at the table and the chance to contribute to the future of innovation. By taking this one step, we can move from performative gestures to real, lasting change.