The reason for this focus is clear to all who monitor trends in participation in science and engineering education and employment. While the goal of change may be increasing the numbers of minorities who choose to pursue a career in science or engineering, there is equal concern to change the quality of their experiences, of the environments that reward and punish, of the recognition that ethnic and racial diversity represents the strength of individual differences in talent to be nurtured and utilized. The ultimate benefit to the nation is a richer pool of science, mathematics, and engineering leaders. The answer is all of the above and more. In all of these cases, individuals have been elected or appointed to prestigious, visible positions that give them the opportunity to influence decisions and the flow of resources within or across institutions.
Leaders are gatekeepers who shape opinions.
There are at least two aspects to these questions. Surely the interaction of the individual and the learning environment can promote or inhibit leadership. For this reason, it is important to focus on organizations as well as individuals when considering ways of stocking the pool. Indeed, some institutions excel at preparing leaders. The dimensionality of the problem is revealed by the pool of scientists and engineers available to advance through the academic ranks or up the corporate ladder.