Wednesday 15 February 2017

How could you study epigenetics? Thought experiment from a dreamer

This blog is part autobiography part roadmap. 

I am often asked “Do you miss it-being a scientist”

The short answer is “I didn’t dream of being an IT consultant.”

Longer answer is, as with all things that are part of being an adult, more complicated.

  • I miss discovery- the joy designing a method to answer a question and then actually knowing- for a brief moment in time- something that no one else knows.
  • I miss immersing myself in a problem and building a solution.
  • I don’t miss, university politics; having to know who’s ass to kiss and watching my back for potential theft of ideas.
  • I don’t miss the bullshit publication process that sometimes is used for competitive reasons.
  • I don’t miss trying to write a grant that appears to be both novel and safe at the same time.
  • I don’t miss the bureaucracy of universities policies that protect senior faculty but burden junior faculty.

I have been “out of the game” for half a decade now but I still pay attention to science and design experiments in my head and sometimes write them down.

I was an Assistant Professor running a small lab for about 4 years, my lab was centered on a set of enzymes that control the expression of genes in response to cell signals and environmental stimuli. These enzymes are commonly known as epigenetic regulators. The work we did was pretty good given the lack of funding, the fact that the enzymes had been described literally a year before I started my lab and I was trying to combine a novel class of genes with a novel set of methods (I was part of one of the groups that published the early papers describing the histone demethylase enzymes).[Synopsis of my lab]

My real interest, however has always been in learning the answer to the fundamental question “How do you make a brain?”  

I think now, I would ask a slightly different question; which has “how do we fix the brain when it isn’t made right.” One thing that age and distance has given me is perspective or perhaps empathy I don’t honestly know the difference. I have two small children both of whom are pretty awesome- unfortunately both have inherited some of my flaws. So I am often struck by how does the brain manifest these “flaws” even if there are no major changes or developmental issues.

How would one go after such questions?

Five years ago the answer was Stem Cells with maybe some mouse genetics thrown in for good measure. Now? I would go another direction. I think the single biggest issue in epigenetic research as well as neuroscience is the lack correlation data between phenotype (what it looks like in the whole organism), genotype (what genes play a role) and biochemical output (how well does the “engine” function”). Much like astrophysics and quantum physics have mathematic models which provide probability maps for specific core particles and/or forces, Epigenetics needs probability maps for phenotype and genotype- a Heisenberg probability if you will.

As I have mentioned in other posts, epigenetics is essentially grammar for the genome. It is a big, unwieldy mess of a field that is likely at least three separate full fields that we do not have names for as of yet. Sticking with the analogy the “field” of epigenetics is at the point where Western civilization was in the late 1700s/early 1800s where we knew some words and potentially some word relationships in the Egyptian cuneiform but we were largely blind to what was actually being said in hieroglyphs until the Rosetta stone was found. To me the rosetta stone for epigenetics will be cross species mapping of real world consequences.

For example; we know that there is a link between obesity in dogs and their owners. That is a real world cross species phenotype- why don’t we look at what genes expression and epigenetic patterns are changed as both lose weight? There is still validity to the idea mammalian biology is conserved at the physiological level.

What I would do if I was starting now would be to focus on dogs as a main model; they live with us, they often eat like us, they have behaviours which at their core are similar enough to ours but distinct across breeds. Furthermore access to their health records would have less risk and potentially greater detail as most veterinarians have a depth of knowledge on their patients over a whole lifetime – and for some clients multiple dog lifetimes.

For me, I would focus on brain cancer- as a scientist it is a fascinating process to take a cell that is programmed to not multiply and make it multiply and it is a cancer type that has repercussions to ones body, dignity and family.
The lab would have five facets;

1.     Define a set of neurologic symptoms that could be tested for by a veterinarian in clinic.
a.     Use standard indications from observation.
b.     A set of typical blood markers that are used for “unhealthy’ as part of the analysis.
c.     X-rays to define rough location, size and prognosis

2.     Test brain tumour samples across gene expression, “Epigenetic profile”, potentially genome mutations

3.     Use samples to grow models tumours, testing their gene expression profile and epigenetics profile for changes in culture.
a.     Where possible have normal age specific controls across breeds (or at least a general “mutt” control)

4.     Longitudinal studies of dogs with tumors after various therapies.

5.     Map epigenetic changes in tumour versus normal as well as fresh tumour versus in culture.

I was “classically” trained as a mouse geneticist where we had the clean clear; I deleted a gene what happened to my cell type? I learned [the very hard way-  hello consulting ;{ ] that there are no one-to-one relationships in any cell type when we deal with epigenetics- it is the system that protects the cell from single points of failure.

Long term would be to identify a set of parameters that can be linked to cancer and then go back and start testing the enzymes that are directly linked to the epigenetic modifications that are related to the phenotype. 

Wednesday 1 February 2017

Why do we care, as a society, about diversity?

NOTE: This is a re-post from 2014 - in todays environment I fear it will get worse but I hope I am wrong.

It is a tough question.......the fact of the matter is that SOCIETY does not care. Society as a organism, is completely apathetic to diversity. Jamelle Bouie of Slate has a great write up of an MTV research survey on Millennials (see here). Basically they believe we have already conquered racial inequality.

I categorically submit that we have not. That is not an opinion, it is what the employee demographics that Google and LinkedIn have recently made public suggest; we do not care about gender equality or racial equality.

There are a lot of areas of society where this matters but I’ll focus on areas that I have some understanding.

A lack of economic drivers.


Fostering and managing a racially diverse workforce is a difficult problem. From a company’s perspective they need talent that can help today. There is no real pressure on these companies to change their practices. There are some common refrains that we hear:

  • As long as company X makes money for my portfolio, I don't care.
  • I want to know that I am receiving the best care, I don't see color.
  • We just choose the best candidate, we do not even look a pictures.

These are the refrain of the masses, and by masses I mean the majority of business, medical, and academic leaders. As with everything it is about context and the path through history that brought us to this moment. While I hesitate to paint a whole demographic with a paint brush, I think we need to discuss these kinds of issues if we have a goal of changing the current trends. So who are ‘THE MASSES”?

Based on most reports the average C-level executive are white males between the ages of 45 and 65.

The events of the past guide our actions


So why doesn't a generation of white men that grew up in the midst of; the African-American civil rights movement, Gandhi's pleas for basic dignity, and "Bra burning" seem to get it?

It might be because they think:

  • The battle was fought and won, that we are post-racial, post feminism
  • We have already sacrificed enough, if "those people" can't compete now it is because they lack the skill
  • There are more important things to worry about than the diversity of my company, talk to me when the economy is better


Now before anyone gets offended and feels they have to justify their equality chops by commenting-I get it, this is a gross generalization of a large cohort. My response is; no evil continues without the inaction of good people. Sorry but my life and career have been adversely affected by the color of my skin. You cannot reasonably expect black folks-or women- to turn the other cheek when they have real world experience with being past over for a better candidate like the CFO's cousin's brother-in-law, twice removed.

So why should Google, Apple, Harvard, or any of our top institutions care about diversity?


..........I don't know. There is very little data that can be used to support the hypothesis that diversity is good for academic or corporate goals.

Laserfiche'sSimplicity blog lays out the potential reasons and some ideas to move forward better than I can. I will leave it to you to read about the reasons that we, as a society, should care.

Does it really matter once minorities are hired?


I want to take a more personal sidetrip; even when males from racial minorities or women are successful (whatever that means) there is a cost-Not only to the minority or female worker but to the organization.

As a black male, I can tell you that just knowing that these demographics exist-and have historically existed- changes my behavior towards colleagues and potential employers. I can’t properly explain what it is like to spend your career as a white elephant, to stick out in such a way that you feel you need to justify why you are there, that you are talented enough and hardworking enough to be there. It makes you less likely to ask for help, less likely to give help when you feel that you have to be better than your colleagues just to retain your place in the food chain. It colors every interaction, brings doubt to any constructive criticism, in short it stunts your growth and your ability to contribute to the companies growth.

It doesn't end at work, it also has an effect on the personal side. The feeling of having the future, of not just you, but anyone who looks like you rest on your ability to succeed is a weight that changes you-not really for the best.

I cannot explain to anyone who hasn't been through it what is like to have people shirk from your handshake-even though they know you are a professor at a university or they are paying you to be in there presence.

I cannot explain the pain and emotions that are surfaced just by meeting black folks in their 70s and 80s and the pride and hope written big on their face just from hearing that you have a Ph.D.

I personally do not want any more generations to go through that, to feel the dual weight of a multiple generation’s hopes and dreams, and the weight of knowing that you will never know if you got a fair shot.

Racial Bias exists, it is part of human nature


We can be better, the first step to reducing our personal bias is to acknowledge that we all have them. We make assumptions based on visual information. The beauty of the human mind is we can consciously fight against this visual bias. It is not easy but hopefully "we" as a society will start to hold our leading institution and businesses to a higher standard now that we have evidence that we have let these companies off easy when it comes to diversity.