A “YMCA for Scientists” Lets Kids and Teens Tackle Real Problems in Real Labs

ECOTEK students Noah Harris, 8, and Amir Muhammad, 10, doing measurements for their wind turbine project.
When Keith Young was a young father shepherding his three children through the Detroit public school system, he felt something was missing.
The students are working on issues ranging from robotics to 3D printing to finding a cure for a rare form of cancer.
"What I'd observed was a gap between the resources that were being offered to university-level folks and in the professional ranks compared to what had been offered to kids in K-12, and in particular, the ones that were in urban and rural communities," he recalls. "There was always a Boys and Girls Camp, always a YMCA. There was never a YMCA for scientists."
Thus, the concept of ECOTEK Lab was born. Young's vision was to narrow that gap -- by financing pop-up labs for students who want to find a scientific solution to hard-to-solve problems that can be found in their own backyards.
He began in 2005, guiding his own children through foundational experiments for eventual startup companies, focusing on climate change, DNA, making biofuels and other fields of research. In addition to the labs, Young says ECOTEK has also reached young people by way of field trips, science fairs, and in-class demonstrations at schools. Young considers himself a venture capitalist, lending resources to kid and teen scientists.
Keith Young, foreground, is the founder of ECOTEK. Behind him, from left, are his daughter, Amber, son, Keith Jr., and ECOTEK students Emmanuel Jefferson and Antoine Crews.
(Courtesy Young)
In 2008, he took a group of six students from Detroit who had been researching brownfields, or previously developed land that's now vacant, and how they affect climate change; their work culminated in a research trip to Cape Town, South Africa, and participation in a conference there.
Today, he's helping transform the lives of around 250 student scientists across the country in places like Detroit, Florida and Maryland. Those students are working on issues ranging from robotics to 3D printing to finding a cure for a rare form of cancer.
Participating students do not receive a grade -- "they have to have passion to do the work." To take part, students must complete an application process and pay a small fee to use the lab, which is based on family resources, Young says. Students usually work in groups of two to three and are matched with a STEM mentor who can help when they run into research roadblocks.
In one lab in Detroit, a trio of teens is working to develop battery technology for smart mobility along with microbial fuel cells. In another lab, students focus on plant-based drug discovery. One of their projects is using plant DNA to better understand how the breast cancer gene mutation called BRCA1 works in the human body. In the African American population, about 35 percent of women with triple-negative breast cancer test positive for this mutation, and they usually don't learn of their diagnosis until the cancer has spread.
ECOTEK students have also had a slightly larger audience – the United Nations.
A third Detroit-based lab is led by Keith Young's daughter and one of ECOTEK's original students: Founder Briana Young, 23, runs a spin-off business called SmartFarms, which works on food security and developing food safety systems for urban farming using advanced drone technology and biochemical sensory systems. According to a recent report, more than 30,000 Detroiters don't have access to a full-service grocery store, and 48 percent are considered food insecure.
"We don't tell them which subjects to do – that's why [the labs] are not working on the same thing," explains Young. "We're trying to give student scientists a place to find their way."
The gap that Young noticed for urban students exists also among rural communities, and the problems they face are different. Students in a lab in Polk County, Florida, decided to tackle citrus greening, a bacterial disease that causes citrus fruit to bear bitter-tasting and underdeveloped fruit. The culprit is the Asian psyllid, a pest common to citrus plants. The problem is so pervasive that it's caused a precipitous decline in the industry, which had been a major one in Polk. At Bok Academy in Lake Wales, also in Florida, students are using drones to get an overhead view of the patterns they can detect to better understand which trees to treat and when.
"With the majority of our area dependent on citrus and various other crops, why not get students involved in problem-solving and research that's going to truly make a difference?" says David Lockett, a STEM facilitator at Bok Academy.
To this end, the students have shared their findings with scientists at the University of Florida and a research lab in Colorado.
A young woman who started in ECOTEK as an elementary-school student will now, at age 24, return to run the research arm of the company.
ECOTEK students have also had a slightly larger audience – the United Nations. The Detroit students have traveled to New York since 2013 to share their learnings with international diplomats from countries like Belize, Cuba, and Antigua.
The students' hands-on experience in the lab often inspires them to pursue academic success across the board at school. Young says that graduating students usually receive an average of $150,000 in college scholarships and score an average of 1450 on the SATs and in the 90th percentile on ACT tests.
Young plans to continue his work to develop these scientists, and after having invested "millions" of dollars of his own money, he's now seeing the fruits of his labor come full circle. A young woman who started in ECOTEK as an elementary-school student will now, at age 24, return to run the research arm of the company.
"It was," he says proudly, "a 14-year investment payback."
Disability advocates see remote work as a silver lining of the pandemic, a win-win for adults with disabilities and the business world alike.
Any corporate leader would jump at the opportunity to increase their talent pool of potential employees by 15 percent, with all these new hires belonging to an underrepresented minority. That’s especially true given tight labor markets and CEO desires to increase headcount. Yet, too few leaders realize that people with disabilities are the largest minority group in this country, numbering 50 million.
Some executives may dread the extra investments in accommodating people’s disabilities. Yet, providing full-time remote work could suffice, according to a new study by the Economic Innovation Group think tank. The authors found that the employment rate for people with disabilities did not simply reach the pre-pandemic level by mid-2022, but far surpassed it, to the highest rate in over a decade. “Remote work and a strong labor market are helping [individuals with disabilities] find work,” said Adam Ozemik, who led the research and is chief economist at the Economic Innovation Group.
Disability advocates see this development as a silver lining of the pandemic, a win-win for adults with disabilities and the business world alike. For decades before the pandemic, employers had refused requests from workers with disabilities to work remotely, according to Thomas Foley, executive director of the National Disability Institute. During the pandemic, "we all realized that...many of us could work remotely,” Foley says. “[T]hat was disproportionately positive for people with disabilities."
Charles-Edouard Catherine, director of corporate and government relations for the National Organization on Disability, said that remote-work options had been advocated for many years to accommodate disabilities. “It’s a little frustrating that for decades corporate America was saying it’s too complicated, we’ll lose productivity, and now suddenly it’s like, sure, let’s do it.”
The pandemic opened doors for people with disabilities
Early in the pandemic, employment rates dropped for everyone, including people with disabilities, according to Ozemik’s research. However, these rates recovered quickly. In the second quarter of 2022, people with disabilities aged 25 to 54, the prime working age, are 3.5 percent more likely to be employed, compared to before the pandemic.
What about people without disabilites? They are still 1.1 percent less likely to be employed.
These numbers suggest that remote work has enabled a substantial number of people with disabilities to find and retain employment.
“We have a last-in, first-out labor market, and [people with disabilities] are often among the last in and the first out,” Olzemik says. However, this dynamic has changed, with adults with disabilities seeing employment rates recover much faster. Now, the question is whether the new trend will endure, Olzemik adds. “And my conclusion is that not only is it a permanent thing, but it’s going to improve.”
Gene Boes, president and chief executive of the Northwest Center, a Seattle organization that helps people with disabilities become more independent, confirms this finding. “The new world we live in has opened the door a little bit more…because there’s just more demand for labor.”
Long COVID disabilities put a premium on remote work
Remote work can help mitigate the impact of long COVID. The U.S. Centers for Disease Control and Prevention reports that about 19 percent of those who had COVID developed long COVID. Recent Census Bureau data indicates that 16 million working age Americans suffer from it, with economic costs estimated at $3.7 trillion.
Certainly, many of these so-called long-haulers experience relatively mild symptoms - such as loss of smell - which, while troublesome, are not disabling. But other symptoms are serious enough to be disabilities.
Many had to drop out of the labor force due to long COVID. Yet, about 900,000 people who are newly disabled have managed to continue working. Without remote work, they might have lost these jobs.
According to a recent study from the Federal Reserve Bank of Minneapolis, about a quarter of those with long COVID changed their employment status or working hours. That means long COVID was serious enough to interfere with work for 4 million people. For many, the issue was serious enough to qualify them as disabled.
Indeed, the Federal Reserve Bank of New York found in a just-released study that the number of individuals with disabilities in the U.S. grew by 1.7 million. That growth stemmed mainly from long COVID conditions such as fatigue and brain fog, meaning difficulties with concentration or memory, with 1.3 million people reporting an increase in brain fog since mid-2020.
Many had to drop out of the labor force due to long COVID. Yet, about 900,000 people who are newly disabled have managed to continue working. Without remote work, they might have lost these jobs.
For example, a software engineer at one of my client companies has struggled with brain fog related to long COVID. With remote work, this employee can work during the hours when she feels most mentally alert and focused, even if that means short bursts of productivity throughout the day. With flexible scheduling, she can take rests, meditate, or engage in activities that help her regain focus and energy. Without the need to commute to the office, she can save energy and time and reduce stress, which is crucial when dealing with brain fog.
In fact, the author of the Federal Reserve Bank of New York study notes that long COVID can be considered a disability under the Americans with Disability Act, depending on the specifics of the condition. That means the law can require private employers with fifteen or more staff, as well as government agencies, to make reasonable accommodations for those with long COVID. Richard Deitz, the author of this study, writes in the paper that “telework and flexible scheduling are two accommodations that can be particularly beneficial for workers dealing with fatigue and brain fog.”
The current drive to return to the office, led by many C-suite executives, may need to be reconsidered in light of legal and HR considerations. Arlene S. Kanter, director of the disability law and policy program at the Syracuse University College of Law, said that the question should depend on whether people with disabilities can perform their work well at home, as they did during Covid outbreaks. “[T]hen people with disabilities, as a matter of accommodation, shouldn’t be denied that right,” Kanter said.
Diversity benefits
But companies shouldn’t need to worry about legal regulations. It simply makes dollars and sense to expand their talent pool by 15% of an underrepresented minority. After all, extensive research shows that improving diversity boosts both decision-making and financial performance.
Companies that are offering more flexible work options have already gained significant benefits in terms of diverse hires. In its efforts to adapt to the post-pandemic environment, Meta, the owner of Facebook and Instagram, decided to offer permanent fully remote work options to its entire workforce. And according to Meta chief diversity officer Maxine Williams, the candidates who accepted job offers for remote positions were “substantially more likely” to come from diverse communities: people with disabilities, Black, Hispanic, Alaskan Native, Native American, veterans, and women. The numbers bear out these claims: people with disabilities increased from 4.7 to 6.2 percent of Meta’s employees.
Unfortunately, many leaders fail to see the benefits of remote work for underrepresented groups, such as those with disabilities. Some even say the opposite is true, with JP Morgan CEO Jamie Dimon claiming that returning to the office will aid diversity.
Having consulted for 21 companies to help them transition to hybrid work arrangements, I can confirm that Meta’s numbers aren’t a fluke. The more my clients proved willing to offer remote work, the more staff with disabilities they recruited - and retained. That includes employees with mobility challenges. But it also includes employees with less visible disabilities, such as people with long COVID and immunocompromised people who feel reluctant to put themselves at risk of getting COVID by coming into the office.
Unfortunately, many leaders fail to see the benefits of remote work for underrepresented groups, such as those with disabilities. Some even say the opposite is true, with JP Morgan CEO Jamie Dimon claiming that returning to the office will aid diversity.
What explains this poor executive decision making? Part of the answer comes from a mental blindspot called the in-group bias. Our minds tend to favor and pay attention to the concerns of those in the group of people who seem to look and think like us. Dimon and other executives without disabilities don’t perceive people with disabilities to be part of their in-group. They thus are blind to the concerns of those with disabilities, which leads to misperceptions such as Dimon’s that returning to the office will aid diversity.
In-group bias is one of many dangerous judgment errors known as cognitive biases. They impact decision making in all life areas, ranging from the future of work to relationships.
Another relevant cognitive bias is the empathy gap. This term refers to our difficulty empathizing with those outside of our in-group. The lack of empathy combines with the blindness from the in-group bias, causing executives to ignore the feelings of employees with disabilities and prospective hires.
Omission bias also plays a role. This dangerous judgment error causes us to perceive failure to act as less problematic than acting. Consequently, executives perceive a failure to support the needs of those with disabilities as a minor matter.
Conclusion
The failure to empower people with disabilities through remote work options will prove costly to the bottom lines of companies. Not only are limiting their talent pool by 15 percent, they’re harming their ability to recruit and retain diverse candidates. And as their lawyers and HR departments will tell them, by violating the ADA, they are putting themselves in legal jeopardy.
By contrast, companies like Meta - and my clients - that offer remote work opportunities are seizing a competitive advantage by recruiting these underrepresented candidates. They’re lowering costs of labor while increasing diversity. The future belongs to the savvy companies that offer the flexibility that people with disabilities need.
In this week's Friday Five, attending sports events is linked to greater life satisfaction, AI can identify specific brain tumors in under 90 seconds, LSD - minus hallucinations - raises hopes for mental health, new research on the benefits of cold showers, and inspiring awe in your kids leads to behavior change.
The Friday Five covers five stories in research that you may have missed this week. There are plenty of controversies and troubling ethical issues in science – and we get into many of them in our online magazine – but this news roundup focuses on new scientific theories and progress to give you a therapeutic dose of inspiration headed into the weekend.
This episode includes an interview with Dr. Helen Keyes, Head of the School of Psychology and Sports Science at Anglia Ruskin University.
Listen on Apple | Listen on Spotify | Listen on Stitcher | Listen on Amazon | Listen on Google
- Attending sports events is linked to greater life satisfaction
- Identifying specific brain tumors in under 90 seconds with AI
- LSD - minus hallucinations - raises hopes for mental health
- New research on the benefits of cold showers
- Inspire awe in your kids and reap the benefits
Matt Fuchs is the editor-in-chief of Leaps.org and Making Sense of Science. He is also a contributing reporter to the Washington Post and has written for the New York Times, Time Magazine, WIRED and the Washington Post Magazine, among other outlets. Follow him @fuchswriter.
The rise of remote work is a win-win for people with disabilities and employers