Inbreeding is the production of offspring from the mating of individuals who are closely related genetically. From a geneticist's perspective, inbreeding is generally not considered something very desirable. While it may conserve certain traits, it often does so at the cost of genetic diversity and overall vitality, making populations more vulnerable to diseases and less adaptable. In a 2020 study, we showed that consanguinity (basically a human form of inbreeding through marriages between cousins) was associated with a high incidence of several single-gene and multifactorial diseases, as well as congenital malformations in Bangladesh [1]. These include, but are not limited to, occurrences of bronchial asthma, hearing defects, heart diseases, and sickle cell anemia. Thousands of similar reports from other human communities, as well as observations in other animal and plant species, underscore these risks associated with inbreeding [2–4].
Throughout evolution, many species have developed various strategies to avoid close inbreeding, e.g., dispersal mechanisms, mating preferences, and social structures, primarily aimed at maintaining genetic diversity and enhancing the population's overall resilience [5–11]. Among humans, many communities discourage marital unions among close relatives [12,13]. Even in Islam, although allowed, marrying those who are not closely related is encouraged [14,15].
The same concept applies to academic institutions. When academic institutions primarily hire their own graduates, they risk creating an intellectual echo chamber, where similar ideas are continuously recycled, and innovation is stifled—a phenomenon known as academic inbreeding [16–18]. This lack of diversity in thought can hinder critical thinking and limit the institution's ability to adapt to new challenges or explore novel research directions. Several studies have found that academic inbreeding can negatively impact research productivity and innovation [19–22]. In contrast, globally renowned universities actively seek to avoid this by recruiting faculty from a broad and diverse pool of candidates. By incorporating individuals with varied academic backgrounds and experiences, these institutions ensure a rich exchange of ideas, fostering an environment where creativity and innovation can thrive. While these universities may hire some of their own alumni, they often aim to keep the proportion of internal hires relatively low to ensure a healthy influx of new perspectives and approaches. This practice helps maintain a dynamic and innovative intellectual environment, crucial for driving excellence and staying at the forefront of academic and research advancements.
The recent appointment of Prof. Niaz Ahmed Khan, a graduate of Chittagong University, as Vice-Chancellor (VC) of the University of Dhaka (DU) is a bold step toward breaking this cycle. The last time DU had a VC who didn't have DU in his/her alma mater was back in 1992 when Prof. Emajuddin Ahamed was appointed as the VC. I see Dr. Khan's appointment as a signal to shift toward valuing diverse academic backgrounds, fresh ideas, and broader experiences.
I personally don't know Dr. Khan, but from what I have heard about him from colleagues in the academic community, he does not appear to have any political affiliations, which is uncommon in the context of VC recruitment in Bangladeshi public universities over the past few decades. He is a strong academician, currently serving as the Pro-VC of the Independent University of Bangladesh, a private university. He completed his bachelor's and master's studies in Chittagong, followed by a postgraduate diploma, PhD, and postdoctoral training at the Universities of Wales at Lampeter and Swansea, and the University of Oxford. He has also held several leadership positions in various national and international non-government organizations and has served as a professor at the University of Dhaka.
For too long, many public universities in Bangladesh have preferred hiring their own graduates, often sidelining highly qualified candidates from other institutions. There are numerous cases where individuals with extraordinary research credentials were overlooked, while those with only a master's degree (or even less) were hired because of their political affiliations and because they were alumni of the same institution. Meritocracy has not been valued, which has hindered the growth of new ideas and limited the exchange of knowledge.
I hope this change marks the beginning of a new era where academic institutions focus on attracting top talent from around the world and fostering a culture of collaboration and innovation. I envision scholars from across the globe bringing their wealth of research and administrative experience to Bangladesh. This influx of talent will enrich the academic culture in the country and facilitate national progress through scientific and innovative advancements.
It’s time for our universities to open their doors to a wider pool of knowledge and experience. Change is on the horizon, and it's time we embrace it.
26 August 2024
Saeed Anwar
Edmonton, Canada
Disclaimer: This discussion simplifies many complex scientific concepts to make them accessible to a general audience. Some of the concepts mentioned could be debatable. Certain specialized terminology was intentionally avoided, and experts in these fields might find the language less precise.
References:
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Ahaadeeth prohibiting marriage among relatives inauthentic. Available at: https://www.islamweb.net/en/fatwa/334594/
Marrying relatives and the hadith "choose strangers for marriage". Available at: https://islamqa.info/en/answers/140840/marrying-relatives-and-the-hadith-choose-strangers-for-marriage
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