Abstract 1531: Facilitating the collaborative scientific process through an interdisciplinary undergraduate protein modeling course
Abstract 1531: Facilitating the collaborative scientific process through an interdisciplinary undergraduate protein modeling course
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摘要 1531：通过跨学科本科蛋白质建模课程促进协作科学过程
DOI：
10.1016/j.jbc.2023.103503
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发表时间：
2023
影响因子：
4.8
通讯作者：
Sikora, Arthur
中科院分区：
文献类型：
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作者：
Julakanti, Pujita;Carreras, Jordan Nichole;De Abreu, Isadora Rocha;Luib, Ryan;Abbas, Lyla;Likki, Sanjana;Lavin, Emily Schmitt;Sikora, Arthur
作为ASBMB倡导培训计划的一部分，我主张改善布莱根妇女医院（BWH）博士后的工作和生活经历。750名博士后孜孜不倦地进行实验、进行临床试验、申请资助、培养下一代科学家，同时还发表了高影响力的科学文章，推动了BWH世界一流的研究。然而，BWH博士后也面临着经济不稳定、专业发展不足、缺乏工作保障和职业发展的问题，而且对于国际博士后来说，签证担保缺乏透明度。这些压力导致博士后越来越倦怠，迫使许多人，尤其是父母和那些来自代表性不足的少数民族的人，放弃了他们热爱的研究。作为BWH博士后倡导委员会的联合主席，我与一个专门的团队一起开展了第一次博士后需求和挑战的年度调查。我从ASBMB倡导培训项目中学到的经验确保了调查的包容性，涵盖了关键的需求领域，并覆盖了BWH的所有博士后。1个月后，我们获得了315名博士后的回复（回复率42%）。不出所料，博士后在财务不安全感方面表现出最大的压力。平均而言，每月的支出与税后收入完全相符，几乎没有什么应急或储蓄的余地。出乎意料的是，28.9%的博士后报告称，他们的薪酬低于BWH的最低要求，这已经比许多邻近机构低了10-20%。博士后还对缺乏结构化指导和专业发展表示担忧，78.6%的博士后报告称，他们在2022年没有进行年度绩效评估。其他的担忧还包括被认为是二等员工、签证赞助延迟、缺乏社区精神、PI监督和工作与生活的平衡。有了这些数据，我们的倡导委员会正在促进BWH博士后社区和BWH领导层之间的讨论，以集思广益并实施变革。我们的数据也将有助于我们与波士顿其他博士后协会的合作努力，以推动地区和国家的变化。大多数博士后都会同意，他们对解决生物学难题和寻找减轻人类痛苦的治疗方法充满热情。这项工作——设计、分析和传播调查数据，使我相信博士后在面对自己的负担时也能拥有同样的激情和影响力。103502年,https://doi。org/10.1016/j。jbc。2023.103502
As part of the ASBMB Advocacy Training Program, I advocated for improved working and living experiences for postdoctoral fellows (postdocs) at Brigham and Women’s Hospital (BWH). BWH’s world-class research is driven by the 750 dedicated postdocs tirelessly performing experiments, running clinical trials, applying for funding, training the next generations of scientists, and at the same time, producing high-impact scientific articles. However, BWH postdocs are also experiencing financial insecurities, insufficient professional development, lack of job security and career advancement, and–for international postdocs, lack of transparency in visa sponsorship. These stresses have led to increased burnout among postdocs, forcing many, especially parents and those from underrepresented minorities, to quit the research they love. As the co-chair of the postdoc advocacy committee at BWH, I worked with a dedicated team to carry out the first annual survey of postdocs’ needs and challenges. The lessons I acquired from ASBMB Advocacy Training Program ensured that the survey was inclusive, covered critical areas of need, and reached all postdocs at BWH. After 1 month, we obtained responses from 315 postdocs (42% response rate). As predicted, postdocs expressed the greatest stress over financial insecurities. On average, the monthly spending exactly matched the after-tax income, leaving little for emergencies or savings. Unexpectedly, 28.9% of postdocs reported being paid below BWH’s required minimum, which is already 10–20% less than many neighboring institutions. Postdocs also expressed concerns over the lack of structured mentoring and professional development, with 78.6% reported not having done an annual performance review in 2022. Other concerns include perceived secondclass employee status, visa sponsorship delays, and a lack of community spirit, PI oversight, and work-life balance. With this data, our advocacy committee is facilitating discussions between the BWH postdoc community and BWH leadership to brainstorm and implement changes. Our data will also assist our collaborative efforts with other postdoc associations in Boston to drive regional and national changes. Most postdocs would agree that they are passionate about solving biological puzzles and finding treatments to alleviate human suffering. This work-designing, analyzing, and disseminating the survey data, convinces me that postdocs can have the same passion and impact when directed toward our own burdens.103502, https://doi. org/10.1016/j. jbc. 2023.103502