ADVANCE Partnership: Ensuring Fair Access to Career-enhancing Opportunities on Medical School Faculties

在学术医学的各个层面上，女性的代表性都很低，有色人种女性的代表性更低。这种多样性的缺乏严重影响了医学研究的质量和医学为多样化的美国人口服务的能力。妇女，特别是有色人种妇女离开STEMM渠道的一个关键原因是她们无法获得获得晋升的机会。这个团队和其他人之前的工作已经证明，所有种族的女性做的低调的“办公室家务”比男性多得多。同样，女性，尤其是有色人种女性，报告说，获得职业提升机会(“魅力工作”)的机会大大减少，这些机会会导致留住和晋升。之前的一项非医学实验发现，90分钟的个人偏见干扰者(IBI)研讨会均衡了办公室家务的分配。该项目旨在将IBI研讨会与干预相结合，以使人们能够平等地获得促进职业发展的“魅力”工作。建议的医学干预中的中断偏见(IBIM)包括：1)一个版本的IBI，它解决了基于种族、性别和社会阶层的偏见，适应了医学院的环境；2)一个新的机会获取(ATO)研讨会，介绍了关于偏见如何影响医学院机会获取的研究；以及3)一个任务工具，使科长能够在每月5-10分钟内跟踪获得机会的情况。先前的研究已经表明，同时解决“办公室家务”和“魅力工作”的重要性，以减少女性，特别是有色人种女性只是做更多工作的可能性(例如，在本已沉重的办公室家务负担上增加魅力工作)。该项目的最终结果是为医学院设计的一个具有成本效益、以证据为基础、易于扩展的课程，可以很容易地适应其他大学院系。该项目有3个主要目标：1)为学术医学领域的领导者调整IBI研讨会，2)开发和推出机会获取研讨会和任务工具，3)评估干预效果。效能评估将使用任务工具6个月的前后数据，以及工作场所体验调查，这是一项10分钟的调查，旨在查明偏见在特定工作场所的表现。这一干预措施旨在通过直接解决缺乏晋升机会的问题，加强有色人种妇女在医学院内外充分参与STEM。项目结果和系统性变革战略将通过医学界在学术期刊、国家/区域会议报告和大众媒体上传播。 高级计划旨在通过重点识别和消除阻碍学术机构中不同教员充分参与和提升的组织障碍来促进性别公平。 高级计划的组织障碍可能存在于政策、流程、实践以及组织文化和氛围中。NSF高级合作伙伴奖为调整和采用基于证据的战略提供支持，以适应和采用基于证据的战略，适用于学术、非营利性高等教育机构和非学术、非营利组织。该奖项反映了美国国家科学基金会的法定使命，并通过使用基金会的智力优势和更广泛的影响审查标准进行评估，被认为值得支持。

Women are underrepresented at every level of academic medicine, with even greater underrepresentation of women of color. This lack of diversity significantly compromises both the quality of medical research and medicine’s ability to serve the diverse US population. One key reason why women, and women of color in particular, leave the STEMM pipeline is that they are unable to access the opportunities that lead to promotion. Prior work by this team and others has documented that women of all races do dramatically more low-profile “office housework” than men. Similarly, women, and particularly women of color, report dramatically less access to career-enhancing opportunities (“glamour work”) that lead to retention and advancement. A prior experiment outside of medicine found that the 90-minute Individual Bias Interrupters (IBI) workshop equalized the distribution of the office housework. This project aims to combine the IBI workshop with an intervention to equalize access to career-enhancing “glamour” work. The proposed Interrupting Bias in Medicine Intervention (IBIM) includes: 1) a version of the IBI, which addresses bias based on race, gender, and social class, adapted for the medical school environment; 2) a new Access-to-Opportunities (ATO) workshop presenting the research on how bias affects access to opportunities in medical schools; and 3) a Tasking Tool to enable division chiefs to track access to opportunities in just 5-10 minutes a month. Prior research has shown the importance of addressing the “office housework” and the “glamour work” simultaneously to reduce the likelihood of women and especially women of color simply doing more work (e.g., adding glamour work to their already heavy load of office housework). The end result of the project aims to be a cost-effective, evidence-based, readily-scalable program designed for medical schools, which could be readily adapted to other university departments. This project has 3 main goals: 1) Adapt the IBI workshop for leaders in academic medicine, 2) Develop and launch an Access-to-Opportunities workshop and Tasking Tool, and 3) Assess intervention efficacy. The assessment of efficacy will be done using six months of pre- and post-data from the Tasking Tool, as well as the Workplace Experiences Survey, a 10-minute survey that pinpoints how bias is playing out in a specific workplace. This intervention aims to enhance full participation of women of color in STEM, both inside and outside of medical schools, by directly addressing the lack of access to opportunities that lead to promotion. The project findings and strategies for systemic change will be disseminated through the medical community in academic journals, national/regional conference presentations, and in the popular media. The NSF ADVANCE program is designed to foster gender equity through a focus on the identification and elimination of organizational barriers that impede the full participation and advancement of diverse faculty in academic institutions.  Organizational barriers that inhibit equity may exist in policies, processes, practices, and the organizational culture and climate.  ADVANCE "Partnership" awards provide support for the adaptation and adoption of evidence-based strategies to academic, non-profit institutions of higher education and non-academic, non-profit organizations.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.