Advancing the Research Careers of Women and PEERs in Brain Science

在本科、研究生和早期博士后层次的神经科学研究中，女性和因种族和种族（PEER）而被排除在外的人的代表性有所改善，但这些进展缓慢，而且对高级层次的影响很小。数据显示，在博士后研究结束和进入独立职位时，男性和女性从人才库中流失的比例不成比例。导致具有巨大潜力和前途的人才流失的根本原因是持续的，并在每个人的职业生涯中不断积累，但可以采取行动来降低这些障碍。我们将利用布朗大学对公平和包容的承诺，在加强本科生和博士前水平培训的多样性和包容性方面的成功，以及来自脑科学和定量科学的教师的参与，来增加为神经科学研究做出贡献的高素质神经科学家的数量。我们提出了新的计划，重点放在三个关键领域：1)结构化指导，2)专业和定量技能发展，以及3)支持研究经验。该计划旨在：培养一批在神经科学研究方面表现突出并成功过渡到下一个职业阶段的具有高度竞争力和成功的同行和女性博士后学员和初级教师（目标1）；创建一个动态的项目，以满足我们参与者的培训和指导需求，不断整合全国各地的最佳实践，并将结果和专业知识传播到布朗大学以外（目标2）；为布朗大学及其他学校的文化做出贡献，在科学培训和指导的各个方面争取公平和包容，并获得机会（目标3）。来自参与者、导师、内部和外部顾问的多层次输入系统，包括定期评估和反馈，为正在进行的项目改进提供信息。一项全面的传播计划将确保产生广泛的影响，并为布朗大学及其他地方的根本文化变革做出贡献，在科学培训的各个方面优先考虑公平和包容。通过在指导、研究和培训的结构中建立包容性实践，参与的教师和指导团队将支持这种文化的持续发展。这些行动将培养一批有才华的神经科学家，他们将在研究事业上取得进步，推动发现、技术开发和创新，为大脑和神经系统疾病的诊断、治疗和治愈做出贡献。

The representation of women and persons excluded due to ethnicity and race (PEER) in neuroscience research at undergraduate, graduate and early postdoctoral levels has improved, but these gains are slow, and they have had little effect at senior levels. Data show PEER and women are lost from the talent pool disproportionately toward the end of their postdoctoral studies and at entry to independent positions. The root causes that lead to the attrition of talented individuals, with great potential and promise, are ongoing and accumulate over the course of each individual's career, but actions can be taken to lower these barriers. We will leverage Brown’s commitment to equity and inclusion, successes in enhancing diversity and inclusion at undergraduate and pre- doctoral level training, and the participation of faculty from across brain and quantitative sciences to enhance the pool of highly qualified neuroscientists contributing to neuroscience research. We propose new programming focused on three key areas: 1) structured mentorship, 2) professional and quantitative skills development, and 3) supported research experiences. This plan aims to: cultivate a cohort of highly competitive and successful PEER and female postdoctoral trainees and junior faculty who excel in neuroscience research and who successfully transition to the next career phase (Aim 1); create a dynamic program that responds to training and mentoring needs of our participants, that continually incorporates best practices from across the country, and that disseminates the results and know-how beyond Brown (Aim 2); contribute to a culture at Brown and beyond that strives for equity and inclusion in all aspects of scientific training and mentorship, and access to opportunities (Aim 3). A system of multi-level input from participants, mentors, internal and external advisors include regular assessment and feedback that inform ongoing program improvements. A comprehensive dissemination plan will ensure broad impact and contribute to fundamental cultural change, at Brown University and beyond, that prioritizes equity and inclusion in all aspects of scientific training. By building inclusive practices into the fabric of mentoring, research, and training, participating faculty and mentoring teams will support the continued growth of such a culture. These actions will develop cohorts of talented neuroscientists who will progress in research careers to advance discoveries, technology development, and innovations that contribute to diagnoses, treatments and cures for diseases and disorders of the brain and nervous system.