Research Supplements to Promote Diversity in Health-Related Research

摘要 科学团队的多样性已被证明可以提高研究效率和创造力，但 科学工作者缺乏足够的多样性。该研究所的长期研究事业目标 申请者将开发研究干预措施和工具，以提供指导如何将 在研究工作场所，不同的声音聚集在一起。本应用程序的总体目标 是：1)更清楚地了解什么是多样性、公平和包容性，以及什么是 在工作场所通过培训、2)设计、实施和测试研究来促进这一点 评估代表性不足的博士后研究员对包容性的看法的问题 和学术界初级教员，3)在以下网址传播和翻译关于包容性的研究成果 制度层面。这一项目基本原理是确定人们对 在劳动力中代表性不足的个人中的包容性是实现 了解什么在机构层面起作用，什么不起作用。母公司赠款--建筑 UP研究，为这项工作提供强大的基础设施和支持，具体如下 目的：1)进行整群随机对照试验以检验CEED干预措施；2)研究 哪些因素会影响参与者；以及3)将CEED干预措施传播给其他 机构。本申请中提出的研究具有创新性，因为它评估了 25岁未被充分代表的博士后研究员和初级教员对包容性的看法 几乎都是以白人为主的机构。在此评估期内，我们有 评估代表性不足的博士后研究员和初级教员是否计划离职的机会 他们的机构，如果是的话，原因是什么。这些信息非常有价值，因为来自 代表性不足的背景更有可能离开主要是白人机构或学术界 总而言之。这项拟议的研究之所以意义重大，是因为它评估的代表性不足 个人对多样性、公平和包容性政策和程序的看法，以及 他们的归属感、自主感、尊重和包容。

Abstract Diversity on science teams has been shown to increase research productivity and creativity, yet the scientific workforce lacks sufficient diversity. The long-term research career goal of the applicant is to develop research interventions and tools that provide guidance on how to bring diverse voices together in the research workplace. The overall objectives in this application are to: 1) gain a clearer understanding of what diversity, equity, and inclusion is and what contributes to it in the workplace through training, 2) design, implement, and test research questions that assess perceptions of inclusivity among underrepresented postdoctoral fellows and junior faculty in academia, 3) disseminate and translate research findings on inclusivity at the institutional level. The rationale for this project is that identification of perceptions of inclusivity among underrepresented individuals in the workforce is the first step to understanding what does and does not work at the institutional level. The parent grant, Building Up study, provides robust infrastructure and support for this work with the following specific aims: 1) Conduct a cluster randomized controlled trial to test the CEED intervention; 2) Study what factors impact participants; and 3) Disseminate the CEED intervention to other institutions. The research proposed in this application is innovative because it assesses perceptions of inclusivity among underrepresented postdoctoral fellows and junior faculty at 25 institutions that are almost all primarily white. During this assessment period, we have the opportunity to assess if underrepresented postdoctoral fellows and junior faculty plan on leaving their institutions and if so, why. This information is of great value because individuals from underrepresented backgrounds are more likely to leave primarily white institutions or academia altogether. The proposed research is significant because it assesses underrepresented individuals’ perceptions of diversity, equity, and inclusion policies and procedures, as well as their sense of belonging, autonomy, respect, and inclusion.