Research Supplements to Promote Diversity in Health-Related Research

促进健康相关研究多样性的研究补充

• 批准号: 10467231
• 负责人: Natalia E. Morone
• 金额: $ 6.12万
• 依托单位: UNIVERSITY OF PITTSBURGH AT PITTSBURGH
• 依托单位国家: 美国
• 财政年份: 2019
• 资助国家: 美国
• 起止时间: 2019-08-15 至 2024-06-30
• 项目状态: 已结题
• 来源: https://reporter.nih.gov/project-details/10467231
• 关键词: Academia; Address; Atmosphere; Attenuated; Biomedical Research; Brain; Breast Feeding; Businesses; Capital; Cluster randomized trial; Complex; Creativeness; Data; Development; Discrimination; Employee; Ensure; Environment; Evolution; Faculty; Feeling; Funding; Glues; Goals; Hair; Health; Healthcare; Individual; Infrastructure; Institution; Intervention; Interview; Mentored Research Scientist Development Award; Mentorship; Methods; Mission; National Institute of General Medical Sciences; Nature; Parents; Participant; Patient Self-Report; Perception; Policies; Postdoctoral Fellow; Procedures; Productivity; Publications; Quality of Care; Randomized Controlled Trials; Religion; Research; Science; Structure; Support System; Surveys; Testing; Time; Training; Translating; United States National Institutes of Health; Voice; Woman; Work; Workplace; arm; black women; breast pump; career; design; diversity and equity; effectiveness testing; follow-up; higher education; human centered design; improved; innovation; insight; parent grant; peer; people of color; phrases; programs; psychologic; skills; tool; treatment arm

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.

摘要 科学团队的多样性已被证明可以提高研究生产力和创造力， 科学工作者缺乏足够的多样性。长期研究职业目标 申请人将开发研究干预措施和工具，为如何实现 不同的声音在研究工作场所。本申请的总体目标是 1）更清楚地了解什么是多样性，公平和包容性，以及 通过培训，2）设计，实施和测试研究，在工作场所为IT做出贡献 评估代表性不足的博士后研究员对包容性的看法的问题 3）传播和翻译关于包容性的研究成果， 机构层面。这个项目的基本原理是， 在劳动力中代表性不足的个人之间的包容性是第一步， 了解在机构层面上什么可行，什么不可行。家长补助金，建筑 向上研究，提供了强大的基础设施和支持这项工作，具体如下 目的：1）进行随机对照试验，以测试CEED干预; 2）研究 影响参与者的因素; 3）向其他人传播CEED干预措施 机构职能体系这项申请中提出的研究是创新的，因为它评估了 在25岁时，代表性不足的博士后研究员和初级教师对包容性的看法 几乎都是以白色为主的机构。在此评估期间，我们有 有机会评估是否代表性不足的博士后研究员和初级教师计划离开 他们的机构，如果是，为什么。这些信息具有很大的价值，因为来自 代表性不足的背景更有可能离开主要是白色机构或学术界 全部拟议的研究是重要的，因为它评估了代表性不足 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，自主权，尊重和包容。