MAVEN: Developing Diverse Senior Scientists Leaders

增加高级科学工作者的多样性对于促进国家的 研究议程，1用于培训未来一代的科学家，2用于为公共卫生政策制定者提供建议，以 丰富科学方法，减少国民健康差异1是实现这一目标所必需的 高级科学家一级的多样性正在为更多未被充分代表的科学家提供关键 获得高效率、有吸引力、有回报的高级教员职位和科学投资组合的技能。这个 MAVEN方案的长期目标是扩大全国合格妇女和少数民族人才库 NIGMS所有科学领域的高级科学家职位候选人。我们打算创造一个自我- 可持续发展的社区致力于在科学领域实现包容性卓越。我们将通过最好的适应来做到这一点 在管理领导力、战略职业规划和机构方面来自其他行业的教育实践 文化变革，创建一个具有客观评估标准的可持续但密集的计划。我们的 创新包括主动邀请申请者，并将这些申请者随机分配到控制组或 来安排出勤。四组科学家将被邀请参加MAVEN，两个为期5天的研究所 专注于资深科学家的职业规划，基于尊重的领导力，基于证据的指导， 组织文化解决问题、透明度和开放科学、跨学科团队协作 和包容性，有效的科学思想领导和公众与科学的接触。这些住宅 暑期研习班将由教学、讨论和基于个人和团队的互动组成。 活动。学院之间将有10个月的指导、网络和开展 研究项目的制度性负责任行为。目标项目参与者是10-15年的科学家 从他们的最后培训，谁认为属于一个族裔，种族或性别代表不足，在 高级教职员工，目前持有一项或多项NIGMS资助的R01或同等资助金。至 为了实现MAVEN的长期目标，MAVEN科学家将获得以下技能：1)提高 职业满足感(主要结果)；2)学术生产力达到顶峰；3)扩大科学网络；以及 4)领导力提升。通过将控制组与MAVEN进行比较来评估计划的成功 职业满意度得分和混合专业教育得分指数变化的科学家包括 H指数、相对引文率、具有影响因子的期刊发表的论文数量和年度 联邦拨款金额。我们还将探索专业科学网络规模的变化和 两组之间的领导力提升，进行了定量测试。 如果我们的科学领袖和榜样是多样化的，我们将受益于丰富 未来的调查人员，在研究议程优先顺序方面的更广泛的视角，在 招募不同的研究参与者，并提高减少健康差距的能力。

Increasing the diversity of the scientific workforce at the senior level is essential to facilitating the nation's research agenda,1 to training future generations of scientists,2 to advising public health policy makers, to enriching scientific approaches, and to reducing national health disparities.1 Requisite to this goal of diversity at the senior scientist level is providing a greater number of underrepresented scientists with key skills to navigate to a productive, engaging, and rewarding senior faculty position and science portfolio. The long-term objective of the MAVEN program is to expand the national pool of qualified women and minority candidates for senior scientist positions across all NIGMS areas of science. We intend to create a self- sustaining community committed to inclusive excellence in science. We will do so by adapting best education practices from other industries in executive leadership, strategic career planning, and institution culture change, to create a sustainable, but intensive program with objective evaluation metrics. Our innovations include proactive invitations to apply and randomization of those applicants to a control group or to program attendance. Four cohorts of scientists will be invited to attend MAVEN, two 5-day institutes focused on senior scientist career planning, respect-based leadership, evidence-based mentoring, organizational culture problem solving, transparency and Open Science, interdisciplinary team collaboration and inclusivity, effective science thought leadership and public engagement with science. These residential summer institutes will be comprised of didactics, discussions, and interactive individual and team-based activities. Between the institutes there will be 10 months of mentorship, networking, and conduct of institutional responsible conduct of research projects. Target program participants are scientists 10-15 years from their final training, who identify as belonging to an ethnicity, race or gender under-represented at the senior levels of faculty, and who currently hold one or more NIGMS-funded R01 or equivalent grants. To achieve the MAVEN long-term objective, MAVEN scientists will be provided the skills to attain: 1) increased career satisfaction (primary outcome); 2) peak academic productivity; 3) expanded scientific networks; and 4) leadership ascension. Program success will be evaluated by comparison of the control group to MAVEN scientists for change in career satisfaction scores and a blended Major Educational Score Index comprised of h-index, relative citation ratio, number of publications in journals with an impact factor > 5, and annual federal grant dollar amounts. We will also explore changes to professional scientific network size and the leadership ascension between the two groups, tested quantitatively. If our scientific leaders and role models are diverse, we stand to benefit from enrichment of the pool of future investigators, the broader perspective in research agenda prioritization, the greater success in recruiting diverse research participants, and the enhanced ability to reduce health disparities.