Catalyzing Systemic Change at Drexel University to Support Diverse Faculty in Health Disparities Research

项目总结 德雷克塞尔大学第一计划将建立一个合作结构，涉及来自以下方面的多层次投入 大学领导、学术单位和教职员工催化可持续的制度变革，以支持 在健康差距研究方面具有科学性和包容性的卓越表现。管理核心(AC) 将(1)招聘并确保多样化的初级教员队伍的成功，以及(2)支持 在德雷克塞尔大学的环境，以促进招聘和成功的其他多样化的NIH资助 研究人员，并在整个大学创建一种包容的优秀持续文化。我们将利用和 扩大德雷克塞尔大学的优势，包括(1)德雷克塞尔对包容性和公民社会的历史承诺 (2)更新后的大学战略计划，优先加强教师多样性和 保持兼容并蓄的卓越文化；(3)最近外部资金的指数增长 德雷克塞尔大学的跨学科人口健康、干预科学和健康差异研究；以及(4) 大学支持以健康差距为重点的跨学科人口健康倡议。我们有 选择健康差距作为我们的重点领域，因为它对国家的健康至关重要， 不同教员的关键作用，以及针对健康差距的强大记录、支持和基础设施 在德雷克塞尔的研究。该计划将检验主要假设，即教师招聘的队列模型， 为机构内部的职业发展提供赞助、持续指导和支持 实施循证实践，将创造一种具有包容性的卓越学术文化 通过机构文化和科学劳动力多样性的衡量标准的显著改进。我们也 假设队列模型将在健康差异方面带来有影响力的科学。行政核心 将提供行政和预算监督、组织结构、外部投入、大学 检验这些假设所需的伙伴关系、沟通和问责机制。这个 咨询委员会的具体目标是：(1)对第一 队列计划，包括创建和实施一个吸引教职员工的治理结构 在整个大学里，能够及时响应项目需求。(2)监督教师发展 和评价活动，包括与其他第一批人和

PROJECT SUMMARY The Drexel University FIRST program will build a collaborative structure involving multi-level inputs from University leaders, academic units and faculty to catalyze sustainable institutional change that supports scientific and inclusive excellence in the conduct of health disparities research. The Administrative Core (AC) will (1) recruit and ensure the success of a diverse set of junior faculty and (2) support the transformation of the environment at Drexel University to facilitate the recruitment and success of other diverse NIH funded researchers and create a sustained culture of inclusive excellence across the University. We will leverage and expand on Drexel University strengths including (1) Drexel’s historical commitment to inclusion and civic engagement; (2) the updated University strategic plan which prioritizes enhancing faculty diversity and sustaining a culture of inclusive excellence; (3) the recent exponential growth of externally funded interdisciplinary population health, intervention science and health disparities research at Drexel; and (4) University supported interdisciplinary population health initiatives with a health disparity focus. We have selected health disparities as our area of emphasis because of its importance to the health of the nation, the critical role of diverse faculty, and the strong track record, support and infrastructure for health disparities research at Drexel. The program will test the primary hypothesis that a cohort model of faculty hiring, sponsorship, continual mentoring, and support for professional development, embedded within an institution implementing evidence-based practices, will create an academic culture of inclusive excellence demonstrated by significant improvements in metrics of institutional culture and scientific workforce diversity. We also hypothesize that the cohort model will lead to impactful science in health disparities. The Administrative Core will provide administrative and budgetary oversight, organizational structure, external input, University partnerships, communications, and accountability mechanisms necessary to test these hypotheses. The Specific Aims of the AC are: (1) To provide general administrative and budgetary oversight of the FIRST Cohort program, including the creation and implementation of a governance structure that engages faculty across the university, is responsive to program needs in a timely manner. (2) To oversee faculty development and evaluation activities, including coordination with other FIRST cohorts and with the