Faculty Initiative for Improved Recruitment, Retention, and Experience (FIIRRE)

改善招聘、保留和经验的教师倡议 (FIIRRE)

• 批准号: 10493577
• 负责人: Coretta M. Jenerette
• 金额: $ 44.7万
• 依托单位: UNIVERSITY OF SOUTH CAROLINA AT COLUMBIA
• 依托单位国家: 美国
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-09-01 至 2027-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10493577
• 关键词: Accountability; Address; African American; Area; Attitude; Biomedical Research; Black race; Businesses; Climate; Collection; Communities; Complement; Creativeness; Development; Development Plans; Discipline of Nursing; Effectiveness; Elements; Ensure; Environment; Ethnic Origin; Evaluation; Faculty; Goals; Grant; Health Sciences; Incentives; Incubators; Individual; Infrastructure; Institution; Institutional Policy; Institutional Practice; Institutional Racism; Intervention; Leadership; Lesbian Gay Bisexual Transgender; Lesbian Gay Bisexual Transgender Queer Questioning; Letters; Link; Measures; Mentors; Modeling; Nationalities; Nursing Faculty; Persons; Policies; Process; Public Health Schools; Questioning individuals; Race; Recording of previous events; Research; Resources; Science; Sex Bias; South Carolina; Strategic Planning; Surveys; System; Teacher Professional Development; Training; Universities; Woman; cohort; college; diversity and equity; diversity and inclusion; early-career faculty; environmental change; evidence base; experience; faculty mentor; health disparity; health equity; improved; innovation; instrument; peer; people of color; professor; programs; queer; recruit; response; success; tenure track; working group

PROJECT SUMMARY Diversity enhances creativity and innovation in research, but biomedical research institutions have generally failed to effectively incorporate minoritized groups, such as individuals who identify as people of color, women, and lesbian, gay, bisexual, transgender, or queer/questioning (LGBTQ) persons. Earlier diversity efforts focused exclusively on intensified recruitment of minoritized faculty, mentoring, and training, but many institutions did not sustain their success because of insufficient change in institutional environments, systems, and culture. Over the past two years, the leadership of the University of South Carolina (UofSC) has been intentional about transforming the institutional culture to one that embraces and expects a climate of diversity, equity, and inclusion (DEI). UofSC’s Strategic Plan, released in 2020, includes eight priorities which were developed, vetted, and revised with intense participation of the campus community. The priorities include Strategic Priority #2 “Assemble and cultivate a world class faculty and staff” and #4 “Cultivate a more diverse, equitable and inclusive campus culture.” UofSC has demonstrated increased commitment to diversity in multiple ways, including hiring UofSC’s first Black/African American Provost and elevating the Chief Diversity Officer to the level of a Vice President. These efforts reflect UofSC’s campaign to identify and remove factors supporting systemic racism and gender-bias across all campus endeavors. In response to RFA-RM-21-025, we have developed the Faculty Initiative for Improved Recruitment, Retention & Experience (FIIRRE) using a systems science informed multi-level approach. FIIRRE aims to: (1) Develop, cultivate, and implement institutional programs and practices that become self-reinforcing in promoting inclusive excellence; (2) Achieve significant and sustainable institutional culture change that supports inclusive excellence; (3) Recruit, nurture, and retain a cohort of ten new tenure-track Assistant Professors who are committed to inclusive excellence; and (4) Collaborate with other FIRST awardees and the FIRST Coordination and Evaluation Center in this multi-center initiative. The 10 tenure-track faculty will constitute the FIRST cohort at UofSC and will be recruited as a cluster hire within the area of health disparities and equity research. The FIIRRE Administrative Core, Faculty Development Core, and the Evaluation Core serve complementary purposes in support of these overarching aims. Initiated by two of UofSC’s leading health science units, the Arnold School of Public Health and the College of Nursing, FIIRRE will serve as an incubator and facilitator of institutional change. FIIRRE leadership is varied in race/ethnicity, academic rank, nationality, and institutional history, with over a decade of experience working together in research and administrative capacities, helping to ensure FIIRRE’s success. Strong existing connections with established diversity initiatives on campus will help complement and bolster FIIRRE goals, as will the unwavering institutional commitment to inclusive excellence by UofSC’s leadership.

项目摘要 多样性增强了研究中的创造力和创新，但生物医学研究机构通常 未能有效地纳入少数群体，例如有色人种、女性、 以及女同性恋、男同性恋、双性恋、变性人或同性恋/质疑者（LGBTQ）。早期的多样性努力 专注于加强少数民族教师的招聘，指导和培训，但许多 由于体制环境、制度 和文化在过去的两年里，南卡罗来纳州大学（UofSC）的领导层一直在 有意将机构文化转变为一种拥抱和期待多样性的氛围， 公平和包容（DEI）。UofSC的战略计划于2020年发布，包括八个优先事项， 在校园社区的强烈参与下制定，审查和修订。优先事项包括 战略优先事项#2“聚集和培养世界一流的教师和工作人员”和#4“培养一个更加多样化， 公平和包容的校园文化。UofSC已经证明了对多样性的承诺， 多种方式，包括聘请UofSC的第一个黑人/非洲裔美国人教务长和提升首席多样性 副总统级别的官员。这些努力反映了UofSC的运动，以确定和消除因素， 支持系统性的种族主义和性别偏见在所有校园的努力。响应RFA-RM-21-025， 我们已经开发了教师倡议改善招聘，保留和经验（FIIRRE）使用 系统科学告知多层次的方法。FIIRRE的目标是：（1）开发，培养和实施 在促进包容性卓越方面自我强化的机构方案和做法;（2）实现 支持包容性卓越的重大和可持续的机构文化变革;（3）招聘，培养， 并保留十名致力于包容性卓越的新终身助理教授; 和（4）与其他FIRST获奖者和FIRST协调和评估中心合作， 多中心倡议。10个终身教职的教师将构成UofSC的第一批，并将 在健康差距和公平研究领域作为集群雇用被招募。FIIRRE行政 核心，教师发展核心和评估核心服务于支持这些互补的目的， 总体目标。由UofSC的两个领先的健康科学单位发起，阿诺德公共卫生学院 和护理学院，FIIRRE将作为一个孵化器和促进机构变革。火 领导层在种族/民族、学术等级、国籍和机构历史方面各不相同， 在研究和行政能力方面的合作经验，有助于确保FIIRRE的成功。 与校园内已建立的多样性计划建立强有力的现有联系将有助于补充和加强 FIIRRE目标，以及UofSC领导层对包容性卓越的坚定不移的机构承诺。