NIH FIRST Cohort Cluster Hiring Initiative at Icahn School of Medicine at Mount Sinai

西奈山伊坎医学院 NIH FIRST 队列集群招聘计划

• 批准号: 10494239
• 负责人: Emma Katherine Tara Benn
• 金额: $ 549.93万
• 依托单位: ICAHN SCHOOL OF MEDICINE AT MOUNT SINAI
• 依托单位国家: 美国
• 财政年份: 2021
• 资助国家: 美国
• 起止时间: 2021-09-24 至 2026-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10494239
• 关键词: Address; Advisory Committees; Appointment; Award; Biomedical Research; Black race; Career Mobility; Climate; Committee Members; Communities; Data; Development; Development Plans; Discrimination; Educational workshop; Ensure; Evaluation; Extramural Activities; Faculty; Financial compensation; Fostering; Funding; Goals; Grant; Health system; Individual; Institutes; Institution; Intervention; Interview; Investments; Job Application; Latinx; Lead; Leadership; Life; Medicine; Mentors; Modeling; Personal Satisfaction; Policies; Positioning Attribute; Process; Program Development; Program Evaluation; Protocols documentation; Research; Research Support; Secure; Standardization; Strategic Planning; Surveys; Teacher Professional Development; Training; Underrepresented Populations; United States National Institutes of Health; Work; anti-racism; career; career development; climate change; cohesion; cohort; design; diversity and inclusion; early-career faculty; expectation; experience; faculty support; gender equity; health equity; interest; medical schools; member; novel; outreach; peer coaching; primary outcome; professor; programs; racism; recruit; skill acquisition; social exclusion; statistics; success; tenure track; unconscious bias

SUMMARY The barriers to research and career success for underrepresented groups in academic medicine have been widely documented—an inhospitable climate, discriminatory policies, lower financial compensation, lack of leadership opportunities, a sense of marginalization, and racism, among others. Strategies to eliminate these barriers have been largely unsuccessful as evidenced by the persistent “representation gap.” Research suggests that while strategies focused on individuals are useful, an integrated approach will be necessary to effect systemic change. Efforts toward inclusive excellence are underway at the Icahn School of Medicine at Mount Sinai (ISMMS) with such transformative initiatives as the Mount Sinai Health System (MSHS) Task Force to Address Racism; a novel recruitment program to attract junior and senior Black/AA and Latinx faculty (The Biomedical Laureates Program); creation of the Office for Gender Equity; establishment of the Institute for Health Equity Research; and launch of The Center for Scientific Diversity. The purpose of the proposed FIRST Cohort program is to accelerate inclusive excellence at our institution and, by extension, contribute to accelerating inclusive excellence more broadly in the national biomedical research enterprise. Building on current initiatives, our goals are to (1) foster sustainable culture/climate change; (2) promote inclusive excellence by hiring a diverse cohort of new early-career faculty; and (3) support faculty development, mentoring, sponsorship, and promotion. Our primary outcome is for FIRST Cohort faculty hires to secure an NIH R-award by the conclusion of the grant period. We will pursue three related aims. First, we will modify the MSHS Task Force To Address Racism Roadmap for Change with key strategies as the basis for an ISMMS Roadmap for Inclusive Excellence to include (1) development of a process to collect accurate, comprehensive demographic faculty data and to make this data accessible; (2) engagement of the faculty in regular climate surveys and the sharing of results with faculty and institutional leaders; (3) departmental/Institute level review of advancement & promotion practices, policies, and processes; among other key strategies. Second, we will recruit a diverse Cohort comprised of 4 clusters of 3 faculty per cluster to be embedded within our interdisciplinary Institutes. We will develop a new recruitment protocol to ensure fairness and equity in the hiring process, require bias reduction training for search committee members, and establish standardized interview processes. Next, we will provide an integrated program of faculty development to include both career advancement and professional development activities (e.g., individual development plans, mentor/sponsor committees, Grants-in-Progress workshops, individual coaching around such issues as work-life integration, peer mentoring, etc.) Cluster Sponsors will lead the way in identifying opportunities for formal and informal networking across the ISMMS and in the larger scientific community. With the support of an institutional investment, all FIRST Cohort faculty will be retained at the conclusion of the award period. We will conduct a rigorous evaluation of the program and collaborate closely with NIH CEC as required.

总结 学术医学中代表性不足的群体在研究和职业成功方面的障碍一直是 广泛记录-一个不友好的气候，歧视性的政策，较低的经济补偿，缺乏 领导机会、边缘化感和种族主义等等。消除这些问题的战略 障碍在很大程度上是不成功的，长期存在的“代表性差距”就是证明。研究表明 虽然侧重于个人的战略是有用的，但必须采取综合办法， 系统性变革。在芒特伊坎医学院， 西奈山卫生系统（MSHS）工作队等变革性举措， 解决种族主义;一个新颖的招聘计划，以吸引初级和高级黑人/AA和拉丁裔教师（ 生物医学奖获得者方案）;设立两性平等办公室;设立卫生研究所 公平研究;并启动科学多样性中心。拟议的第一个队列的目的 该计划旨在加速我们机构的包容性卓越，并通过扩展，有助于加速 在国家生物医学研究企业中更广泛地实现包容性卓越。在现有举措的基础上， 我们的目标是（1）促进可持续文化/气候变化;（2）通过雇佣多样化的 新的早期职业教师的队列;和（3）支持教师的发展，指导，赞助和推广。 我们的主要成果是第一队列教师雇用，以确保国家卫生研究院的R-奖的结论，赠款 期我们将追求三个相关的目标。首先，我们将修改MSHS特别工作组，以解决种族主义问题 以关键战略为基础的变革路线图，作为ISMMS包容性卓越路线图的基础， (1)开发一个过程，以收集准确，全面的人口统计学教师数据，并使之 数据可访问;（2）教师参与定期气候调查并与教师分享结果 （3）部门/研究所一级审查晋升和晋升做法、政策， 和进程;以及其他关键战略。第二，我们将招募一个多元化的队列，由4个集群组成， 每个集群3名教师将嵌入我们的跨学科研究所。我们将开发一个新的招聘 确保招聘过程公平公正的协议，要求对搜索委员会进行减少偏见的培训 并建立标准化的面试流程。接下来，我们将提供一个教师的综合方案， 发展包括职业发展和专业发展活动（例如，个人 发展计划，导师/赞助商委员会，助学金进行中的研讨会，个人辅导周围 工作与生活相结合、同侪指导等问题）集群赞助商将带头确定 在整个ISMMS和更大的科学界建立正式和非正式网络的机会。与 机构投资的支持，所有第一队列教师将在奖励结束时保留 期我们将对该计划进行严格的评估，并根据需要与NIH CEC密切合作。