Cultivating a Sustainable Neuroscience Research-Intensive Community to Build Equity

培育可持续的神经科学研究密集型社区以建立公平

• 批准号: 10555336
• 负责人: CHRISTOPHER M QUICK
• 金额: $ 24.09万
• 依托单位: TEXAS A&M UNIVERSITY
• 依托单位国家: 美国
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-02-01 至 2026-11-30
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10555336
• 关键词: Academia; Address; Adoption; Biomedical Research; Career Mobility; Characteristics; Communities; Community of Practice; Coupling; Dedications; Development; Discipline; Economics; Educational Models; Educational process of instructing; Effectiveness; Equity; Faculty; Fostering; Funding; Goals; Health; Human; Infrastructure; Institution; Lead; Leadership; Mentors; Mission; Modeling; Neurosciences; Neurosciences Research; Participant; Persons; Postdoctoral Fellow; Preparation; Public Health; Recurrence; Research; Research Infrastructure; Research Personnel; Research Project Grants; Resources; Structure; Students; Texas; Training; Training Programs; Underrepresented Students; United States National Institutes of Health; Universities; apprenticeship; career; certificate program; cohort; college; cost; education research; empowerment; experience; faculty mentor; graduate student; innovation; member; outcome disparities; programs; recruit; remediation; research faculty; segregation; skills; success; undergraduate research experience; undergraduate student

Strategies to “stop leaks” from a “diversity pipeline” based on faculty mentoring and ‘1-on-1 research apprenticeship’ lack scalability and sustainability to serve sufficient numbers of underrepresented undergraduates to achieve equity in the Neuroscience professoriate. Scarcities in research opportunities and faculty mentoring has disparate impacts on recruitment, selection, and retention in research labs; these are not manifestations of an unmet need to remediate deficits of underrepresented students, but an unmet need for a new research education model. The overall objective of this program is to create a self-sustaining Neuroscience Research-Intensive Community that: i) removes economic, institutional, and cultural barriers to undergraduate research opportunities; ii) provides graduate students and postdocs the professional leadership skills needed to succeed in academia; and, iii) cultivates a diverse multi-level research community dedicated to the success of its members. By coupling diverse teams of undergraduates seeking research opportunities with graduate students seeking leadership opportunities, a team of underrepresented faculty at Texas A&M University, College Station replaced the 1-on-1 mentoring model with a team-based model based on asset models and leadership. Within 5 years of implementation as an undergraduate biomedical research certificate program and as a graduate research leadership program, the model proved to be scalable, sustainable, and inclusive. The resulting infrastructure supported more than 1,200 students in AY 2019-2020, 41% of whom were underrepresented. The Texas A&M Institute of Neurosciences (TAMIN) will leverage this proven model to achieve the objectives by pursuing three specific aims: 1) Structure a community-based, large-scale Neuroscience Undergraduate Research Program that unlocks access to TAMIN labs; 2) Create a Neuroscience Research Leadership Program to prepare graduate students in TAMIN labs to lead diverse research teams and teach inclusive course-based undergraduate research experiences; and 3) Create a Neuroscience Research Directors Program to prepare postdoctoral scholars to lead diverse research labs and direct research education programs that build equity. By integrating courses, research experiences, and mentoring, overlapping leadership-based programs cross boundaries which segregates scholars at different career stages. The result will be an organic transition of an underrepresented undergraduate, who has not yet committed to a research career, to a faculty member, who leads diverse research labs and administers research education programs. The positive impacts of this proposal include: a) a diverse community that becomes self-sustaining after 5 years and trains a cohort of at least 3 post- docs, 36 graduate students and 144 undergraduates per year; b) an innovative training program that integrates recruitment, mentoring, professional development, and career transition from freshman to faculty; and, c) the empowerment of underrepresented change agents who propagate an innovative equity-building Neuroscience Research-Intensive Community across the nation.

从基于教师指导和“1对1研究学徒制”的“多样性管道”中“阻止泄漏”的策略缺乏可扩展性和可持续性，无法为足够数量的代表性不足的本科生提供服务，以实现神经科学教授的公平。研究机会和教师指导的稀缺性对研究实验室的招聘，选择和保留产生了不同的影响;这些都不是未满足的需要，以弥补代表性不足的学生的赤字的表现，但一个新的研究教育模式的未满足的需要。该计划的总体目标是创建一个自我维持的神经科学研究密集型社区，该社区：i）消除本科研究机会的经济，制度和文化障碍; ii）为研究生和博士后提供在学术界取得成功所需的专业领导技能; iii）培养一个致力于其成员成功的多元化多层次研究社区。德克萨斯A&M大学学院站的一个由代表性不足的教师组成的团队，通过将寻求研究机会的本科生和寻求领导机会的研究生组成的多样化团队结合起来，用基于资产模型和领导力的团队模式取代了一对一的指导模式。作为本科生生物医学研究证书课程和研究生研究领导课程实施的5年内，该模式被证明是可扩展的，可持续的和包容性的。由此产生的基础设施在AY 2019-2020支持了1，200多名学生，其中41%的学生人数不足。德克萨斯A&M神经科学研究所（TAMIN）将利用这一经过验证的模式，通过追求三个具体目标来实现目标：1）构建一个以社区为基础的大规模神经科学本科生研究计划，解锁TAMIN实验室的访问权限; 2）创建一个神经科学研究领导力计划，为TAMIN实验室的研究生做好准备，以领导多样化的研究团队，并教授包容性课程-基于本科生的研究经验;和3）创建一个神经科学研究主任计划，准备博士后学者领导多样化的研究实验室和直接的研究教育计划，建立公平。通过整合课程，研究经验和指导，重叠的基于领导力的课程跨越了隔离学者在不同职业阶段的界限。其结果将是一个代表性不足的本科生，谁还没有致力于研究事业，教师，谁领导不同的研究实验室和管理研究教育计划的有机过渡。这一建议的积极影响包括：a）一个多元化的社区，5年后可以自我维持，每年至少培训3名博士后，36名研究生和144名本科生; B）一个创新的培训计划，整合了招聘，指导，专业发展和从新生到教师的职业过渡;以及，c）授权代表性不足的变革推动者，他们在全国范围内宣传创新的公平建设神经科学研究密集型社区。