Advancing the Culture of PhD Learning and Scholarship in Biology and Health Scien

描述（由申请人提供）：布朗大学生物学和医学系的IMSD学者计划将显著增加代表性不足的少数民族（URM）博士的数量。为从事基础生物医学和公共卫生研究而培训的学生。在过去三年中，已经开始的努力使我们的URM学生比例翻了一番。该IMSD计划预计将再次增加一倍（至20%）URM人口在该司的10个博士课程。IMSD赠款每年将资助5-7名博士生，为期两年。一年级学生将通过选择性的过程任命，并提供必要的支持，咨询，指导和发展工具，以克服学术准备或其他缺点的不足，并成功获得博士学位。PI将通过内部和外部监督进行持续和详细的评估，以评估目标的进展情况，根据需要调整战略的能力，并为推进博士学位内的多样性文化提供激励。训练 提出了三个具体目标。(1)加强和扩大与少数民族服务或培训大量URM学生的机构的战略伙伴关系。除了新的合作伙伴关系，我们将改善我们与领导力联盟和布朗tougaloo计划的长期关系，并与服务于URM学生的学术利益的专业组织发展关系。(2)为IMSD学者实施多方面的个性化教育计划，提供持续的学位咨询和支持结构，使学生能够充分发挥潜力。该计划的核心是专门为IMSD学者设计的培训模块菜单。研讨会，咨询会议，IMSD学者教师职能，同行导师网络，学生教师契约，互动程序网站，以及与外部和内部顾问的年度务虚会提供程序内的整合和连续性。所有IMSD教师培训人员都有联邦资金和成功指导URM学员的记录。(3)改善博士学位的部门多样性实践通过提高对教师导师及其研究方案从这一领域的投资中获得的好处的认识，并通过提供一个设定对多样性的期望和奖励成就的体制结构，进行培训。作为教师超出最初的一组导师观察这个组的成功，并寻找IMSD学者为自己的实验室，他们将获得激励。这一目标的最终成果将通过以下数量的增加来衡量：（a）URM学生总数，（B）URM学生临界质量的个人博士课程，以及（c）URM学生做论文研究的教师实验室。IMSD的行政家在院长办公室提供了领导和问责，以实现积极的变化和推进机构文化。 以百分比计算，获得生物和健康科学博士学位的少数民族（URM）的数量福尔斯远远低于他们在美国总人口中的比例。这是一个主要问题，因为与大多数人口相比，美国的URM人口在获得医疗保健和与个人健康相关的结果方面存在显着差异。为了克服这些偏见，大量合格的URM博士必须产生。拟议的IMSD计划将使URM学生进入博士学位的人数增加一倍。布朗大学通过经过验证的培训，保留/咨询和评估战略，涉及强有力的领导，内部和外部咨询监督，以及强有力的机构承诺，在生物学和公共卫生培训。

DESCRIPTION (provided by applicant): The IMSD Scholars Program in Brown University's Division of Biology and Medicine will significantly increase the number of underrepresented minority (URM) Ph.D. students trained for careers in basic biomedical and public health research. Efforts already initiated have doubled our percentage of URM students in the past three years. This IMSD Program is projected to again double (to 20%) the URM population in the Division's 10 doctoral programs. The IMSD grant will fund 5-7 doctoral students per year for up to two years. First year students will be appointed via a selective process and provided with the necessary support, advising, mentoring, and developmental tools to overcome deficiencies in academic preparation or other disadvantages and successfully attain a PhD. The PIs will oversee continuous and detailed evaluation with internal and external oversight to permit assessment of progress toward goals, the ability to adjust strategy as needed, and provide incentives for advancing a culture of diversity within Ph.D. training. Three specific aims are proposed. (1) Enhance and expand strategic partnerships with institutions that are minority-serving or train large numbers of URM students. In addition to new partnerships, we will improve our long-standing relationships with the Leadership Alliance and Brown-Tougaloo Program, and develop relationships with professional organizations serving the academic interests of URM students. (2) Implement a Multifaceted Personalized Educational Program for IMSD Scholars that provides a continuous-to-degree advising and support structure empowering students to develop their full potential. The program core is a menu of training modules designed specifically for IMSD Scholars. Seminars, advising meetings, IMSD Scholar-faculty functions, a peer mentor network, student-faculty compacts, an interactive program website, and an annual retreat with external and internal advisors provide integration and continuity within the program. All IMSD faculty trainers have federal funding and a record of successfully mentoring URM trainees. (3) Improve divisional diversity practices in Ph.D. training by raising awareness of the benefits faculty mentors and their research programs derive from investments in this area and by providing an institutional structure that sets expectations for diversity and rewards achievement. As faculty beyond the initial group of mentors observe the successes of this group and seek out IMSD Scholars for their own labs, they will receive incentives. The eventual outcomes of this aim will be measured by increases in the number of (a) URM students overall, (b) individual doctoral programs with a critical mass of URM students, and (c) faculty labs with URM students doing thesis research. The IMSD's administrative home in the Dean's office provides the leadership and accountability to effect positive change and advance the institutional culture. In percent terms, the number of underrepresented minorities (URM) earning Ph.D.s in biological and health sciences falls far below their percentage of the overall U.S. population. This is a major problem because contrasted to the majority population, URM populations in the U.S. have significant disparities in access to health care and outcomes related to personal health. To overcome these biases, large numbers of qualified URM Ph.D.s must be produced. The proposed IMSD program will double the number of URM students entering Ph.D. training in biology and public health at Brown University through proven training, retention/advising and assessment strategies that involve strong leadership, internal and external advisory oversight, and strong institutional commitment.