Maximizing Investigator's Research Award: Diversifying the Scientific Workforce

最大限度地提高研究者的研究奖：科学队伍的多元化

• 批准号: 9912170
• 负责人: MOLLY L. CARNES
• 金额: $ 33.45万
• 依托单位: UNIVERSITY OF WISCONSIN-MADISON
• 依托单位国家: 美国
• 财政年份: 2017
• 资助国家: 美国
• 起止时间: 2017-06-05 至 2022-03-31
• 项目状态: 已结题
• 来源: https://reporter.nih.gov/project-details/9912170
• 关键词: Action Research; Address; Award; Awareness; Behavioral Research; Biomedical Research; Climate; Clinical Research; Conscious; Consequentialism; Critiques; Data Set; Discipline; Economics; Education; Educational workshop; Effectiveness; Engineering; Evaluation; Faculty; Funding; Gatekeeping; Grant; Habits; Hour; Individual; Intervention; Interview; K-Series Research Career Programs; Linguistics; Manuscripts; Medicine; Mentors; Methods; Mind; Mollies; National Institute of General Medical Sciences; Outcome; Pattern; Peer Review; Psychology; Public Health; Race; Research; Research Personnel; Research Support; Schools; Science; Scientist; Sex Bias; Shapes; Site; Sociology; Stereotyping; Study Section; System; Talents; Testing; Text; Translating; Unconscious State; United States National Institutes of Health; Universities; Video Games; Video Recording; Wisconsin; Woman; base; career; computer science; effective intervention; ethnic minority population; evidence base; experience; knowledge base; men; professor; programs; public health relevance; racial and ethnic; racial bias; text searching

PROJECT SUMMARY/ABSTRACT This is an application for a Maximizing Investigator's Research Award (MIRA) submitted by Professor Mary (Molly) Carnes at the University of Wisconsin-Madison. Dr. Carnes' research program focuses on diversifying the scientific workforce. She has consistently taken a systems approach, conducting action research with multi-tiered interventions at the individual and institutional level. With funding from NIGMS since 2009, her research has focused on the myriad ways cultural stereotypes impede the entry, persistence, and advancement of all women and underrepresented racial/ethnic minority men and women in academic medicine, science, and engineering. Often outside of conscious awareness, stereotypes can shape the decisions of those in the scientific workforce who determine who to fund, mentor, admit or hire and also influence potential scientists-to-be, who need to determine whether a career in science is right for them and whether they “fit” in the scientific workforce. Hallmarks of Dr. Carnes' research have been deploying methods appropriate to the research question (experimental, quasi-experimental, and qualitative), engaging researchers from multiple other disciplines (e.g., sociology, psychology, education, systems engineering, linguistics, public health, computer science), developing and testing theoretically-informed interventions, translating evidence-based strategies into practice, and studying the impact of implementation. Approaching unconscious (“implicit”) stereotype-based bias as a habit, Dr. Carnes' team developed and experimentally verified the first effective intervention to help faculty break the gender bias habit (with subsequent improvement in department climate and greater diversity in hiring), created an interactive video game that addresses implicit race bias in graduate school, performed the first text analysis of R01 critiques and found paradoxically worse scores with greater verbal acclamation for women's vs. men's R01 renewals, and constructed and videorecorded authentic NIH study sections to analyze verbal and non-verbal discourse among reviewers to identify patterns that may be consequential to the outcome of an R01 peer review. MIRA would continue the momentum of Dr. Carnes' research program by providing the opportunity to broaden the habit-breaking workshop intervention to include race and other group bias and test its effectiveness beyond a single site, and continue to use text mining to probe for implicit gender and race bias in gatekeeping evaluations (e.g, reviews of manuscripts and K awards). MIRA would also capitalize on the datasets compiled through Dr. Carnes' research program which include 5 waves of the Study of Faculty Worklife at UW-Madison with retained identifiers, >5,000 R01 Summary Statements from investigators' awarded in 2010-2014, 15 hours of videorecording of expert scientists discussing R01 proposals in simulated study sections, and transcribed interviews with >40 experienced NIH reviewers.

项目总结/摘要 这是玛丽教授提交的最大化研究者研究奖（MIRA）的申请 卡恩斯在威斯康星大学麦迪逊分校。卡恩斯博士的研究项目主要集中在 使科学劳动力多样化。她一贯采取系统的方法， 在个人和机构层面进行多层次干预的研究。由NIGMS提供资金 自2009年以来，她的研究一直集中在文化刻板印象阻碍入境的各种方式上， 妇女和代表性不足的少数种族/族裔男子和妇女 学术医学、科学和工程学。通常在有意识的意识之外，刻板印象 影响科学工作者的决定，他们决定谁来资助，指导，录取或雇用 同时也影响着未来的科学家，他们需要确定科学事业是否适合 他们以及他们是否“适合”科学劳动力。卡恩斯博士研究的特点是 采用适合研究问题的方法（实验、准实验和定性）， 吸引来自多个其他学科的研究人员（例如，sociology，psychology，education，systems 工程学、语言学、公共卫生、计算机科学），开发和测试理论知识 干预措施，将循证战略转化为实践，并研究 实施.卡恩斯博士的研究小组将无意识（“内隐”）基于刻板印象的偏见视为一种习惯， 开发并实验验证了第一个有效的干预措施，以帮助教师打破性别偏见 习惯（随着部门气氛的改善和招聘的更大多样性），创造了一个 互动视频游戏，解决隐性种族偏见在研究生院，进行了第一次文本分析 的R 01的批评，并发现矛盾的是更糟糕的分数与更大的口头欢呼，妇女与。 男性的R 01更新，并构建和视频记录真实的NIH研究部分，以分析口头 和评论者之间的非言语话语，以确定可能对结果产生影响的模式 R 01同行评审。MIRA将继续卡恩斯博士的研究计划的势头，提供 有机会扩大打破习惯讲习班的干预，包括种族和其他群体的偏见， 测试其有效性，超越一个单一的网站，并继续使用文本挖掘探测隐含的性别和 把关评估中的种族偏见（例如，对手稿和K奖的评论）。MIRA也 利用通过卡恩斯博士的研究计划汇编的数据集，其中包括5波 在威斯康星大学麦迪逊分校的教师工作生活的研究与保留的标识符，>5,000 R 01摘要报表，从 2010-2014年获得的研究人员奖，15小时的专家科学家讨论R 01的录像 模拟研究部分的建议，以及与>40位经验丰富的NIH评审员的转录访谈。