UTEP FIRST: United Toward Equity and Progress: Faculty Institutional Recruitment for Sustainable Transformation

UTEP FIRST：团结追求公平和进步：可持续转型的教员机构招聘

• 批准号: 10664694
• 负责人: Guadalupe Corral
• 金额: $ 46.05万
• 依托单位: UNIVERSITY OF TEXAS EL PASO
• 依托单位国家: 美国
• 财政年份: 2023
• 资助国家: 美国
• 起止时间: 2023-06-05 至 2028-05-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10664694
• 关键词: Academic support; Achievement; Address; Automobile Driving; Biomedical Research; Classification; Communities; Community of Practice; Creativeness; Development; Discipline; Documentation; Education; Environment; Equity; Ethnic Origin; Evaluation; Evidence based practice; Faculty; Fostering; Foundations; Funding; Goals; Health Disparities Research; Hispanic; Hispanic Populations; Hispanic-serving Institution; Infrastructure; Institution; Institutionalization; Interdisciplinary Study; Investments; Knowledge; Mediating; Mentors; Mexican Americans; Mexico; Minority; Modeling; Organizational Culture; Outcome; Persons; Policies; Positioning Attribute; Procedures; Process; Productivity; Research; Research Activity; Research Personnel; Resources; Science; Scientist; Teacher Professional Development; Testing; Texas; Underrepresented Populations; United States; United States National Institutes of Health; Universities; Vision; Work; Workload; cohort; community building; diversity and inclusion; early-career faculty; education research; equity, diversity, and inclusion; faculty support; health disparity; health inequalities; improved; innovation; interest; intersectionality; minority health disparity; minority investigator; novel; programs; recruit; research faculty; social; success

ABSTRACT The NIH has a strong commitment to advancing diversity in the biomedical workforce but has recognized that NIH-funded institutions may lack the organizational culture required to foster and develop diverse scientists. The NIH Faculty Institutional Recruitment for Sustainable Transformation [FIRST] Program will provide a major investment toward transforming institutional culture by integrating a cohort model of faculty hires committed to diversity and inclusive excellence. The University of Texas at El Paso [UTEP] proposes the UTEP FIRST program as a framework to address the shortage of diverse research scientists who focus on Hispanic Health Disparities [HHD]. UTEP is a Minority/Hispanic-Serving Institution that is a focal point for education and biomedical research for people living on the United States-Mexico border. The cornerstone is the operationalization of strategic Diversity, Equity and Inclusion [DEI] initiatives that will provide an integrative theme for addressing the FIRST Program goals of: (1) fostering sustainable institutional culture change; (2) promoting institutional inclusive excellence by hiring a diverse cohort of new faculty; and (3) supporting faculty development, mentoring, sponsorship, and promotion. The overarching goal of the UTEP FIRST proposal is to drive significant change in the institutional culture at UTEP, thereby uplifting early-career faculty on their trajectory toward academic and research success. The vision is to be a national leader in diversifying the biomedical research workforce and a national resource for studying and implementing systemic change that support academic cultures of inclusive excellence. We will test the hypothesis that a cohort model of faculty hiring, sponsorship, continual mentoring, and professional development through evidence-based practices for fostering academic cultures of inclusive excellence will achieve significant improvements in metrics of institutional culture and scientific discovery. The FIRST cohort will involve a total of six faculty hires with research interests in minority health disparities. Three Specific Aims are integrated across three cores. The aim of the Administrative Core is to create transformative cultural and institutional changes through the framework of Inclusive Excellence, leading to supportive and inclusive environments that develop diverse faculty who excel in discipline-specific and interdisciplinary research focused on reducing HHD. The aim of the Faculty Development Core is to develop, implement and sustain a UTEP FIRST program that builds communities of practice and integrates innovative infrastructures, leading to transformative and sustainable changes in policies, procedures, and processes that foster the retention, progression, and promotion of diverse faculty. The aim of the Evaluation Core is to foster and institutionalize program improvement and sustainability by testing the primary hypothesis through documentation of faculty, department, and institutional level metrics and indicators. Expected findings will exert a powerful influence by fostering a sustainable institutional culture change, thereby providing UTEP with the foundation needed for thriving at the intersectionality of research, culture, diversity, and inclusion.

抽象的 NIH对促进生物医学劳动力的多样性有坚定的承诺，但已经认识到 NIH资助的机构可能缺乏培养和培养多元化科学家所需的组织文化。这 NIH教师的可持续转型机构招聘[第一]计划将提供主要 通过整合雇用的队列模型来转变机构文化的投资 多样性和包容性卓越。德克萨斯大学El Paso大学[UTEP]首先提出了UTEP 计划作为解决各种研究科学家的短缺的框架，这些科学家专注于西班牙裔健康 差异[HHD]。 UTEP是少数族裔/西班牙裔服务机构，是教育和 居住在美国 - 墨西哥边境的人们的生物医学研究。基石是 战略多样性，公平和包容性[DEI]计划的运营，这些计划将提供综合性 解决以下计划目标的主题：（1）促进可持续的制度文化变革； （2） 通过雇用各种各样的新教师来促进机构包容性卓越； （3）支持教师 开发，指导，赞助和晋升。 UTEP首先提出的总体目标是 推动UTEP的机构文化发生重大变化，从而使早期职业教师对他们的教师提升 迈向学术和研究成功的轨迹。愿景是成为多元化的国家领导者 生物医学研究人员和研究和实施系统变革的国家资源 支持卓越包容的学术文化。我们将检验以下假设 通过循证实践的招聘，赞助，持续指导和专业发展 培养卓越卓越的学术文化将在指标的指标上取得重大改进 制度文化和科学发现。第一个队列将涉及总共六名教职员工。 少数民族健康差异的兴趣。三个核心整合了三个特定目标。目的 行政核心是通过整个框架来创造变革性的文化和机构变化 包容性卓越，导致支持和包容性环境，发展出多种教师 纪律特定和跨学科研究的重点是减少HHD。教师发展的目的 核心是开发，实施和维持一个UTEP的第一计划，该计划建立实践社区和 整合创新的基础设施，导致政策，程序，程序的变革和可持续变化 以及促进各种教师的保留，进步和促进的过程。评估的目的 核心是通过检验主要假设来促进和制度化计划的改进和可持续性 通过教师，部门以及机构级别指标和指标的记录。预期发现 将通过促进可持续的机构文化变革来发挥强大的影响力，从而提供UTEP 在研究，文化，多样性和包容性的相交性中所需的基础。