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: 10696174
• 负责人: Emma Katherine Tara Benn
• 金额: $ 548.15万
• 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/10696174
• 关键词: Acceleration; Address; Advisory Committees; Appointment; Award; Biomedical Research; Black race; Career Mobility; Climate; Collaborations; Committee Members; Communities; Data; Development; Development Plans; Discrimination; Educational workshop; Ensure; Equity; Evaluation; Extramural Activities; Faculty; Financial compensation; Fostering; Funding; Goals; Grant; Health system; Individual; Institution; Intervention; Interview; Investments; Job Application; Latinx; 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; cohort; community building; design; diversity and inclusion; early-career faculty; expectation; experience; faculty support; gender equity; health equity; interest; marginalization; medical schools; member; novel; outreach; peer coaching; primary outcome; professor; programs; racism; recruit; skill acquisition; 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.

概括 学术医学领域代表性不足的群体在研究和职业成功方面面临的障碍是 广泛记录——恶劣的气候、歧视性政策、较低的经济补偿、缺乏 领导机会、边缘化感和种族主义等等。消除这些的策略 持续存在的“代表性差距”就证明了障碍在很大程度上是不成功的。研究表明 虽然以个人为重点的战略是有用的，但需要采取综合方法来实现 系统性变化。蒙特伊坎医学院正在努力实现包容性卓越 西奈山 (ISMMS) 采取诸如西奈山卫生系统 (MSHS) 工作组等变革性举措， 解决种族主义问题；一项新颖的招聘计划，旨在吸引初级和高级黑人/AA 和拉丁裔教师（The 生物医学奖得主计划）；设立性别平等办公室；健康研究所成立 股票研究；并成立科学多样性中心。拟议第一队列的目的 计划的目的是加速我们机构的包容性卓越，并进而推动加速 在国家生物医学研究企业中更广泛地实现包容性卓越。在当前举措的基础上， 我们的目标是（1）促进可持续文化/气候变化； (2) 通过聘用多元化的人才来促进包容性卓越 新的早期职业教师队伍； (3) 支持教师发展、指导、赞助和晋升。 我们的主要成果是让第一批聘用的教师在拨款结束时获得 NIH R 奖 时期。我们将追求三个相关的目标。首先，我们将修改 MSHS 解决种族主义问题工作组 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，其中包括 (1) 制定一个流程来收集准确、全面的教员人口统计数据，并使其 数据可访问； (2) 教师参与定期气候调查并与教师分享结果 和机构领导人； (3) 部门/机构层面的晋升和晋升实践、政策、 和流程；等关键战略。其次，我们将招募一个由 4 个集群组成的多元化队列 每个集群 3 名教职人员将嵌入我们的跨学科研究所。我们将制定新的招聘 确保招聘过程公平公正的协议，要求对遴选委员会进行减少偏见培训 成员，并建立标准化的面试流程。接下来，我们将提供师资整合计划 发展包括职业进步和专业发展活动（例如个人 发展计划、导师/赞助委员会、正在进行的拨款研讨会、个人辅导 诸如工作与生活融合、同伴指导等问题）集群发起者将带头确定 在 ISMMS 和更大的科学界建立正式和非正式网络的机会。和 在机构投资的支持下，所有 FIRST Cohort 教师将在奖项结束时保留 时期。我们将对项目进行严格的评估，并根据需要与 NIH CEC 密切合作。