A Longitudinal Mentoring Approach to Increase Diversity Among Researchers of Neurological Disorders

增加神经系统疾病研究人员多样性的纵向指导方法

• 批准号: 10678678
• 负责人: Robert L Meisel
• 金额: $ 25.65万
• 依托单位: UNIVERSITY OF MINNESOTA
• 依托单位国家: 美国
• 财政年份: 2020
• 资助国家: 美国
• 起止时间: 2020-09-01 至 2025-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10678678
• 关键词: Address; Brain; Communities; Country; Data Reporting; Depressed mood; Development; Discipline; Education Projects; Educational process of instructing; Educational workshop; Elements; Ensure; Ethnic Origin; Ethnic Population; Event; Exposure to; Face; Faculty; Failure; Generations; Goals; Human; Individual; Laboratories; Learning; Mentors; Mentorship; Methods; Minnesota; Modernization; Neurosciences; Participant; Patient Self-Report; Peer Group; Postdoctoral Fellow; Program Development; Program Sustainability; Publishing; Race; Reporting; Research; Research Personnel; Resources; Route; Science; Scientist; Site; Societies; Structure; Study Section; System; Talents; Teleconferences; Time; Training; Training Programs; Underrepresented Students; Universities; Work; career; cohort; design; experience; falls; graduate school; graduate student; innovation; medical schools; meetings; member; minority investigator; nervous system disorder; novel; peer; post-doctoral training; programs; racial population; recruit; skills; social; success; support network

Despite the many initiatives designed to increase diversity among neuroscience researchers, the sad fact is that there has been a decline in the proportion and absolute numbers of minority researchers in the field of neuroscience. This failure is disturbing at a number of levels, but perhaps most notably highlights the inability of more senior investigators to effectively mentor junior investigators in their discipline. The loss of diversity among career scientists means a loss of diversity of thought, which in turn limits the generation of new ideas and scientific progress in the neurosciences. The inability of the multiple training programs to increase diversity is not an indictment of those programs, but rather it illustrates limitations in program approach. As a result, we propose to take a different route to addressing this problem. Our program is based on published findings that underrepresented individuals are lost in the system at transition points in their training, i.e., graduate school to postdoctoral training, postdoctoral training to faculty members, and tenure for young faculty. From self-report data, a principal contributing factor regarding attrition is that individuals feel isolated by not having meaningful ethnic and/or racial peer groups. In this R25 program we propose to take a longitudinal approach to mentoring in which we establish peer groups across each stage of professional development and utilize these peer groups to provide interactive mentoring within a community. We will recruit from across the nation a cohort of trainees from underrepresented backgrounds, consisting of graduate students, postdoctoral fellows, and early stage investigators. For each of these cohorts we will provide longitudinal training in professional skills and mentoring. Through both mentor/mentee and peer-to-peer/peer-to-near peer mentorship structures, we will tailor professional development consistent with the progression of the trainee, while simultaneously creating a network of support amongst its participants. A key element of the program will be to teach the participants in the program how to be effective mentors themselves as a means to maintain the longitudinal development of program participants. Finally, we will provide access to high-level research cores and laboratories to enhance the scientific impact of the participants’ research. Participants will meet in Minnesota for one week each summer for professional training and guidance. For topics that span across career stage, the cohort will work together. There will also be specialized training sessions specific to academic rank. In addition to the on-site summer training, there will be two additional formal training events. In the fall, our trainees and mentors will meet at the annual Society for Neuroscience meeting to participate in both professional development and a social event. In the winter, there will be an on-line video teleconference discussion following the group’s completion of an on-line professional development session. Overall, our goal is to fundamentally alter mentored training, and significantly enhance workforce diversity in the academic pursuit of research on neurological disorders.

尽管有许多旨在增加神经科学研究人员多样性的举措，但令人遗憾的事实是，神经科学领域少数族裔研究人员的比例和绝对数量一直在下降。这种失败在很多层面上都令人不安，但也许最值得注意的是，更突出的突出显示了高级研究人员无法有效指导初级研究人员的学科。职业科学家多样性的丧失意味着思想多样性的丧失，这反过来又限制了神经科学领域新思想的产生和科学进步。多个培训项目无法增加多样性并不是对这些项目的控诉，而是说明了项目方法的局限性。因此，我们建议采取不同的途径来解决这个问题。我们的计划基于已发表的调查结果，即代表性不足的个人在培训的过渡点（即研究生院到博士后培训、教员的博士后培训以及年轻教员的终身教职）在系统中迷失了。根据自我报告数据，造成人员流失的一个主要因素是，个人因没有有意义的民族和/或种族同伴群体而感到孤立。在这个 R25 计划中，我们建议采取纵向指导方法，在专业发展的每个阶段建立同侪小组，并利用这些同侪小组在社区内提供互动指导。我们将从全国各地招募一批来自代表性不足的背景的学员，其中包括研究生、博士后研究员和早期研究人员。我们将为每个群体提供专业技能和指导方面的纵向培训。通过导师/受训者和点对点/点对点的导师结构，我们将根据受训者的进步定制专业发展，同时在参与者之间建立支持网络。该计划的一个关键要素是教导计划参与者如何成为有效的导师，以此作为维持计划参与者纵向发展的手段。最后，我们将提供进入高水平研究核心和实验室的机会，以增强参与者研究的科学影响力。参与者每年夏天将在明尼苏达州进行为期一周的专业培训和指导。对于跨越职业阶段的主题，团队将共同努力。还将针对学术等级举办专门培训课程。除了暑期现场培训外，还将举办两次正式培训活动。秋季，我们的学员和导师将参加年度神经科学学会会议，参加专业发展和社交活动。冬季，在小组完成在线专业发展会议后，将举行在线视频电话会议讨论。总体而言，我们的目标是从根本上改变指导培训，并显着增强神经系统疾病研究学术追求中的劳动力多样性。

项目成果

Poster Session: Quantifying Visual Snow Symptoms with a Matching Task.

海报会议：通过匹配任务量化视觉雪症状。

• 发表时间: 2023
• 期刊: Journal of vision
• 影响因子: 1.8
• 作者: Montoya,Samantha;Lee,Michael;Mulder,Carter;Engel,Stephen;Schallmo,Michael-Paul
• 通讯作者: Schallmo,Michael-Paul