MAVEN: Developing Diverse Senior Scientists Leaders

MAVEN：培养多元化的资深科学家领导者

• 批准号: 10685470
• 负责人: Karina W. Davidson
• 金额: $ 48.08万
• 依托单位: FEINSTEIN INSTITUTE FOR MEDICAL RESEARCH
• 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/10685470
• 关键词: Acceleration; Area; Award; Collaborations; Committee Membership; Communities; Control Groups; Cultural Backgrounds; Data; Development; Development Plans; Economics; Education; Educational Activities; Educational Models; Elements; Eligibility Determination; Enrollment; Ensure; Ethics; Ethnic Origin; Evaluation; Faculty; Funding; Future; Future Generations; Gender; Goals; Grant; Hearing; Individual; Industry; Institution; Job Satisfaction; Journals; Leadership; Learning; Measurable; Mentors; Mentorship; Methods; Minority; Mission; Morale; National Institute of General Medical Sciences; Operations Research; Organizational Culture; Outcome; Participant; Policies; Policy Maker; Population Heterogeneity; Positioning Attribute; Principal Investigator; Problem Solving; Process; Productivity; Program Sustainability; Public Health; Publications; Qualifying; Race; Random Allocation; Randomized; Reduce health disparities; Reproducibility; Research; Research Personnel; Research Project Grants; Resources; Rewards; Science; Scientist; Selection Bias; Senior Scientist; Societies; Structure; Surveys; Testing; Time; Training; Training Programs; Underrepresented Populations; United States National Institutes of Health; Woman; career; career development; career networking; cohort; comparison control; critical period; evidence base; experience; falls; health disparity; improved; indexing; innovation; mid-career faculty; next generation; open data; optimism; primary outcome; professor; programs; public engagement with science; recruit; responsible research conduct; role model; satisfaction; senior faculty; skill acquisition; skills; success; summer institute; synergism; training opportunity

Increasing the diversity of the scientific workforce at the senior level is essential to facilitating the nation's research agenda,1 to training future generations of scientists,2 to advising public health policy makers, to enriching scientific approaches, and to reducing national health disparities.1 Requisite to this goal of diversity at the senior scientist level is providing a greater number of underrepresented scientists with key skills to navigate to a productive, engaging, and rewarding senior faculty position and science portfolio. The long-term objective of the MAVEN program is to expand the national pool of qualified women and minority candidates for senior scientist positions across all NIGMS areas of science. We intend to create a self- sustaining community committed to inclusive excellence in science. We will do so by adapting best education practices from other industries in executive leadership, strategic career planning, and institution culture change, to create a sustainable, but intensive program with objective evaluation metrics. Our innovations include proactive invitations to apply and randomization of those applicants to a control group or to program attendance. Four cohorts of scientists will be invited to attend MAVEN, two 5-day institutes focused on senior scientist career planning, respect-based leadership, evidence-based mentoring, organizational culture problem solving, transparency and Open Science, interdisciplinary team collaboration and inclusivity, effective science thought leadership and public engagement with science. These residential summer institutes will be comprised of didactics, discussions, and interactive individual and team-based activities. Between the institutes there will be 10 months of mentorship, networking, and conduct of institutional responsible conduct of research projects. Target program participants are scientists 10-15 years from their final training, who identify as belonging to an ethnicity, race or gender under-represented at the senior levels of faculty, and who currently hold one or more NIGMS-funded R01 or equivalent grants. To achieve the MAVEN long-term objective, MAVEN scientists will be provided the skills to attain: 1) increased career satisfaction (primary outcome); 2) peak academic productivity; 3) expanded scientific networks; and 4) leadership ascension. Program success will be evaluated by comparison of the control group to MAVEN scientists for change in career satisfaction scores and a blended Major Educational Score Index comprised of h-index, relative citation ratio, number of publications in journals with an impact factor > 5, and annual federal grant dollar amounts. We will also explore changes to professional scientific network size and the leadership ascension between the two groups, tested quantitatively. If our scientific leaders and role models are diverse, we stand to benefit from enrichment of the pool of future investigators, the broader perspective in research agenda prioritization, the greater success in recruiting diverse research participants, and the enhanced ability to reduce health disparities.

增加高级科学工作者的多样性对促进国家的发展至关重要。 研究议程，1培训未来几代科学家，2为公共卫生决策者提供咨询， 丰富科学方法，并减少国家卫生风险。 高级科学家层次的多样性为更多代表性不足的科学家提供了关键的机会。 技能导航到一个富有成效的，引人入胜的，和有益的高级教师职位和科学组合。的 MAVEN计划的长期目标是扩大全国合格妇女和少数民族人才库 候选人在所有NIGMS科学领域的高级科学家职位。我们打算创造一个自我- 支持社区致力于科学的包容性卓越。我们将通过最好的适应来做到这一点 其他行业在行政领导、战略职业规划和制度方面的教育实践 文化变革，以创建一个可持续的，但密集的计划与客观的评估指标。我们 创新包括主动邀请申请人，并将这些申请人随机分配到对照组， 来安排出勤率四批科学家将被邀请参加MAVEN，两个为期5天的研究所 专注于高级科学家的职业规划，基于尊重的领导，基于证据的指导， 组织文化问题解决，透明度和开放科学，跨学科团队协作 和包容性，有效的科学思想领导和公众参与科学。这些住宅 暑期学院将包括教学，讨论，互动个人和团队为基础的 活动在这些机构之间，将有10个月的指导，网络和行为， 机构负责任地开展研究项目。目标计划参与者是10-15岁的科学家 从他们的最后培训，谁确定属于一个族裔，种族或性别代表不足， 高级教师，谁目前持有一个或多个NIGMS资助的R 01或同等赠款。到 为了实现MAVEN的长期目标，MAVEN科学家将获得实现以下目标的技能：1）增加 职业满意度（主要结果）; 2）学术生产力高峰; 3）扩大科学网络;以及 4)领导力Ascension。将通过对照组与MAVEN的比较来评估项目成功与否 职业满意度得分变化的科学家和混合的主要教育得分指数包括 h指数、相对被引率、影响因子> 5的期刊载文数、年度 联邦拨款金额。我们还将探讨专业科学网络规模的变化， 定量测试了两组之间的领导力Ascension。 如果我们的科学领导者和榜样是多样化的，我们将受益于丰富的人才库。 未来的研究者，研究议程优先次序的更广泛的视角，更大的成功， 招募不同的研究参与者，并提高减少健康差距的能力。

项目成果

Introducing the MAVEN Leadership Training Initiative to diversify the scientific workforce.

引入Maven领导力培训计划，以使科学劳动力多样化。

• DOI: 10.7554/elife.69063
• 发表时间: 2021-05-25
• 期刊: eLife
• 影响因子: 7.7
• 作者: Wang YC;Brondolo E;Monane R;Kiernan M;Davidson KW;MAVEN Leadership Team
• 通讯作者: MAVEN Leadership Team