Training for minoritized individuals in gut-brain axis research

对少数群体进行肠脑轴研究培训

• 批准号: 10797443
• 负责人: DARLEEN A. SANDOVAL
• 金额: $ 11.52万
• 依托单位: UNIVERSITY OF COLORADO DENVER
• 依托单位国家: 美国
• 财政年份: 2023
• 资助国家: 美国
• 起止时间: 2023-09-01 至 2028-05-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10797443
• 关键词: Aggressive behavior; Award; Awareness; Body Weight; Burn injury; Career Choice; Communication; Conflict (Psychology); Creativeness; Data; Data Reporting; Dedications; Development; Drops; Engineering; Environment; Faculty; Feeling; First Generation College Students; Frustration; Gender; Goals; Happiness; Institution; Investments; Laboratories; Laboratory Research; Latinx; Life; Mediation; Medicine; Mentors; Mentorship; Minority Groups; Personnel Management; Productivity; Reporting; Research; Role; Running; Scientific Advances and Accomplishments; Scientist; Self Efficacy; Stress; System; Talents; Teacher Professional Development; Time; Training; United States National Academy of Sciences; Universities; Voice; Woman; Work; Workplace; burnout; career; college; empowerment; experience; flexibility; glucose metabolism; graduate student; gut-brain axis; high school; improved; innovation; lipid metabolism; marginalization; marginalized community; medical schools; member; men; minority communities; professor; recruit; resilience; satisfaction; school environment; senior faculty; skills; sobriety; success; teacher; undergraduate research; women faculty

Project Summary Diversity in the workplace, including the laboratory, leads to more creativity, innovation, and productivity. Yet, in 2022 the AAMC reported that full-time medical school faculty by rank was ~57% white at the assistant professor level and ~74% white at the full professor level (https://www.aamc.org/data-reports/faculty- institutions/interactive-data/2022-us-medical-school-faculty). When the numbers are calculated based on gender, the data are more sobering with almost equal numbers of men vs. women at assistant professor (47,433 vs. 44,370 faculty) but less than half of full-time faculty were women at the full professor level (28,810 vs. 11,403) and of the women faculty, only ~3217 were not white. Thus, although we know diversity improves innovation, medical schools are unable to achieve or even maintain a minimal amount of diversity. Given the drop in the proportion of women and historically marginalized communities from assistant to full professor ranks, it is clear that medical school environments are not supporting retention of diverse talent. The reasons for this drop are multi-factorial, and therefore will require a long-term and multi-faceted approach. However, I hypothesize that mentorship is one factor that is more heavily weighted against others in contributing to maintaining diversity. Therefore, my overarching goal of this proposal is to improve my own mentorship approach to incorporate greater cultural awareness in one-on-one mentoring and in laboratory management to generate successful trainees with greater career satisfaction.

项目概要 工作场所（包括实验室）的多样性可以带来更多的创造力、创新力和生产力。然而，在 2022 年 AAMC 报告称，按职级划分的全职医学院教员中，助理教授中白人约占 57% 正教授级别的白人占 74% (https://www.aamc.org/data-reports/faculty- 机构/interactive-data/2022-us-medical-school-faculty）。当数字是根据 性别方面，数据更加发人深省，助理教授中男性与女性的人数几乎相等（47,433 教员人数为 44,370 人），但正教授级别的全职教员中只有不到一半是女性（28,810 人 vs. 11,403 人） 在女教师中，只有约 3217 名不是白人。因此，尽管我们知道多样性可以提高创新， 医学院无法实现甚至维持最低限度的多样性。鉴于下降 很明显，妇女和历史上边缘化社区从助理到正教授级别的比例 医学院环境不支持留住多元化人才。此次下降的原因有 影响因素是多方面的，因此需要采取长期、多方面的方法。然而，我假设 指导是在维持维持的过程中比其他因素更重要的因素之一 多样性。因此，我此提案的首要目标是改进我自己的指导方法 将更高的文化意识纳入一对一指导和实验室管理中 培养具有更大职业满意度的成功学员。