Advancing Success and Persistence in Research Education (ASPiRE)

摘要 尽管在吸引来自代表人数不足的背景的个人方面取得了实质性进展 从生物医学研究(URiBR)到STEM职业，生物医学研究生项目的URiBR学生数量 仍处于次优状态。职业发展道路上的自然减员会减弱多样化计划的影响 目标是管道的早期阶段。造成这种减员的原因有很多，但包括准备不足， 导师和网络机会不足，以及因不足而缺乏归属感 在教职员工层面上的代表。威尔·康奈尔医学公司长期致力于 多样性、公平和包容、科学卓越以及指导下一代科学家和 内科科学家。拟议的计划，促进研究教育的成功和坚持不懈， ASPIRE将通过将重点放在现有路径/容量不针对的人群来加强当前的WCM努力 建设项目：学士学位后学者。ASPIRE将利用现有计划、与当地的关系 和区域伙伴机构(康奈尔大学、亨特学院、布鲁克林学院)和WCM在 全国研究生和医学院招生会议，招募将受益于 在博士和医学博士/博士项目的录取方面具有竞争力的额外支持。入选的学者将是 根据他们的职业兴趣和大学研究经验，与一名主要研究人员导师配对 以及教职员工的专业知识。一名额外的教员，其学术级别不同于 研究导师，将担任职业导师。此外，这些学者将与当前一年级或二年级的学生配对。 URiBR研究生将担任近乎同行的导师。这种分层的导师制结构将确保 我们的学者在专业发展光谱的多个层面上都有导师和顾问，因此 在学术科学的职业道路上接触到许多因素和考虑。体验式的 研究培训将与专业发展咨询、指导和技能培养相辅相成。我们 还将提供教育心理学家的专业知识，他们将与学生集体会面并 个人评估和建立与他们的研究角色相关的个性化学业成功战略 实习生、研究生院申请者和未来的研究生/医学生。我们预计这两项技术的结合 研究教育、职业发展指导、分级指导和社区建设活动将产生 短期和长期红利。在短期内，我们预计学者们将成功地攻读博士或医学博士学位 参加计划的两年内的计划。从长远来看，我们预计计划的参与将 以学术研究人员的身份长寿。

Abstract Although substantial progress has been made in attracting individuals from backgrounds underrepresented in biomedical research (URiBR) to STEM careers, the number of URiBR students in biomedical graduate programs remain suboptimal. Attrition along the career development path attenuates the impact of diversity programs targeting early stages of the pipeline. Reasons for this attrition are many, but include under-preparation, insufficient mentorship and networking opportunities, and lack of belonging stemming from inadequate representation at the faculty level. Weill Cornell Medicine has a longstanding institutional commitment to diversity, equity, and inclusion, scientific excellence, and mentoring the next generation of scientists and physician scientists. The proposed program, Advancing Success and Persistence in Research Education, ASPiRE will augment current WCM efforts by focusing on a population not targeted by existing pathway/capacity building programs: postbaccalaureate scholars. ASPiRE will leverage existing programs, relationships with local and regional partner institutions (Cornell University, Hunter College, Brooklyn College) and WCM presence at national graduate and medical school recruitment meetings to recruit talented scholars who will benefit from additional support to be competitive for admission in PhD and MD/PhD programs. The selected scholars will be paired with a primary research faculty mentor based on their career interests, collegiate research experiences and the expertise of the faculty member. An additional faculty member, at an academic rank different from the research mentor, will serve as a career mentor. In addition, the scholars will be paired with current 1st or 2nd year URiBR graduate students who will serve as near-peer mentors. This tiered mentorship structure will ensure that our scholars have mentors and advisors at multiple levels of the professional development spectrum and thus exposure to the many factors and considerations along the academic scientific career path. The experiential research training will be complemented with professional development advising, coaching and skill building. We will also provide the expertise of an educational psychologist who will meet with students collectively and individually to assess and build personalized academic success strategies relevant to their roles as research trainees, graduate school applicants and future graduate/medical students. We expect that the combination of research education, career development coaching, tiered mentorship and community building activities will yield short- and long-term dividends. In the short term, we expect scholars to progress successfully to PHD or MD/PhD programs within two years of program participation. In the long term, we project that program participation will produce longevity as academic research faculty.