Michigan Program for Advancing Cultural Transformation (M-PACT) in Biomedical and Health Sciences

项目总结：总体 利用不同的智力资本是为复杂问题找到创造性解决方案的当务之急 生物医学科学的前沿。作为一所大型公立机构，密歇根大学(UM)一直深受 参与了多样性建设的科学和实践。确定干预目标，以促进 NIH资助的研究人员的职业生涯一直是PiReshma Jagsi的一个关键学术焦点，她领导了国家 促进生物医学研究队伍活力的计划。推动跨机构变革 过去8年来，UM的包容性卓越服务一直由Pi Robert Sellers领导，他是UM的第一个 首席多样性官。现在，我们与校园内的创新领袖一起，提议建立 密歇根州推进文化转型计划(M-PACT)，以巩固我们的成果并深化我们的 致力于扩大和维持生物医学和健康科学的多样性。M-PACT将在 UM成功的大学研究员计划，这是一个由Co-I Tabbai Chavous设计的研究员到教职员工的渠道， UM新任首席多样性官；该计划自启动以来，已成功招聘了45名新的任期- 跟踪表现出对多样性、公平和包容性(DEI)承诺的教师。M-PACT将扩大 通过将一个单位扩展到11个生物医学和健康科学单位，实现这一强有力的试点计划 校园，并解决体制差距，即招聘致力于Dei的临界数量的教职员工，这是 才能产生持续的影响。M-PACT的行政核心将监督30个新任期的招聘- 在NIH任务范围广泛的3个研究集群中跟踪职业生涯早期研究人员：1)基本 生物医学研究；2)临床-翻译研究；3)社会和行为研究。M-PACT的 教师发展(FD)核心将培养一批致力于DEI的优秀赞助商-导师 世卫组织将服务于M-pact学者，并通过在校园各部门播下变革种子来改变文化。 FD核心将实施循证做法，包括培训以支持职业发展和 网络和具有文化意识的指导支持，以培养学者在研究中取得成功的技能 对他们的职业和社区/住宅生活感到满意，并发展成为能够持续 转变了的文化。M-PACT的评估核心将严格评估这一过程和结果，以告知和 细化方案，广泛传播。我们预计M-PACT将提高生产率、职业生涯 M-PACT学者的轨迹和经验，并通过一个 创新方法，包括对嵌入式赞助商-导师、学者和单位级别的深入培训 导师和领导者的定位是影响教师和学习者的体验，远远超出学者 独自一人。来自最高级别中央管理部门的买入，来自11个参与方的十年期支持 学校/学院/研究所和部门领导的密切参与将促进最佳教育和技术培训的制度化 确保长期文化变革的做法和政策。

PROJECT SUMMARY: OVERALL Engaging diverse intellectual capital is imperative for finding creative solutions for complex problems at the frontiers of biomedical science. As a large public institution, the University of Michigan (UM) has been deeply involved in both the science and practice of diversity-building. Identifying targets for intervention to promote the careers of NIH-funded researchers has been a key scholarly focus of PI Reshma Jagsi, who has led national programs to promote the vitality of the biomedical research workforce. Promoting cross-institutional change in the service of inclusive excellence at UM has been led for the past 8 years by PI Robert Sellers, UM's first Chief Diversity Officer. Together with innovative leaders across our campus, we now propose to establish the Michigan Program for Advancing Cultural Transformation (M-PACT) to consolidate our gains and deepen our commitment to expanding and sustaining diversity in the biomedical and health sciences. M-PACT will build on UM's successful Collegiate Fellows Program, a fellows-to-faculty pipeline designed by Co-I Tabbye Chavous, UM's new Chief Diversity Officer; since its inception, that program has successfully recruited 45 new tenure- track faculty with demonstrated commitments to diversity, equity and inclusion (DEI). M-PACT will broaden the reach of this robust pilot program by expanding from one unit to 11 biomedical and health science units across campus, and address an institutional gap, i.e., recruiting a critical mass of faculty committed to DEI, which is needed for sustained impact. M-PACT's Administrative Core will oversee the recruitment of 30 new tenure- track early-career investigators in 3 research clusters that span the breadth of NIH's mission: 1) Basic Biomedical Research; 2) Clinical-Translational Research; and 3) Social and Behavioral Research. M-PACT's Faculty Development (FD) Core will train a pool of accomplished Sponsor-Mentors with commitment to DEI who will serve the M-PACT Scholars and transform culture by seeding change in departments across campus. The FD Core will implement evidence-based practices, including training to support career development and networking and culturally aware coaching support to develop the skills of Scholars to succeed in research, find satisfaction in their professional and community/residential lives and develop into leaders who can sustain the transformed culture. M-PACT's Evaluation Core will rigorously assess this process and outcomes to inform and refine the program and disseminate generally. We anticipate that M-PACT will improve the productivity, career trajectories and experiences of M-PACT Scholars and help transform the broader DEI climate through an innovative approach that includes deep training of embedded Sponsor-Mentors, Scholars and unit-level mentors and leaders positioned to affect the experiences of faculty and learners well beyond the Scholars alone. Buy-in from across the highest levels of central administration, decanal support from the 11 participating schools/colleges/institutes and close involvement of department leaders will foster institutionalization of best practices and policies to ensure long-term cultural change.