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

项目概要：总体 要为复杂问题找到创造性的解决方案，就必须调动多元化的智力资本。 生物医学科学前沿。作为一所大型公立大学，密歇根大学（UM）深受 参与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 PI Reshma Jagsi 的一个重要学术焦点，她领导了国家 促进生物医学研究队伍活力的计划。促进跨机构变革 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 的第一位 首席多元化官。与我们校园的创新领导者一起，我们现在提议建立 密歇根州推进文化转型计划（M-PACT）旨在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 将建立在 UM 成功的大学研究员计划是由 Co-I Tabbye Chavous 设计的从研究员到教员的管道， 澳大新任首席多元化官；自启动以来，该计划已成功招募了 45 名新任终身教授 跟踪对多样性、公平性和包容性 (DEI) 做出承诺的教师。 M-PACT 将拓宽 通过将生物医学和健康科学单位从 1 个单位扩大到 11 个单位，扩大这一强有力的试点计划的影响范围 校园，并解决机构差距，即招募一批致力于 DEI 的教员，这是 需要持续的影响。 M-PACT 的行政核心将监督 30 名新任期的招聘 - 跟踪跨越 NIH 使命广度的 3 个研究集群中的早期职业研究人员：1) 基础 生物医学研究； 2）临床转化研究； 3) 社会和行为研究。 M-PACT 的 教师发展 (FD) 核心将培训一批致力于 DEI 的优秀赞助商导师 他们将为 M-PACT 学者提供服务，并通过在校园各部门中播种变革来改变文化。 FD 核心将实施循证实践，包括支持职业发展的培训和 网络和文化意识辅导支持，以培养学者在研究中取得成功的技能，找到 对他们的职业和社区/住宅生活感到满意，并发展成为能够维持 改变了文化。 M-PACT 的评估核心将严格评估这一过程和结果，以告知和 完善方案并普遍传播。我们预计 M-PACT 将提高生产力、职业生涯 M-PACT 学者的轨迹和经验，并通过 创新方法，包括对赞助商导师、学者和单位级别的深入培训 导师和领导者的地位对教师和学习者的体验的影响远远超出了学者的范围 独自一人。来自中央行政最高层的支持，来自 11 个参与方的 decanal 支持 学校/学院/研究所以及部门领导的密切参与将促进最好的制度化 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.