Enhancing Culturally Responsive Mentorship in the T32 Training Environment

项目总结 背景：响应文化的导师制度承认先前的经验、社会文化背景、 以及可能阻碍科学认同感、归属感和结果发展的参照系 对STEMM领域中代表性不足的受训人员的成功和持久性至关重要的期望。 哈佛大学癌症预防和控制教育计划(5 T32 CA057711)确定了增强 在最后一次竞争性更新时，将导师制度作为其三个具体目标之一。该计划 与改进研究指导经验中心(CIMER)合作，以增强 导师培训，任命弗雷泽博士为CIMER的首席推动者，担任 T32。此外，CIMER主任Chris Pfund博士加入了外部咨询委员会。在过去2年中 多年来，该计划的主要导师都接受了使用CIMER入门的导师培训 辅导课程由6项核心能力组成。 目标：1)通过创建赞助项目，促进我们现有学员的专业发展 与我们多样化和有成就的校友一起计划，为我们目前的每一位校友分配一名校友赞助商 伙计们。2)通过提供以下培训的促进者(领导者)培训，培养提供循证导师培训的能力 年导师体验改善中心开发的入门辅导课程 对我们的校友赞助商和其他人(新导师、二级导师、附属导师)进行研究(Cmer) 在我们的T32导师队列中，3)深化对我们的导师和校友赞助商的培训，专注于“文化-- 通过提供CIMER新的具有文化意识的指导课程，实现“意识到”的指导。 方法：我们计划以一个关于导师制科学状况的研讨会和一个 在我们的T32中评估当前的导师格局。我们计划建立一个赞助计划 通过从我们的T32校友网络招募赞助商，为我们目前的T32研究员提供支持。我们还将提供入场服务 指导我们的校友网络，作为建立赞助计划的一部分。我们计划增加 CIMER认证的辅导员队伍，通过提供以下培训来满足导师培训的需求 协助(领导)名为入门辅导的基本辅导培训课程。这些训练有素的辅导员可以 轮流培训他们其余的研究团队(传播)。最后，我们计划提供高级培训， “文化意识辅导”与来自上述队列的那些已完成基本辅导培训的人一起进行。 然后我们将对这一培训计划进行评估，并制定计划进一步传播并嵌入 组成DF/CC的机构。通过这种多层次的方法，我们预计将加强指导 在我们T32的整个培训生态系统中实现卓越。

PROJECT SUMMARY Background: Culturally responsive mentorship acknowledges the prior experiences, socio-cultural contexts, and frames of reference that may inhibit the development of a science identity, sense of belonging and outcome expectations that are critical for the success and persistence of under-represented trainees in STEMM fields. The Harvard Education Program in Cancer Prevention and Control (5 T32 CA057711) identified enhancement of mentorship as one of its three specific aims at the time of the last competitive renewal. The Program partnered with the Center for the Improvement of the Mentored Experience in Research (CIMER) to enhance mentorship training, with the appointment of Dr. Frazier, a Principal Facilitator with CIMER, as a multiple PI of the T32. In addition, Dr. Chris Pfund, CIMER Director, joined the External Advisory Board. Over the last 2 years, the Program’s primary mentors have all undergone mentorship training using the CIMER Entering Mentoring curriculum composed of 6 core competencies. Objectives: 1) Enhance the professional development of our current trainees by creating a Sponsorship Program with our diverse and accomplished alumnae, assigning an alumnae sponsor to each of our current fellows. 2) Build the capacity for offering evidence-based mentor training by offering facilitator (leader) training of the Entering Mentoring curriculum developed by the Center for the Improvement in Mentored Experience in Research (CIMER) to our alumnae Sponsors and the rest (new mentors, secondary mentors, affiliated mentors) of our T32 mentors cohort, 3)Deepen the training of our mentors and alumni sponsors by focusing on “culturally- aware” mentorship by offering CIMER’s new Culturally Aware Mentoring curriculum. Methods: We plan to kick-off this work with a workshop on the State of the Science of Mentorship and an assessment of the current mentorship landscape within our T32. We plan to establish a Sponsorship Program for our current T32 fellows by recruiting Sponsors from our T32 Alumnae network. We will also offer Entering Mentoring to our Alumnae Network as part of establishing the Sponsorship program. We plan to increase the pool of CIMER-certified facilitators to meet the demand for mentorship training by offering training on how to facilitate (lead) the basic mentorship training course called Entering Mentoring. These trained facilitators can in turn train the rest of their research teams (dissemination). Finally, we plan to offer advanced training in “Culturally Aware Mentoring” with those from the above cohorts who have completed basic mentorship training. We will then evaluate this training program, and make plans to further disseminate it and imbed it within the institutions that comprise the DF/HCC. With this multi-tiered approach, we anticipate enhancing mentorship excellence across the entire training ecosystem of our T32.