Enhancing Culturally Responsive Mentorship in the T32 Training Environment

项目摘要 背景：对文化敏感的指导承认以前的经验，社会文化背景， 以及可能会抑制科学身份、归属感和成果的发展的参考框架 这些期望对于STEM领域代表性不足的学员的成功和坚持至关重要。 哈佛癌症预防和控制教育项目（5 T32 CA 057711）确定了增强 在最后一次竞争性续约时，导师制是其三个具体目标之一。程序 与研究指导经验改善中心（CIMER）合作， 导师培训，任命CIMER的主要协调人Frazier博士为多个PI， T32。此外，CIMER主任Chris Pfund博士加入了外部咨询委员会。在过去2 多年来，该计划的主要导师都经历了导师培训使用CIMER进入 指导课程由6个核心能力组成。 目标：1）通过建立赞助机制，促进现有学员的专业发展 计划与我们的多元化和有成就的校友，分配一个校友赞助商，我们目前的每一个 伙计们2)通过提供以下方面的促进者（领导者）培训，建设提供循证导师培训的能力 指导经验改善中心开发的入门指导课程， 研究（CIMER）给我们的校友赞助商和其他人（新导师，二级导师，附属导师） 我们的T32导师队列，3）深化我们的导师和校友赞助商的培训，重点是“文化- 通过提供CIMER新的文化意识导师课程， 方法：我们计划启动这项工作的指导和一个国家的科学研讨会， 评估我们T32中当前的导师环境。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。我们还将提供进入 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 一批CIMER认证的辅导员，通过提供关于如何 促进（领导）基本指导培训课程，称为入门指导。这些训练有素的辅导员可以在 反过来培训其研究团队的其他成员（传播）。最后，我们计划提供高级培训， “文化意识辅导”与那些从上述同期谁完成了基本的辅导培训。 然后，我们将评估这一培训计划，并制定计划，进一步传播它，并将其嵌入 包括DF/HCC的机构。通过这种多层次的方法， 在我们的T32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.