Research Supplements to Promote Diversity in Health-Related Research

科学团队的多样性已被证明可以提高研究生产力和创造力， 劳动力缺乏多样性。已经采取了一系列使劳动力多样化的办法， 例如BUILD和NRMN的努力，但是我们仍然缺乏科学证据来证明哪种方法有效 最有效的，与谁，以及持续多久。展望未来，我们需要两种新的多样化方法， 劳动力和更好的方法来评估他们的有效性。这项研究旨在测试一种干预措施（职业生涯 教育和增强研究多样性（CEED））专为博士后和初级教师谁是 在全国范围内，与健康有关的科学的代表性不足。CEED旨在改善心理 通过增加他们的希望，效率，弹性和乐观，来增加代表性不足的学员的资本。这些技能 多次被证明会影响态度和表现。我们提出了一个集群随机 对照试验，以测试CEED干预与26个机构。我们将规范干预， 可以在整个治疗部位一致地实施。治疗中心的近同伴导师将 接受职业指导和导师培训，以便他们能够更有效地提供干预措施。我们将 跟踪参与者两年，研究CEED的影响。我们还将研究导致 参与者通过使用参与者访谈进行定性研究而取得成功。最后，当审判 结束后，我们将把干预措施分发给候补名单控制机构以及其他机构， 广泛传播。我们的工作旨在改善博士后，研究员和初级教师的文化， 在生物医学研究劳动力中使用近同行和同行指导的代表性不足（UR）， 一个月的计划，已成功地保留UR在学术界和研究生涯。通过培训 我们让他们成为榜样。此外，通过测试 通过严格的实验设计，我们将能够识别出一个 这是CEED发挥作用的潜在机制。 建设研究将支持多样化的劳动力与多样性补充的所有阶段， 教育泰勒马西斯目前是匹兹堡大学统计学专业的大二（本科）学生 荣誉学院。她将通过参与定性访谈编码和 分析，并将进行相关的文献综述。这些都是马西斯女士不会得到的领域 指导与她目前的培训计划，是重要的理解如何定性研究 努力促进科学研究。这一经验将是一个重要的资产，马西斯女士，因为她 准备她在流行病学MPH程序的应用程序。

Diversity on science teams has been shown to increase research productivity and creativity yet the scientific workforce lacks sufficient diversity. A range of approaches to diversifying the workforce have been initiated, such as the BUILD and NRMN efforts, however we still lack scientific evidence as to which approaches work most effectively, with whom, and for what duration. Going forward, we need both new methods for diversifying the workforce and better ways to assess their effectiveness. This study seeks to test an intervention (Career Education and Enhancement for research Diversity (CEED)) designed for postdocs and junior faculty who are underrepresented in health-related sciences on a national basis. CEED aims to improve the Psychological Capital of underrepresented trainees by increasing their hope, efficacy, resilience, and optimism. These skills have repeatedly been shown to impact attitudes and performance. We propose a cluster randomized controlled trial to test the CEED intervention with 26 institutions. We will standardize the intervention so that it can be implemented consistently across the treatment sites. Near-peer mentors at the treatment sites will receive career coaching and mentor training so that they can deliver the intervention more effectively. We will follow participants for two years to study the impact of CEED. We will also study the factors that contribute to the participants success by engaging in qualitative research using participant interviews. Finally, when the trial is concluded, we will disseminate the intervention to the wait-list controls as well as other institutions for a broad dissemination. Our work aims to improve the culture for postdocs, fellows, and junior faculty who are underrepresented (UR) in the biomedical research workforce using near-peer and peer mentoring with a 12- month program that has been successful at retaining UR in academia and in research careers. By training near-peer mentors to offer the intervention, we empower them as role models. Additionally, by testing the effects of CEED on Psychological Capital through a rigorous experimental design, we will be able to identify a potential mechanism through which CEED works. The Building Up study will support diversifying the workforce with diversity supplements at all stages of education. Taylor Mathis is currently sophomore (undergraduate) in Statistics at the University of Pittsburgh Honors College. She will work with the Building Up study by participating in qualitative interview coding and analysis and will conduct an associated literature review. These are areas that Ms Mathis will not receive instruction in with her current training program and are important for understanding how qualitative research efforts contribute to scientific research. This experience will be a significant asset to Ms. Mathis as she prepares her application for the MPH program in Epidemiology.