Strengthening mentorship for sexual and gender minority health researchers

加强对性和性别少数健康研究人员的指导

• 批准号: 10605454
• 负责人: Brittany Michelle Charlton
• 金额: $ 41.5万
• 依托单位: HARVARD PILGRIM HEALTH CARE, INC.
• 依托单位国家: 美国
• 财政年份: 2021
• 资助国家: 美国
• 起止时间: 2021-05-16 至 2026-02-28
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10605454
• 关键词: Address; Administrative Supplement; Award; Communication; Competence; Data; Development; Disadvantaged; Discipline of obstetrics; Discrimination; Educational Curriculum; Environment; Ethnic Origin; Evaluation; Face; Faculty; Funding; Gender Identity; Health Disparities Research; Mentors; Mentorship; Outcome; Parents; Population; Postdoctoral Fellow; Productivity; Public Health; Race; Research; Research Personnel; Resources; Science; Series; Sex Orientation; Sexual and Gender Minorities; Structure; Students; Training; Training Programs; Underrepresented Populations; United States National Institutes of Health; Work; base; career; career development; cohort; ethnic minority; evidence base; expectation; experience; faculty mentor; gender minority health; health disparity; health disparity populations; improve minority health; improved outcome; learning strategy; next generation; peer; perinatal health; programs; racial and ethnic; satisfaction; social inequality; transgender women; women of color

Quality mentorship leads to improved outcomes, including productivity and career satisfaction, for both mentees and mentors in the biomedical sciences. Inadequate mentorship has proven to be the most insurmountable obstacle in a researcher's career development, particularly for mentees from groups that are underrepresented in the biomedical sciences. For example, white investigators are more likely than racial/ethnic minority peers to win NIH R01 awards and inadequate mentoring is the primary obstacle to obtaining that funding. Despite the evidence around the importance of excellent mentorship, little is known about mentorship for researchers who focus on health disparity populations, particularly sexual and gender minorities. This gap is troubling because researchers who focus on health disparity populations are often multiply marginalized based on their own gender identity, sexual orientation, race/ethnicity, and other axes of social inequality. Evidence shows that even experienced mentors learn strategies for more effective mentoring from existing curricula (e.g., Entering Mentoring). However, these curricula do not fully address the needs of researchers who focus on health disparity populations, nor do they comprehensively address ways that mentorship can help multiply marginalized researchers (e.g., transgender women of color) overcome the systemic disadvantage they face in health disparities research. Mentorship and training are central to the R01 parent award, which is focused on sexual orientation-related disparities in obstetrical and perinatal health. In the first year of the parent award, our team adapted some of the best mentoring practices and evidence-based curricula into a program that addresses the needs of mentees focused on health disparity populations and from underrepresented groups. Under the title of the Harvard Sexual and Gender Minority Health Mentoring Program, the inaugural cohort of faculty mentors piloted this curriculum in spring 2022 through a series of six 90-minute professional development sessions. The curriculum is structured around seven core competencies (e.g., aligning mentor-mentee expectations, maintaining effective communication, addressing equity and inclusion). While we collected rich evaluation data in this pilot, we do not have the resources to evaluate that data, nor to disseminate the curriculum. However, with the support of this administrative supplement, we can meet our proiect obiective to evaluate, refine, and disseminate the curriculum, Additionally, we will develop two, parallel mentor training curricula for other constituencies-postdoctoral fellows and students. Along with faculty, these groups are critical to changing the current mentorship culture from one that is ad hoc to one that is intentional, inclusive, and effective. This project will produce the first mentor training program focused on sexual and gender minority health which will bolster the next generation of health disparities researchers, thereby improving minority health. Such mentor trainings and the subsequent retention of underrepresented scholars will also have a broader impact by creating more inclusive environments throughout the wider biomedical enterprise.

高质量的指导可以改善结果，包括生产力和职业满意度 生物医学科学领域的受训者和导师。事实证明，指导不足是最难以克服的 研究人员职业发展的障碍，特别是对于来自代表性不足群体的受训者 在生物医学科学中。例如，白人调查员比种族/族裔调查员更有可能 少数族裔同行赢得 NIH R01 奖项，而指导不足是获得该资金的主要障碍。 尽管有证据表明优秀指导的重要性，但人们对指导的了解却很少。 关注健康差异人群，特别是性少数群体的研究人员。这个差距是 令人不安的是，因为专注于健康差异人群的研究人员往往是基于多重边缘化的 他们自己的性别认同、性取向、种族/民族以及社会不平等的其他轴心。证据 表明即使是经验丰富的导师也能从现有课程中学习更有效指导的策略 （例如，进入指导）。然而，这些课程并没有完全满足专注于研究的研究人员的需求。 关于健康差异人口，也没有全面解决指导可以帮助增加人口数量的方式 边缘化研究人员（例如，有色人种跨性别女性）克服了她们在研究中面临的系统性劣势 健康差异研究。指导和培训是 R01 家长奖的核心，该奖项的重点是 产科和围产期健康方面与性取向相关的差异。在家长奖的第一年，我们 团队将一些最佳指导实践和循证课程改编成一个项目，解决 受训者的需求集中于健康差异人群和代表性不足的群体。在下面 哈佛性与性别少数群体健康指导计划的名称，首届教师队伍 导师于 2022 年春季通过一系列 6 个 90 分钟的专业发展课程试行了该课程 会议。课程围绕七项核心能力构建（例如，调整导师与学员的期望、 保持有效的沟通，解决公平和包容问题）。在我们收集到丰富评价的同时 我们没有资源来评估该试点数据，也没有资源来传播课程。 然而，在本行政补充文件的支持下，我们可以实现我们的项目目标来评估， 完善和传播课程，此外，我们将开发两个平行的导师培训课程 其他选区——博士后研究员和学生。与教师一样，这些团体对于变革至关重要 当前的导师文化从一种临时性的文化转变为一种有意的、包容性的和有效的文化。 该项目将产生第一个专注于性和性别少数群体健康的导师培训计划， 将支持下一代健康差异研究人员，从而改善少数族裔的健康。这样的导师 培训和随后保留代表性不足的学者也将产生更广泛的影响 在更广泛的生物医学企业中创造更具包容性的环境。