UAB/Tuskegee Faculty Institutional Recruitment for Sustainable Transformation (UAB/TU FIRST) Partnership (NIH U54)

阿拉巴马大学伯明翰分校(UAB)/塔斯基吉大学(TU)的首要目标 学院招聘促进可持续转型(第一个)伙伴关系是创建系统性和 可持续的文化变革，以进一步支持这两个机构在研究方面的包容性优秀。在我们的 以健康差距为主题，我们将建立一个致力于包容性卓越的科学家社区，通过 招聘12名致力于促进多样性和包容性并有兴趣解决 健康差距。这些教师将在代表研究实力和领域的3-4个集群中招聘 我们机构的机遇：癌症、肥胖症和糖尿病、心血管疾病和神经科学。 项目雇员将被指定为本杰明-卡弗科学家，以表彰两名突破障碍的调查员 领导人-里贾纳·本杰明，医学博士和乔治·华盛顿·卡弗。我们的科学家将被一个 全面的支持基础设施，包括赞助商、导师、职业教练、机构研究 航海员和职业发展机会，帮助他们缓解 招聘新员工，加快协作网络和同行支持的发展。 我们已经针对我们的活动和支持机制，以确保它们影响到所有层面 个人、人际、组织、社区和社会生态模式的影响 政策。所有层次都体现在以下具体目标上：1)招聘和聘用本杰明-卡弗集群 致力于在共同研究需要的领域促进多样性、公平性和包容性的科学家 并通过实施个人职业发展计划来支持他们，并加强科学指导， 职业指导，并倡导赞助；2)通过办公室为新教师提供更多支持 综合研究支持，研究导航员将帮助新教师协调赞助商、导师、 和职业指导支持；将新教员与现有支持资源联系起来；并帮助新教员 与提案制定和拨款管理相关的后勤、财务和监管事务；3)提供 专业发展和联网的更多机会，包括多样化和包容性 研究社区合作实验室，帮助教师建立同行合作网络；4)扩展一系列 UAB和Tuskegee的多样性和包容性计划，帮助培养系统和可持续的文化 变革；5)改变体制政策和环境，以支持可持续的体制文化 变革，包括支持多样化和包容性招聘和留用的举措；以及6)评价大学/工会 第一伙伴关系，并与第一协调和评价中心(CEC)合作，以确定是否 这种教师招聘、赞助、持续指导和专业人员的队列和集群设计模式 发展，嵌入到创建包容的优秀学术文化的计划中，产生 机构文化的衡量标准发生了重大变化。

The overarching goal of the University of Alabama at Birmingham (UAB)/Tuskegee University (TU) Faculty Institutional Recruitment for Sustainable Transformation (FIRST) Partnership is to create systemic and sustainable culture change to further support inclusive excellence in research at both institutions. Within our theme of Health Disparities, we will build a community of scientists committed to inclusive excellence by recruiting 12 early-career faculty committed to promoting diversity and inclusion and interested in addressing health disparities. These faculty will be hired across 3-4 clusters representing areas of research strength and opportunity across our institutions: cancer, obesity and diabetes, cardiovascular disease, and neuroscience. Program hires will be designated as Benjamin-Carver Scientists in honor of two barrier-breaking investigator leaders – Regina Benjamin, MD and George Washington Carver. Our Scientists will be surrounded by a comprehensive support infrastructure including sponsors, mentors, career coaches, institutional research navigators, and professional development opportunities to help them mitigate the difficulties experienced by new hires and accelerate the development of collaborative networks and peer support. We have targeted our activities and support mechanisms to ensure that they impact all levels of influence in the Social Ecological Model including Individual, Interpersonal, Organizational, Community and Policy. All levels are reflected in the following specific aims: 1) recruit and hire clusters of Benjamin-Carver Scientists who are committed to advancing diversity, equity, and inclusion in areas of shared research need and support them by implementing individual career development plans, enhanced with scientific mentoring, career coaching, and advocate sponsorship; 2) provide enhanced support for new faculty through an Office of Integrated Research Support in which Research Navigators will help new faculty coordinate sponsor, mentor, and career coaching support; connect new faculty to existing support resources; and assist new faculty with logistic, fiscal, and regulatory matters related to proposal development and grants management; 3) provide extended opportunities for professional development and networking, including a diverse and inclusive Research Community Collaboratory to help faculty build a collaborative network of peers; 4) expand a series of diversity and inclusion programs at both UAB and Tuskegee to help foster systemic and sustainable cultural change; 5) institute changes to institutional policies and environment to support sustainable institutional culture change, including initiatives to support diverse and inclusive hiring and retention; and 6) evaluate the UAB/TU FIRST Partnership and work with the FIRST Coordination and Evaluation Center (CEC) to determine whether this cohort and cluster design model of faculty hiring, sponsorship, continual mentoring, and professional development, embedded within programs to create academic cultures of inclusive excellence produces significant change in metrics of institutional culture.