Ensuring success in academia for underrepresented faculty to advance biomedical science research

摘要 在过去的几十年里，报告的颜色学院的经历几乎没有改变 白人机构(PWI)。在PWI的代表不足的少数民族(URM)学者经常与许多 影响他们的研究成功和生产力的挑战。有经验支持的问题是 在学术界和生物医学工作队伍中招聘和留住URM教师。教师晋升和教师队伍 研究效率与心理健康密切相关。根据定义，最好的教职员工 通过拥有高水平的社会支持、指导、增强的机构归属感和 令人满意的工作与生活平衡在学术界是最成功的。有几个项目主要集中在 关于增加本科生到研究生和博士后学者的管道，在 新的和职业生涯中期终身教职跟踪教师的培训和指导需求，这些教师经常感到孤立和被贬低 他们的本土机构。URM教师的成功在很大程度上是由知识加上动力、自我 功效和切实的支持。培育教师成才社区的首要目标 公平和科学成功(ACCESS)计划，专注于职业生涯中的种族/民族URM学者 PWIS的发展轨迹是为教师提供成功的生物医学科学所需的工具和资源 领袖们。教师准入计划将以健康和弹性为中心，为多名边缘群体提供 教职员工坚持推进生物医学研究，尽管有系统的、机构的、文化的和 环境挑战。为此，目标是1)为URM提供编程和指导 PWIS的教职员工以健康为中心，专注于技能建设，以增加严谨的研究 生产力，2)提供有针对性的赠款编写培训，以增加URM提交的NIH赠款 学院，3)为受训学员提供一个由市建局资助的教师导师网络，以加强社交 和切实的支持。教师准入计划的预期结果是促进技能发展 通过健康进行严格的研究，以增加出版物产出，增加NIH拨款申请，并 重新提交，并支持和准备教师的晋升和终身教职过程。其他结果 包括增加归属感、自我效能感、减少压力、增加社交和职业 网络。首要目标是促进URM教员的成功，并增加在生物医学领域的留存 研究领域，这是国立卫生研究院在结束结构性种族主义的斗争中的一个明确优先事项。

ABSTRACT Over the past several decades, little has changed in reported experiences of faculty of color at predominately white institutions (PWIs). Underrepresented minority (URM) scholars at PWIs often contend with numerous challenges that impact their research success and productivity. There are empirically supported problems with recruiting and retaining URM faculty in academia and the biomedical workforce. Faculty advancement and faculty research productivity are closely intertwined with psychological wellness. Faculty that are most well, as defined by having high levels of social support, mentoring, an enhanced sense of belonging at their institution and a satisfactory work-life balance are the most successful in academia. There are several programs largely focused on increasing the pipeline from undergraduate to graduate and post-doctoral scholars, leaving a gap in the training and mentoring needs of new and mid-career tenure-track faculty that often feel isolated and devalued at their home institutions. Success for URM faculty is largely driven by knowledge coupled with motivation, self- efficacy, and tangible support. The overarching goal of the Faculty Accomplished Community that Cultivates Equity and Success in Science (ACCESS) Program, focused on racial/ethnic URM scholars across the career trajectory at PWIs, is to provide faculty with tools and resources needed to be successful biomedical scientific leaders. The Faculty ACCESS Program will center wellness and resiliency to equip multiple marginalized faculty members to persist towards advancing biomedical research despite systemic, institutional, cultural, and environmental challenges. To this end, the objectives are 1) To provide programming and mentoring for URM faculty at PWIs centering wellness and focused on skill building to increase rigorous research productivity, 2) To provide targeted training in grant-writing to increase NIH grant submissions by URM faculty, 3) To provide a network of funded URM faculty mentors for trainee participants to enhance social and tangible support. Expected outcomes of the Faculty ACCESS Program are to facilitate skill development in rigorous research through wellness to increase publication outputs, increase NIH grant submissions and resubmissions, and support and prepare faculty for the promotion and tenure processes. Additional outcomes include increased sense of belonging, self-efficacy, reduced stress, and increased social and professional networks. The overarching goal is to facilitate success of URM faculty and increase retention in the biomedical research field which is a stated priority for NIH in the fight to end structural racism.