Vanderbilt FIRST - Elevating Excellence and Transforming Institutional Culture

科学劳动力的多样性一直是一个长期的挑战，缺乏进展会产生负面影响。 创新，科学发现，最终是公共健康。尽管不断作出努力， 国家的科学研究能力仍然很低。范德比尔特准备在这一经验的基础上， 更多的种族和民族多样性 在我们的科研人员中。范德比尔特学院 招聘可持续转型计划（V-FIRST）将利用大量新的机构 致力于多样性和包容性，并将建立在先前的成功，招聘女教师和黑人， 拉丁裔博士后研究员，以优化招聘和保留黑人，拉丁裔，美洲印第安人，和太平洋 岛民教师。通过承诺机构资金与NIH FIRST资金的3：1匹配，V-FIRST将 从少数民族和族裔群体中招募至少18名终身教职人员。拥有领导团队 由主要机构领导人组成，他们在招聘、发展 指导和赞助来自少数群体的教师，我们将实现这些目标： 总体目标1：查明并消除阻碍充分参与、提高地位、 和学术界种族多元化教师的繁荣。我们将实施可持续和渐进的 机构政策，加强多样化的教师招聘，保留，晋升和终身教职，并雇用跨- 机构战略，以培养包容性，凝聚力和归属感。 总体目标2：在一系列的三个集群招聘中，招聘18-20名终身教职，早期职业生涯的科学教师 他们是黑人，拉丁裔，美洲印第安人和太平洋岛民，并建立一个支持和培育 为他们的成功创造环境。使用公平框架，我们将实施一个包容性的搜索过程， 积极主动地确定早期职业黑人，拉丁美洲人，美洲印第安人和太平洋岛民科学家，公平 评估申请，消除申请障碍，并提供资源充足的启动包。 总体目标3：有效地指导，保留和支持不同的早期职业生涯的科学教师晋升 终身教职除了范德比尔特庞大的教师发展资源外，我们还将为V-FIRST教师提供 一个多层次的指导和国家承认的资深科学家作为赞助商。我们将减少孤立， 增加社区与社会和文化相关的活动，使V-FIRST教师茁壮成长的感觉。 总体目标4：全面评估V-FIRST的招聘流程、职业发展活动和 V-FIRST对范德比尔特文化的影响。使用公平透镜，我们将确定 V-FIRST计划通过过程和结果指标来衡量多个层面变化，包括 教师发展，指导和关系，以及机构政策，实践和文化。我们将使用 通过评估收集的数据，为正在进行的项目改进和机构变革提供信息。

Scientific workforce diversity has been a longstanding challenge, and lack of progress negatively impacts innovation, scientific discovery, and ultimately public health. Despite ongoing efforts, racial diversity among the nation’s scientific research faculty remains low. Vanderbilt is well poised to build on this experience and achieve more racial and ethnic diversity among our scientific research faculty. The Vanderbilt Faculty Institutional Recruitment for Sustainable Transformation Program (V-FIRST) will leverage substantial new institutional commitments to diversity and inclusion, and will build on prior success, recruiting women faculty and Black and Latinx postdoctoral fellows, to optimize recruitment and retention of Black, Latinx, American Indian, and Pacific Islander faculty. With commitment of a 3:1 match of institutional dollars to NIH FIRST dollars, V-FIRST will recruit at least 18 tenure-track faculty from minoritized racial and ethnic groups. With a leadership team comprised of key institutional leaders who are highly committed to and experienced in recruiting, developing, mentoring and sponsoring faculty from minoritized groups, we will achieve these goals: Overall Aim 1: Identify and eliminate organizational barriers that impede full participation, advancement, and thriving of racially diverse faculty in academia. We will implement sustainable and progressive institutional policies that enhance diverse faculty hiring, retention, promotion, and tenure, and employ cross- institutional strategies to cultivate inclusivity, cohesion, and belonging. Overall Aim 2: In a series of three cluster hires, recruit 18-20 tenure-track, early-career scientific faculty who are Black, Latinx, American Indian, and Pacific Islander, and establish a supportive and nurturing environment for their success. Using an equity framework, we will implement an inclusive search process that proactively identifies early career Black, Latinx, American Indian, and Pacific Islander scientists, equitably evaluates applications, removes barriers to applying, and provides well-resourced start-up packages. Overall Aim 3: Effectively mentor, retain, and support diverse early-career scientific faculty to promotion with tenure. In addition to Vanderbilt’s vast faculty development resources, we will provide V-FIRST faculty with a multi-tier mentoring and nationally recognized senior scientists as sponsors. We will reduce isolation and increase sense of community with social and culturally-relevant activities that enable V-FIRST faculty to thrive. Overall Aim 4: Comprehensively evaluate V-FIRST’s hiring process, career development activities and the impact of V-FIRST on Vanderbilt’s culture. Using an equity lens, we will determine the effectiveness of the V-FIRST program through process and outcome indicators that measure change at multiple levels, including faculty development, mentoring and relationships, and institutional policies, practices, and culture. We will use data collected through evaluation to inform ongoing program improvement and institutional change.