Building Up

摘要 科学团队的多样性已被证明可以提高研究效率和创造力 科学工作者缺乏足够的多样性。实现多元化的一系列方法 劳动力已经开始，例如建立和NRMN的努力，但我们仍然缺乏 关于哪种方法最有效、与谁合作以及为了什么而有效的科学证据 持续时间。展望未来，我们既需要使劳动力多样化的新方法，也需要更好的方法 评估其有效性的方法。本研究旨在测试一项干预措施(职业教育和 增强研究多样性(CEED))专为博士后和初级教员设计 在国家基础上，在与健康相关的科学领域的代表性不足。CEED的目标是改善 通过提高受训者的希望、效率、韧性、 和乐观主义。这些技能一再被证明会影响态度和表现。 我们提出了一项整群随机对照试验，以检验CEED干预的26 机构。我们将规范干预，使其得到一致的实施 穿过治疗地点。治疗地点的近同行导师将接受职业指导 以及指导培训，以便他们能够更有效地提供干预。我们会跟随 参与者为期两年，研究CEED的影响。我们还将研究以下因素： 通过利用参与者参与定性研究，为参与者的成功做出贡献 采访。最后，当审判结束时，我们将向等待的人传播干预- 名单控制以及其他机构进行广泛传播。我们的工作旨在改进 博士后、研究员和初级教职员工的文化 使用近同行和同行指导的生物医学研究人员，为期12个月 这在学术界和研究事业中成功地保留了UR。通过近距离训练- 同伴导师提供干预，我们赋予他们作为榜样的能力。此外，由 通过严格的实验设计测试CEED对心理资本的影响 将能够确定CEED工作的潜在机制。

Abstract 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.