Advancing the Research Careers of Women and PEERs in Brain Science

在本科生、研究生和博士后早期阶段的神经科学研究中，妇女和因族裔和种族而被排除在外的人(同辈)的比例有所改善，但这些进展缓慢，对高层影响甚微。数据显示，同龄人和女性在博士后学习结束和进入独立职位时，从人才库中流失的比例不成比例。导致具有巨大潜力和希望的人才流失的根本原因是持续的，并在每个人的职业生涯中积累，但可以采取行动降低这些障碍。我们将利用布朗对公平和包容的承诺、在本科和博士前水平的培训中增强多样性和包容性的成功经验，以及来自脑科学和量化科学的教师的参与，以增强为神经科学研究做出贡献的高素质神经科学家的队伍。我们提出的新方案集中在三个关键领域：1)结构化的导师关系，2)专业和定量技能发展，以及3)支持的研究经验。该计划的目标是：培养一批极具竞争力和成功的同行和女性博士后实习生和初级教员，他们在神经科学研究方面表现出色，并成功过渡到下一个职业阶段(目标1)；创建一个充满活力的计划，以回应我们参与者的培训和指导需求，不断纳入全国各地的最佳实践，并传播超越布朗大学的结果和诀窍(目标2)；促进布朗大学及其他地方的文化，努力在科学培训和指导的所有方面实现平等和包容，并获得机会(目标3)。由参与者、导师、内部和外部顾问组成的多层次输入系统包括定期评估和反馈，为正在进行的计划改进提供信息。一项全面的传播计划将确保在布朗大学内外产生广泛的影响并促进根本性的文化变革，优先考虑科学培训的所有方面的公平和包容。通过将包容性实践构建到指导、研究和培训的结构中，参与的教职员工和指导团队将支持这种文化的持续发展。这些行动将培养一批有才华的神经科学家，他们将在研究生涯中取得进步，以推动发现、技术开发和创新，为诊断、治疗和治愈大脑和神经系统疾病和障碍做出贡献。

The representation of women and persons excluded due to ethnicity and race (PEER) in neuroscience research at undergraduate, graduate and early postdoctoral levels has improved, but these gains are slow, and they have had little effect at senior levels. Data show PEER and women are lost from the talent pool disproportionately toward the end of their postdoctoral studies and at entry to independent positions. The root causes that lead to the attrition of talented individuals, with great potential and promise, are ongoing and accumulate over the course of each individual's career, but actions can be taken to lower these barriers. We will leverage Brown’s commitment to equity and inclusion, successes in enhancing diversity and inclusion at undergraduate and pre- doctoral level training, and the participation of faculty from across brain and quantitative sciences to enhance the pool of highly qualified neuroscientists contributing to neuroscience research. We propose new programming focused on three key areas: 1) structured mentorship, 2) professional and quantitative skills development, and 3) supported research experiences. This plan aims to: cultivate a cohort of highly competitive and successful PEER and female postdoctoral trainees and junior faculty who excel in neuroscience research and who successfully transition to the next career phase (Aim 1); create a dynamic program that responds to training and mentoring needs of our participants, that continually incorporates best practices from across the country, and that disseminates the results and know-how beyond Brown (Aim 2); contribute to a culture at Brown and beyond that strives for equity and inclusion in all aspects of scientific training and mentorship, and access to opportunities (Aim 3). A system of multi-level input from participants, mentors, internal and external advisors include regular assessment and feedback that inform ongoing program improvements. A comprehensive dissemination plan will ensure broad impact and contribute to fundamental cultural change, at Brown University and beyond, that prioritizes equity and inclusion in all aspects of scientific training. By building inclusive practices into the fabric of mentoring, research, and training, participating faculty and mentoring teams will support the continued growth of such a culture. These actions will develop cohorts of talented neuroscientists who will progress in research careers to advance discoveries, technology development, and innovations that contribute to diagnoses, treatments and cures for diseases and disorders of the brain and nervous system.