Cultivating a Sustainable Neuroscience Research-Intensive Community to Build Equity

培育可持续的神经科学研究密集型社区以建立公平

• 批准号: 10333045
• 负责人: CHRISTOPHER M QUICK
• 金额: $ 24.09万
• 依托单位: TEXAS A&M UNIVERSITY
• 依托单位国家: 美国
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-02-01 至 2026-11-30
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10333045
• 关键词: Academia; Address; Adoption; Biomedical Research; Career Mobility; Certification; Characteristics; Communities; Community of Practice; Coupling; Development; Discipline; Economics; Effectiveness; Faculty; Fostering; Funding; Goals; Health; Human; Infrastructure; Institutes; Lead; Leadership; Mentors; Mission; Modeling; Neurosciences; Neurosciences Research; Participant; Persons; Postdoctoral Fellow; Preparation; Public Health; Research; Research Infrastructure; Research Personnel; Research Project Grants; Resources; Structure; Students; Texas; Training; Training Programs; Underrepresented Students; United States National Institutes of Health; Universities; apprenticeship; base; career; certificate program; cohort; college; cost; education research; empowerment; experience; faculty mentor; faculty research; graduate student; innovation; member; programs; recruit; skills; success; undergraduate research experience; undergraduate student

Strategies to “stop leaks” from a “diversity pipeline” based on faculty mentoring and ‘1-on-1 research apprenticeship’ lack scalability and sustainability to serve sufficient numbers of underrepresented undergraduates to achieve equity in the Neuroscience professoriate. Scarcities in research opportunities and faculty mentoring has disparate impacts on recruitment, selection, and retention in research labs; these are not manifestations of an unmet need to remediate deficits of underrepresented students, but an unmet need for a new research education model. The overall objective of this program is to create a self-sustaining Neuroscience Research-Intensive Community that: i) removes economic, institutional, and cultural barriers to undergraduate research opportunities; ii) provides graduate students and postdocs the professional leadership skills needed to succeed in academia; and, iii) cultivates a diverse multi-level research community dedicated to the success of its members. By coupling diverse teams of undergraduates seeking research opportunities with graduate students seeking leadership opportunities, a team of underrepresented faculty at Texas A&M University, College Station replaced the 1-on-1 mentoring model with a team-based model based on asset models and leadership. Within 5 years of implementation as an undergraduate biomedical research certificate program and as a graduate research leadership program, the model proved to be scalable, sustainable, and inclusive. The resulting infrastructure supported more than 1,200 students in AY 2019-2020, 41% of whom were underrepresented. The Texas A&M Institute of Neurosciences (TAMIN) will leverage this proven model to achieve the objectives by pursuing three specific aims: 1) Structure a community-based, large-scale Neuroscience Undergraduate Research Program that unlocks access to TAMIN labs; 2) Create a Neuroscience Research Leadership Program to prepare graduate students in TAMIN labs to lead diverse research teams and teach inclusive course-based undergraduate research experiences; and 3) Create a Neuroscience Research Directors Program to prepare postdoctoral scholars to lead diverse research labs and direct research education programs that build equity. By integrating courses, research experiences, and mentoring, overlapping leadership-based programs cross boundaries which segregates scholars at different career stages. The result will be an organic transition of an underrepresented undergraduate, who has not yet committed to a research career, to a faculty member, who leads diverse research labs and administers research education programs. The positive impacts of this proposal include: a) a diverse community that becomes self-sustaining after 5 years and trains a cohort of at least 3 post- docs, 36 graduate students and 144 undergraduates per year; b) an innovative training program that integrates recruitment, mentoring, professional development, and career transition from freshman to faculty; and, c) the empowerment of underrepresented change agents who propagate an innovative equity-building Neuroscience Research-Intensive Community across the nation.

基于“多样性渠道”的策略，基于“多样性”的指导和1研究学徒'缺乏可扩展性和无法在神经科学教授中获得足够数量的成就公平性。 ; i）自我维持的神经科学社区：i）消除了经济，研究所和文化障碍与研究生寻求领导机会的地下团队，以一对一的指导模式为基于资产模型和领导力的团队提供了5年的cate计划，并作为研究生研究领导力计划，该模型是一对一的指导模型。被证明是可扩展的，并且在2019 - 2020年中支持了1,200多名学生，其中有41％的人代表了德克萨斯A＆M神经科学研究所（Tamin）。 ）构建一个基于社区的大型神经科学研究计划Tamin Labs；计划领导多样化的研究实验室和直接的研究教育计划，以建立平等课程，研究经验和指导，基于领导力的计划跨越了学者的阶段。他尚未致力于研究职业，他领导了多样化的H实验室并管理研究教育计划。 -Docs RAM将招聘，指导，咨询发展和从新生到教师的职业过渡；