Faculty Initiative for Improved Recruitment, Retention, and Experience (FIIRRE)

改善招聘、保留和经验的教师倡议 (FIIRRE)

• 批准号: 10493577
• 负责人: Coretta M. Jenerette
• 金额: $ 44.7万
• 依托单位: UNIVERSITY OF SOUTH CAROLINA AT COLUMBIA
• 依托单位国家: 美国
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-09-01 至 2027-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10493577
• 关键词: Accountability; Address; African American; Area; Attitude; Biomedical Research; Black race; Businesses; Climate; Collection; Communities; Complement; Creativeness; Development; Development Plans; Discipline of Nursing; Effectiveness; Elements; Ensure; Environment; Ethnic Origin; Evaluation; Faculty; Goals; Grant; Health Sciences; Incentives; Incubators; Individual; Infrastructure; Institution; Institutional Policy; Institutional Practice; Institutional Racism; Intervention; Leadership; Lesbian Gay Bisexual Transgender; Lesbian Gay Bisexual Transgender Queer Questioning; Letters; Link; Measures; Mentors; Modeling; Nationalities; Nursing Faculty; Persons; Policies; Process; Public Health Schools; Questioning individuals; Race; Recording of previous events; Research; Resources; Science; Sex Bias; South Carolina; Strategic Planning; Surveys; System; Teacher Professional Development; Training; Universities; Woman; cohort; college; diversity and equity; diversity and inclusion; early-career faculty; environmental change; evidence base; experience; faculty mentor; health disparity; health equity; improved; innovation; instrument; peer; people of color; professor; programs; queer; recruit; response; success; tenure track; working group

PROJECT SUMMARY Diversity enhances creativity and innovation in research, but biomedical research institutions have generally failed to effectively incorporate minoritized groups, such as individuals who identify as people of color, women, and lesbian, gay, bisexual, transgender, or queer/questioning (LGBTQ) persons. Earlier diversity efforts focused exclusively on intensified recruitment of minoritized faculty, mentoring, and training, but many institutions did not sustain their success because of insufficient change in institutional environments, systems, and culture. Over the past two years, the leadership of the University of South Carolina (UofSC) has been intentional about transforming the institutional culture to one that embraces and expects a climate of diversity, equity, and inclusion (DEI). UofSC’s Strategic Plan, released in 2020, includes eight priorities which were developed, vetted, and revised with intense participation of the campus community. The priorities include Strategic Priority #2 “Assemble and cultivate a world class faculty and staff” and #4 “Cultivate a more diverse, equitable and inclusive campus culture.” UofSC has demonstrated increased commitment to diversity in multiple ways, including hiring UofSC’s first Black/African American Provost and elevating the Chief Diversity Officer to the level of a Vice President. These efforts reflect UofSC’s campaign to identify and remove factors supporting systemic racism and gender-bias across all campus endeavors. In response to RFA-RM-21-025, we have developed the Faculty Initiative for Improved Recruitment, Retention & Experience (FIIRRE) using a systems science informed multi-level approach. FIIRRE aims to: (1) Develop, cultivate, and implement institutional programs and practices that become self-reinforcing in promoting inclusive excellence; (2) Achieve significant and sustainable institutional culture change that supports inclusive excellence; (3) Recruit, nurture, and retain a cohort of ten new tenure-track Assistant Professors who are committed to inclusive excellence; and (4) Collaborate with other FIRST awardees and the FIRST Coordination and Evaluation Center in this multi-center initiative. The 10 tenure-track faculty will constitute the FIRST cohort at UofSC and will be recruited as a cluster hire within the area of health disparities and equity research. The FIIRRE Administrative Core, Faculty Development Core, and the Evaluation Core serve complementary purposes in support of these overarching aims. Initiated by two of UofSC’s leading health science units, the Arnold School of Public Health and the College of Nursing, FIIRRE will serve as an incubator and facilitator of institutional change. FIIRRE leadership is varied in race/ethnicity, academic rank, nationality, and institutional history, with over a decade of experience working together in research and administrative capacities, helping to ensure FIIRRE’s success. Strong existing connections with established diversity initiatives on campus will help complement and bolster FIIRRE goals, as will the unwavering institutional commitment to inclusive excellence by UofSC’s leadership.

项目概要 多样性增强了研究的创造力和创新性，但生物医学研究机构普遍存在 未能有效地将少数群体纳入其中，例如有色人种、妇女、 以及女同性恋、男同性恋、双性恋、跨性别者或酷儿/质疑者 (LGBTQ) 早期的多元化努力。 重点是加强少数族裔教师的招聘、指导和培训，但许多 由于体制环境、制度、 在过去的两年里，南卡罗来纳大学 (UofSC) 的领导地位一直在提升。 有意将机构文化转变为拥抱并期望多元化氛围的文化， 2020 年发布的 UofSC 战略计划包括八项优先事项： 在校园社区的积极参与下制定、审查和修订。 战略重点#2“组建和培养世界一流的教职员工”和#4“培养更加多元化、 “南卡罗莱纳大学体现了公平和包容的校园文化。” 多种方式，包括聘请南卡罗莱纳大学第一位黑人/非裔美国人教务长以及提升首席多元化 这些努力反映了南卡罗莱纳州大学为识别和消除因素而开展的活动。 支持所有校园活动中的系统性种族主义和性别偏见，以回应 RFA-RM-21-025， 我们制定了“改进招聘、保留和经验的教师计划”(FIIRRE) FIIRRE 旨在： (1) 开发、培养和实施系统科学的多层次方法。 (2) 实现在促进包容性卓越方面自我强化的机构计划和实践； (3) 招募、培养、 并保留十名新的终身教授助理教授，他们致力于实现包容性卓越； (4) 与其他 FIRST 获奖者以及 FIRST 协调与评估中心在此方面进行合作 这 10 名终身教职人员将构成南卡罗莱纳大学的第一批教师，并将 FIIRRE 行政部门被招募为健康差异和公平研究领域的集群雇员。 核心、教师发展核心和评估核心具有互补的目的，以支持这些 由南卡罗莱纳大学两个领先的健康科学单位阿诺德公共卫生学院发起。 FIIRRE 和护理学院将充当制度变革的孵化器和促进者。 领导力因种族/族裔、学术等级、国籍和机构历史而异，有十多年的领导经验 在研究和管理方面的合作经验，有助于确保 FIIRRE 的成功。 与校园内既定的多元化举措之间的牢固现有联系将有助于补充和加强 FIIRRE 目标，以及南卡罗来纳大学领导层对包容性卓越的坚定机构承诺。