Maximizing Investigator's Research Award: Diversifying the Scientific Workforce

最大限度地提高研究者的研究奖：科学队伍的多元化

• 批准号: 9912170
• 负责人: MOLLY L. CARNES
• 金额: $ 33.45万
• 依托单位: UNIVERSITY OF WISCONSIN-MADISON
• 依托单位国家: 美国
• 财政年份: 2017
• 资助国家: 美国
• 起止时间: 2017-06-05 至 2022-03-31
• 项目状态: 已结题
• 来源: https://reporter.nih.gov/project-details/9912170
• 关键词: Action Research; Address; Award; Awareness; Behavioral Research; Biomedical Research; Climate; Clinical Research; Conscious; Consequentialism; Critiques; Data Set; Discipline; Economics; Education; Educational workshop; Effectiveness; Engineering; Evaluation; Faculty; Funding; Gatekeeping; Grant; Habits; Hour; Individual; Intervention; Interview; K-Series Research Career Programs; Linguistics; Manuscripts; Medicine; Mentors; Methods; Mind; Mollies; National Institute of General Medical Sciences; Outcome; Pattern; Peer Review; Psychology; Public Health; Race; Research; Research Personnel; Research Support; Schools; Science; Scientist; Sex Bias; Shapes; Site; Sociology; Stereotyping; Study Section; System; Talents; Testing; Text; Translating; Unconscious State; United States National Institutes of Health; Universities; Video Games; Video Recording; Wisconsin; Woman; base; career; computer science; effective intervention; ethnic minority population; evidence base; experience; knowledge base; men; professor; programs; public health relevance; racial and ethnic; racial bias; text searching

PROJECT SUMMARY/ABSTRACT This is an application for a Maximizing Investigator's Research Award (MIRA) submitted by Professor Mary (Molly) Carnes at the University of Wisconsin-Madison. Dr. Carnes' research program focuses on diversifying the scientific workforce. She has consistently taken a systems approach, conducting action research with multi-tiered interventions at the individual and institutional level. With funding from NIGMS since 2009, her research has focused on the myriad ways cultural stereotypes impede the entry, persistence, and advancement of all women and underrepresented racial/ethnic minority men and women in academic medicine, science, and engineering. Often outside of conscious awareness, stereotypes can shape the decisions of those in the scientific workforce who determine who to fund, mentor, admit or hire and also influence potential scientists-to-be, who need to determine whether a career in science is right for them and whether they “fit” in the scientific workforce. Hallmarks of Dr. Carnes' research have been deploying methods appropriate to the research question (experimental, quasi-experimental, and qualitative), engaging researchers from multiple other disciplines (e.g., sociology, psychology, education, systems engineering, linguistics, public health, computer science), developing and testing theoretically-informed interventions, translating evidence-based strategies into practice, and studying the impact of implementation. Approaching unconscious (“implicit”) stereotype-based bias as a habit, Dr. Carnes' team developed and experimentally verified the first effective intervention to help faculty break the gender bias habit (with subsequent improvement in department climate and greater diversity in hiring), created an interactive video game that addresses implicit race bias in graduate school, performed the first text analysis of R01 critiques and found paradoxically worse scores with greater verbal acclamation for women's vs. men's R01 renewals, and constructed and videorecorded authentic NIH study sections to analyze verbal and non-verbal discourse among reviewers to identify patterns that may be consequential to the outcome of an R01 peer review. MIRA would continue the momentum of Dr. Carnes' research program by providing the opportunity to broaden the habit-breaking workshop intervention to include race and other group bias and test its effectiveness beyond a single site, and continue to use text mining to probe for implicit gender and race bias in gatekeeping evaluations (e.g, reviews of manuscripts and K awards). MIRA would also capitalize on the datasets compiled through Dr. Carnes' research program which include 5 waves of the Study of Faculty Worklife at UW-Madison with retained identifiers, >5,000 R01 Summary Statements from investigators' awarded in 2010-2014, 15 hours of videorecording of expert scientists discussing R01 proposals in simulated study sections, and transcribed interviews with >40 experienced NIH reviewers.

项目摘要/摘要 这是玛丽教授提交的最大化调查员研究奖（MIRA）的申请 （莫莉）卡恩斯大学麦迪逊分校的卡恩斯。 多元化的科学劳动力。 通过裸体的资助，在个人和机构水平上进行了多层干预措施。 自2009年以来，她的研究集中在众多的文化刻板型阻碍条目的方式上， 在所有妇女中的持久性和进步 刻板印象 塑造确定谁资助，导师，承认或雇用的科学劳动力中的人的决定 并影响潜在的科学家 他们以及他们是否“适合”科学劳动力。 部署适合研究问题的方法（实验，准X型和定性）， 吸引来自其他多个其他学科的研究人员（例如社会学，心理学，教育，系统 工程，语言学，公共卫生，计算机科学），开发和测试理论上的Inforc 间隔，将基于证据的策略转化为实践，并研究 改进。 开发和实验性验证了第一次有效干预措施，以帮助教师打破性别偏见 习惯（随后的部门气候改善，招聘方面的多样性更大），创造了一个。 互动视频游戏解决了研究生院内隐式种族偏见，进行了第一个文本分析 在R01的批评中，发现女性VS的言语较差，范式更差。 男士R01续订，并构建和视频记录真实的NIH研究部分，以分析口头 审稿人之间的语言话语，以识别可能与结果相关的模式 R01同行评审。 扩大破习惯的研讨会干预措施的机会，包括其他群体偏见以及 测试其在一个站点之外的有效性，并继续使用文本挖掘来探测含义性别和 守门评估中的种族偏见（例如，手稿和K奖的评论）。 大写数据集编译了卡恩斯博士“研究计划” 5浪的浪潮 UW-Madison的教师工作人员的研究，保留缩进剂，> 5,000 R01摘要声明 调查人员于2010 - 2014年授予的调查人员，讨论R01的专家视频记录15小时 模拟研究部分中的建议，以及对> 40位经验丰富的NIH审稿人进行了转录的访谈。