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.

项目概要/摘要 这是玛丽教授提交的最大化研究者研究奖（MIRA）申请 （莫莉）卡恩斯在威斯康星大学麦迪逊分校卡恩斯博士的研究项目重点关注。 她始终采取系统方法，领导行动，使科学队伍多样化。 在 NIGMS 的资助下，在个人和机构层面进行多层次干预研究。 自 2009 年以来，她的研究重点是文化刻板印象阻碍进入的多种方式， 坚持不懈地提高所有妇女和代表性不足的种族/族裔男女的地位 医学、科学和工程学学术界的刻板印象往往是在意识之外的。 影响科学工作者的决定，决定资助、指导、接纳或雇用谁 也影响潜在的科学家，他们需要确定科学职业是否适合 他们以及他们是否“适合”科学队伍一直是卡恩斯博士研究的标志。 采用适合研究问题的方法（实验、准实验和定性）， 吸引来自多个其他学科（例如社会学、心理学、教育学、系统学）的研究人员 工程、语言学、公共卫生、计算机科学）、开发和测试理论知识 干预措施，将循证策略转化为实践，并研究其影响 卡恩斯博士的团队将无意识（“隐性”）基于刻板印象的偏见视为一种习惯。 开发并实验验证了第一个有效的干预措施，以帮助教师打破性别偏见 习惯（随后部门氛围的改善和招聘方面更大的多样性），创造了 解决研究生院隐性种族偏见的互动视频游戏，进行了第一次文本分析 对 R01 的批评，发现女性与男性相比，口头称赞更多，但得分却更差。 男子 R01 更新，构建并录制真实的 NIH 研究部分来分析言语 审稿人之间的非语言对话，以确定可能对审稿结果产生影响的模式 R01 同行评审将通过提供以下内容来延续 Carnes 博士的研究计划的势头。 有机会扩大打破习惯研讨会的干预范围，将种族和其他群体偏见纳入其中 测试其在单个站点之外的有效性，并继续使用文本挖掘来探究隐含的性别和 把关评估中的种族偏见（例如，手稿和 MIRA 奖的审查）也会存在。 利用通过 Carnes 博士的研究计划编制的数据集，其中包括 5 波 对威斯康星大学麦迪逊分校教师工作生活的研究，保留了标识符，>5,000 R01 摘要陈述 研究人员在2010-2014年授予专家科学家讨论R01的15小时视频记录 模拟研究部分的提案，以及对超过 40 名经验丰富的 NIH 审稿人的采访记录。