A Longitudinal Mentoring Approach to Increase Diversity Among Researchers of Neurological Disorders
增加神经系统疾病研究人员多样性的纵向指导方法
基本信息
- 批准号:10023446
- 负责人:
- 金额:$ 27万
- 依托单位:
- 依托单位国家:美国
- 项目类别:
- 财政年份:2020
- 资助国家:美国
- 起止时间:2020-09-01 至 2025-08-31
- 项目状态:未结题
- 来源:
- 关键词:AddressBrainCommunitiesCountryData ReportingDepressed moodDevelopmentDisciplineEducation ProjectsEducational workshopElementsEnsureEthnic groupEventExposure toFaceFacultyFailureGenerationsGoalsHumanIndividualLaboratoriesLearningMentorsMentorshipMethodsMinnesotaMinorityModernizationNeurosciencesParticipantPatient Self-ReportPeer GroupPostdoctoral FellowProgram DevelopmentProgram SustainabilityPublishingRaceReportingResearchResearch PersonnelResourcesRouteSchoolsScienceScientistSiteSocietiesStructureStudy SectionSystemTalentsTeleconferencesTimeTrainingTraining ProgramsUnderrepresented StudentsUniversitiesWorkbasecareercohortdesignexperiencefallsgraduate studentinnovationmedical schoolsmeetingsmembernervous system disordernovelpeerpost-doctoral trainingprogramsrecruitskillssocialsuccesssupport network
项目摘要
Despite the many initiatives designed to increase diversity among neuroscience researchers, the sad fact is that there has been a decline in the proportion and absolute numbers of minority researchers in the field of neuroscience. This failure is disturbing at a number of levels, but perhaps most notably highlights the inability of more senior investigators to effectively mentor junior investigators in their discipline. The loss of diversity among career scientists means a loss of diversity of thought, which in turn limits the generation of new ideas and scientific progress in the neurosciences. The inability of the multiple training programs to increase diversity is not an indictment of those programs, but rather it illustrates limitations in program approach. As a result, we propose to take a different route to addressing this problem. Our program is based on published findings that underrepresented individuals are lost in the system at transition points in their training, i.e., graduate school to postdoctoral training, postdoctoral training to faculty members, and tenure for young faculty. From self-report data, a principal contributing factor regarding attrition is that individuals feel isolated by not having meaningful ethnic and/or racial peer groups. In this R25 program we propose to take a longitudinal approach to mentoring in which we establish peer groups across each stage of professional development and utilize these peer groups to provide interactive mentoring within a community. We will recruit from across the nation a cohort of trainees from underrepresented backgrounds, consisting of graduate students, postdoctoral fellows, and early stage investigators. For each of these cohorts we will provide longitudinal training in professional skills and mentoring. Through both mentor/mentee and peer-to-peer/peer-to-near peer mentorship structures, we will tailor professional development consistent with the progression of the trainee, while simultaneously creating a network of support amongst its participants. A key element of the program will be to teach the participants in the program how to be effective mentors themselves as a means to maintain the longitudinal development of program participants. Finally, we will provide access to high-level research cores and laboratories to enhance the scientific impact of the participants’ research. Participants will meet in Minnesota for one week each summer for professional training and guidance. For topics that span across career stage, the cohort will work together. There will also be specialized training sessions specific to academic rank. In addition to the on-site summer training, there will be two additional formal training events. In the fall, our trainees and mentors will meet at the annual Society for Neuroscience meeting to participate in both professional development and a social event. In the winter, there will be an on-line video teleconference discussion following the group’s completion of an on-line professional development session. Overall, our goal is to fundamentally alter mentored training, and significantly enhance workforce diversity in the academic pursuit of research on neurological disorders.
尽管有许多旨在增加神经科学研究人员多样性的举措,但可悲的事实是,神经科学领域的少数研究人员的比例和绝对数量有所下降。这种失败在许多层面上都令人不安,但也许最著名的是,更高级研究人员无法在其学科中有效地精神少年调查员。职业科学家之间多样性的丧失意味着思想多样性的丧失,进而限制了神经科学中新思想和科学进步的产生。多个培训计划无法增加多样性的能力并不是这些计划的指标,而是说明了程序方法的局限性。结果,我们建议采取不同的途径来解决这个问题。我们的计划基于已发表的发现,即在培训中的过渡点中,代表性不足的人在系统中丢失了,即博士后培训的研究生院,对教职员工的博士后培训以及年轻教职员工的任期。从自我报告数据中,与属性有关的主要因素是,个人因没有有意义的种族和/或种族同伴群体而感到孤立。在这个R25计划中,我们建议采取纵向方法进行心理,在该方法中,我们在专业发展的每个阶段建立同伴群体,并利用这些同伴群体在社区内提供互动性心理。我们将从全国各地招募来自代表性不足的背景,包括研究生,博士后研究员和早期舞台调查人员的学员。对于这些队列中的每一个,我们将提供专业技能和心理的纵向培训。通过Mentor/Mentee和Peer-to-Peer/Peer-to-Near对等心态结构,我们将量身定制与受训者的进步一致的专业发展,同时在其参与者之间建立了支持网络。该计划的一个关键要素是教会计划中的参与者如何成为有效的导师自己,以维持计划参与者的纵向发展。最后,我们将提供高水平的研究核心和实验室的访问权限,以增强参与者研究的科学影响。参与者每年夏天将在明尼苏达州见面一周,接受专业培训和指导。跨越职业舞台的主题将共同努力。还将举办专门针对学术排名的专业培训课程。除了进行现场夏季培训外,还将举办两次正式培训活动。在秋天,我们的学员和导师将在年度神经科学会议上开会,参加专业发展和社会活动。在冬季,在小组完成在线专业发展会议之后,将在线视频会议讨论。总体而言,我们的目标是从根本上改变培训,并显着增强对神经系统疾病研究的学术追求的劳动力多样性。
项目成果
期刊论文数量(0)
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Robert L Meisel其他文献
Robert L Meisel的其他文献
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{{ truncateString('Robert L Meisel', 18)}}的其他基金
A Longitudinal Mentoring Approach to Increase Diversity Among Researchers of Neurological Disorders
增加神经系统疾病研究人员多样性的纵向指导方法
- 批准号:
10221787 - 财政年份:2020
- 资助金额:
$ 27万 - 项目类别:
A Longitudinal Mentoring Approach to Increase Diversity Among Researchers of Neurological Disorders
增加神经系统疾病研究人员多样性的纵向指导方法
- 批准号:
10469981 - 财政年份:2020
- 资助金额:
$ 27万 - 项目类别:
A Longitudinal Mentoring Approach to Increase Diversity Among Researchers of Neurological Disorders
增加神经系统疾病研究人员多样性的纵向指导方法
- 批准号:
10678678 - 财政年份:2020
- 资助金额:
$ 27万 - 项目类别:
Organization for the Study of Sex Differences Annual Meeting
性别差异研究组织年会
- 批准号:
9045419 - 财政年份:2014
- 资助金额:
$ 27万 - 项目类别:
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