Advancing the Research Careers of Women and PEERs in Brain Science

促进女性和同行在脑科学领域的研究事业

• 批准号: 10577838
• 负责人: CARLOS D AIZENMAN
• 金额: $ 26.34万
• 依托单位: BROWN UNIVERSITY
• 依托单位国家: 美国
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-03-01 至 2027-02-28
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10577838
• 关键词: Acceleration; Address; Area; Basic Science; Behavioral Sciences; Biological Sciences; Biomedical Research; Brain; Brain Diseases; Career Mobility; Climate; Clinical Sciences; Communication; Communities; Computers; Country; Data; Decision Making; Diagnosis; Discipline; Disease; Doctor of Philosophy; Education; Education Projects; Educational Status; Ensure; Equity; Ethnic Origin; Exclusion; Faculty; Feedback; Female; Funding; Growth; Individual; Injury; Institution; Knowledge; Mentors; Mentorship; Methodology; Methods; National Institute of Neurological Disorders and Stroke; Nervous System; Neurosciences; Neurosciences Research; Occupations; Participant; Persons; Phase; Positioning Attribute; Postdoctoral Fellow; Professional Competence; Qualifying; Race; Research; Research Personnel; Research Support; STEM field; Science; Scientist; Self Efficacy; Series; Structure; Students; Surveys; System; Talents; Textiles; Training; Training Programs; Underrepresented Populations; Universities; Woman; career; career development; cohort; college; diversity and inclusion; equity, diversity, and inclusion; experience; graduate student; improved; innovation; men; new technology; peer; pre-doctoral; programs; recruit; research and development; senior faculty; skill acquisition; skills; stem; success; technology development; undergraduate student

The representation of women and persons excluded due to ethnicity and race (PEER) in neuroscience research at undergraduate, graduate and early postdoctoral levels has improved, but these gains are slow, and they have had little effect at senior levels. Data show PEER and women are lost from the talent pool disproportionately toward the end of their postdoctoral studies and at entry to independent positions. The root causes that lead to the attrition of talented individuals, with great potential and promise, are ongoing and accumulate over the course of each individual's career, but actions can be taken to lower these barriers. We will leverage Brown’s commitment to equity and inclusion, successes in enhancing diversity and inclusion at undergraduate and pre- doctoral level training, and the participation of faculty from across brain and quantitative sciences to enhance the pool of highly qualified neuroscientists contributing to neuroscience research. We propose new programming focused on three key areas: 1) structured mentorship, 2) professional and quantitative skills development, and 3) supported research experiences. This plan aims to: cultivate a cohort of highly competitive and successful PEER and female postdoctoral trainees and junior faculty who excel in neuroscience research and who successfully transition to the next career phase (Aim 1); create a dynamic program that responds to training and mentoring needs of our participants, that continually incorporates best practices from across the country, and that disseminates the results and know-how beyond Brown (Aim 2); contribute to a culture at Brown and beyond that strives for equity and inclusion in all aspects of scientific training and mentorship, and access to opportunities (Aim 3). A system of multi-level input from participants, mentors, internal and external advisors include regular assessment and feedback that inform ongoing program improvements. A comprehensive dissemination plan will ensure broad impact and contribute to fundamental cultural change, at Brown University and beyond, that prioritizes equity and inclusion in all aspects of scientific training. By building inclusive practices into the fabric of mentoring, research, and training, participating faculty and mentoring teams will support the continued growth of such a culture. These actions will develop cohorts of talented neuroscientists who will progress in research careers to advance discoveries, technology development, and innovations that contribute to diagnoses, treatments and cures for diseases and disorders of the brain and nervous system.

本科生、研究生和早期博士后水平的神经科学研究中，女性和因种族和种族而被排斥的人 (PEER) 的代表性有所提高，但这些进步很缓慢，而且对高级水平的影响很小。数据显示 PEER 和女性。在博士后研究结束和进入独立职位时，人才库中的人才流失率不成比例。 导致具有巨大潜力和前途的人才流失的根本原因是在每个人的职业生涯中持续不断和积累的。 ，但可以采取行动为了降低这些障碍，我们将利用布朗对公平和包容性的承诺、在本科和博士前水平培训中增强多样性和包容性的成功，以及来自脑科学和定量科学领域的教师的参与，以增强高素质神经科学家的队伍。我们提出新的计划，重点关注三个关键领域：1) 结构化指导，2) 专业和定量技能发展，以及 3) 支持的研究经验。该计划旨在：培养一批具有高度竞争力和成功的同行和女性。博士后实习生以及在神经科学研究方面表现出色并成功过渡到下一个职业阶段的初级教师（目标 1）创建一个动态计划，以满足参与者的培训和指导需求，不断吸收来自全国各地的最佳实践，并进行传播；布朗大学以外的成果和专业知识（目标 2）；为布朗大学及其他地区的文化做出贡献，努力在科学培训和指导的各个方面实现公平和包容，并获得机会（目标 3）。来自参与者、导师、内部和外部顾问的意见包括定期评估和反馈，为正在进行的项目改进提供信息，这将确保在布朗大学及其他地区产生广泛的影响并促进根本性的文化变革，优先考虑各个方面的公平和包容性。通过将包容性实践融入指导、研究和培训的结构中，参与的教师和指导团队将支持这种文化的持续发展，这些行动将培养一批有才华的神经科学家，他们将在研究生涯中取得进步，推动发现。 、技术开发以及有助于诊断、治疗和治愈大脑和神经系统疾病的创新。