Campbell Jennifer A, Walker Rebekah J, Dawson Aprill Z, Ozieh Mukoso N, Schmidt Susanne, Shay L Aubree, Williams Joni S, Phillips Shane A, Egede Leonard E
Division of General Internal Medicine, Department of Medicine, Medical College of Wisconsin, Milwaukee, WI, USA.
Center for Advancing Population Science, Medical College of Wisconsin, Milwaukee, WI, USA.
J Clin Transl Sci. 2022 Aug 25;7(1):e16. doi: 10.1017/cts.2022.452. eCollection 2023.
Enhancing diversity in the scientific workforce is a long-standing issue. This study uses mixed methods to understand the feasibility, impact, and priority of six key strategies to promote diverse and inclusive training and contextualize the six key strategies across Clinical and Translational Science Awards (CTSAs) Program Institutions.
Four breakout sessions were held at the NCATS 2020 CTSA Program annual meeting focused on diversity, equity, and inclusion (DEI) efforts. This paper focuses on the breakout session for Enhancing DEI in Translational Science Training Programs. Data were analyzed using a mixed methods convergent approach. The quantitative strand includes the online polling results. The qualitative strand includes the breakout session and the chat box in response to the training presentation.
Across feasibility, impact, and priority questions, ranked number 1. ranked number 2 in feasibility and priority, while making it personal ranked number 2 for impact. Across each strategy, rankings supported the qualitative data findings in feasibility through shared experiences, impact in the ability to increase DEI, and priority rankings in comparison to the other strategies. No divergence was found across quantitative and qualitative data findings.
Findings provide robust support for prioritizing representation as a number one strategy to focus on in training programs. Specifically, this strategy can be operationalized through integration of community representation, diversity advocates, and adopting a holistic approach to recruiting a diverse cadre of scholars into translational science training programs at the national level across CTSAs.
提高科研人员队伍的多样性是一个长期存在的问题。本研究采用混合方法来了解六种关键策略在促进多样化和包容性培训方面的可行性、影响及优先级，并将这六种关键策略置于临床与转化科学奖（CTSA）项目机构的背景下进行考量。
在2020年美国国立转化医学科学研究所（NCATS）CTSA项目年会上举办了四场分组会议，重点讨论了多样性、公平性和包容性（DEI）方面的工作。本文聚焦于转化科学培训项目中增强DEI的分组会议。采用混合方法收敛性分析方法对数据进行分析。定量部分包括在线投票结果。定性部分包括分组会议以及针对培训展示的聊天框内容。
在可行性、影响和优先级问题方面，[具体策略名称1]排名第一。[具体策略名称2]在可行性和优先级方面排名第二，而“使其个性化”在影响方面排名第二。在每种策略中，排名都支持定性数据结果，即在可行性方面通过共同经验体现，在增加DEI的能力方面体现影响，以及与其他策略相比的优先级排名。定量和定性数据结果未发现分歧。
研究结果有力支持了将代表性作为培训项目中首要关注策略的优先级。具体而言，该策略可通过整合社区代表性、多样性倡导者，并在全国范围内跨CTSA采用整体方法招募多样化的学者骨干进入转化科学培训项目来实施。
