PDF(Pubmed)
Abstract：
There is an urgent and compelling need for systemic change to achieve diversity and inclusion goals in the biomedical sciences. Because faculty hold great influence in shaping research training environments, faculty development is a key aspect in building institutional capacity to create climates in which persons excluded because of their ethnicity or race (PEERs) can succeed. We present a mixed methods case study of one institution\'s efforts to improve mentorship of PEER doctoral students through mentorship education workshops for faculty. These workshops were one strategy among others intended to improve graduate trainees\' experiences, and positively affect institutional climate with respect to racial and ethnic diversity. Surveys of 108 faculty mentors revealed that about 80% overall agreed or strongly agreed with the value of culturally responsive mentoring behaviors but about 63% overall agreed or strongly agreed that they were confident in their ability to enact those behaviors. Through a series of three focus groups, PEER doctoral students reported that they noticed mentors\' efforts to address cultural diversity matters and identified some guidance for how to approach such topics. We discuss future directions and implications for using mentorship education to activate systemic change toward inclusive research training environments and promoting the value of mentorship within institutions.
摘要：
迫切需要进行系统性变革，以实现生物医学科学的多样性和包容性目标。因为教师在塑造研究培训环境方面具有很大的影响力，教师发展是建立机构能力的一个关键方面，以创造因种族或种族（PEER）而被排斥的人可以成功的气候。我们提出了一个混合方法的案例研究，该案例研究了一个机构通过教师的导师教育研讨会来改善PEER博士生的导师制度。这些研讨会是旨在提高研究生学员经验的策略之一，并积极影响种族和族裔多样性方面的体制气氛。对108名教师导师的调查显示，大约80％的人总体同意或强烈同意文化响应性指导行为的价值，但大约63％的人总体同意或强烈同意他们对制定这些行为的能力充满信心。通过一系列三个焦点小组，PEER博士生报告说，他们注意到导师为解决文化多样性问题所做的努力，并确定了如何处理这些主题的一些指导。我们讨论了使用导师教育来激活系统变革，以实现包容性研究培训环境并促进机构内导师的价值的未来方向和意义。
