Enhancing diversity in the hematology biomedical research workforce: A mentoring program to improve the odds of career success for early stage investigators

Pace, Betty S.; Makala, Levi; Sarkar, Rita; Liu, Li; Takezaki, Mayuko; Mohandas, Narla; Dixon, G. L.; Werner, Ellen M.; Jeffe, Donna B.; Rice, Treva; Maihle, Nita J.; Gonzalez, J. E.

doi:10.1002/ajh.24899

Cited by 9 publications

(6 citation statements)

References 8 publications

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“…2 This perspective illustrates how a group of nine URM women scientists (Table 1) from varied ethnic/ racial, educational and personal back-grounds, arrived in Augusta, Georgia during summer 2016, with the goal of advancing their careers through the Programs to Increase Diversity Among Individuals Engaged in Health-Related Research-Functional and Translational Genomics of Blood Disorders (FTG-PRIDE). The FTG-PRIDE program, 3 led by Betty Pace, MD, is one of eight summer institutes sponsored by the National Heart, Lung and Blood Institute, designed to address challenges experienced by URM investigators pursuing independent research programs. 3 We emerged from the FTG-PRIDE program transformed into a sisterhood of scientists with a common goal of academic excellence facilitated…”

Section: Historymentioning

confidence: 99%

“…The FTG-PRIDE program, 3 led by Betty Pace, MD, is one of eight summer institutes sponsored by the National Heart, Lung and Blood Institute, designed to address challenges experienced by URM investigators pursuing independent research programs. 3 We emerged from the FTG-PRIDE program transformed into a sisterhood of scientists with a common goal of academic excellence facilitated…”

Section: Historymentioning

confidence: 99%

“…Recent findings of the FTG-PRIDE program demonstrated that, with intensive mentoring, 74% of trainees submitted competitive grant applications within 2 years following training and 47% achieved NIH funding. 3…”

Section: Advancing Urm Women In Stem Fieldsmentioning

confidence: 99%

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Perspective: Sistas In Science – Cracking the Glass Ceiling

et al. 2018

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In this perspective, we describe our experience as women of color scientists from diverse backgrounds and similar struggles embarking upon the National Heart, Lung and Blood Institute-funded program called PRIDE (Programs to Increase Diversity among Underrepresented Minorities Engaged in Health-Related Research). Under the leadership of our mentor and friend, Betty Pace, MD, a renowned and successful African American physician-scientist, the PRIDE Program was designed to address the difficulties experienced by junior-level minority investigators in establishing independent research programs and negotiating tenure and full professor status at academic institutions. The strength of PRIDE’s innovative formula was pairing us with external senior mentors and, importantly, allowing us to serve as peer mentors to each other. We believe this “Sister’s Keeper” paradigm is one solution for women to overcome their limitations and extend understandings and best practices worldwide for science, medicine, and global health. Ethn Dis. 2018;28(4):575-578; doi:10.18865/ ed.28.4.575.

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Section: Historymentioning

confidence: 99%

Section: Historymentioning

confidence: 99%

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Perspective: Sistas In Science – Cracking the Glass Ceiling

et al. 2018

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“…A national initiative that has succeeded in providing consistent mentoring support for URM faculty is the National Heart Lung and Blood Institute (NHLBI)-sponsored Programs to Increase Diversity Among Individuals Engaged in Health-Related Research (PRIDE). 1,6,7 Formerly the Summer Institute Program to Increase Diversity, the PRIDE program has successfully facilitated research mentoring for URM faculty through skills development, research experiences, and intense mentoring activities during focused summer institutes. 7 Of the eight summer institutes established since 2006, the PRIDE-Functional and Translational Genomics of Blood Disorders (PRIDE-FTG) program at Augusta University, has consistently sought to enhance research mentoring opportunities in basic and clinical hematology, a discipline in which the number of senior faculty available for research mentoring is limited.…”

Section: Introductionmentioning

confidence: 99%

“…7 Of the eight summer institutes established since 2006, the PRIDE-Functional and Translational Genomics of Blood Disorders (PRIDE-FTG) program at Augusta University, has consistently sought to enhance research mentoring opportunities in basic and clinical hematology, a discipline in which the number of senior faculty available for research mentoring is limited. 6 To enhance research mentoring strategies in hematology, an important innovation of the PRIDE-FTG program is the central role of peer mentoring, which has been demonstrated to increase productivity and the efficiency and focus of research projects. 8 The PRIDE-FTG peer mentoring program improves access to mentoring, facilitates grant writing, and enhances strategies for promotion and tenure.…”

Section: Introductionmentioning

confidence: 99%

Peer mentoring to support career advancement among underrepresented minority faculty in the programs to increase diversity among individuals engaged in health-related research (PRIDE)

Coleman¹,

Starlard‐Davenport²,

Onwuemene³

et al. 2023

J. Clin. Trans. Sci.

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Increasing Diversity, Equity, and Inclusion in the Health and Health Services Research Workforce: A Systematic Scoping Review

Gichane,

Griesemer,

Cubanski

et al. 2024

J GEN INTERN MED

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Health and health services research institutions seek to increase diversity, equity, and inclusion (DEI) to overcome structural bias. The objective of this review is to identify, characterize, and evaluate programs aimed to strengthen DEI in the health and health services research workforces. We conducted a systematic scoping review of literature of 2012–2022 North American peer-reviewed empirical studies in PubMed and Embase using the Arksey and O’Malley approach. This review identified 62 programs that varied in focus, characteristics, and outcomes. Programs focused on supporting a spectrum of underrepresented groups based on race/ethnicity, gender identity, sexual orientation, disability status, and socioeconomic status. The majority of programs targeted faculty/investigators, compared to other workforce roles. Most programs were 1 year in length or less. The practices employed within programs included skills building, mentoring, and facilitating the development of social networks. To support program infrastructure, key strategies included supportive leadership, inclusive climate, resource allocation, and community engagement. Most programs evaluated success based on shorter-term metrics such as the number of grants submitted and manuscripts published. Relatively few programs collected long-term outcomes on workforce pathway outcomes including hiring, promotion, and retention. This systematic scoping review outlined prevalent practices to advance DEI in the health and health services research field. As DEI programs proliferate, more work is needed by research universities, institutes, and funders to realign institutional culture and structures, expand resources, advance measurement, and increase opportunities for underrepresented groups at every career stage.

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Enhancing diversity in the hematology biomedical research workforce: A mentoring program to improve the odds of career success for early stage investigators

Cited by 9 publications

References 8 publications

Perspective: Sistas In Science – Cracking the Glass Ceiling

Perspective: Sistas In Science – Cracking the Glass Ceiling

Peer mentoring to support career advancement among underrepresented minority faculty in the programs to increase diversity among individuals engaged in health-related research (PRIDE)

Increasing Diversity, Equity, and Inclusion in the Health and Health Services Research Workforce: A Systematic Scoping Review

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