Variations of a group coaching intervention to support early-career biomedical researchers in Grant proposal development: a pragmatic, four-arm, group-randomized trial

Background Funded grant proposals provide biomedical researchers with the resources needed to build their research programs, support trainees, and advance public health. Studies using National Institutes of Health (NIH) data have found that investigators from underrepresented groups in the biomedical workforce are awarded NIH research grants at disproportionately lower rates. Grant writing training initiatives are available, but there is a dearth of rigorous research to determine the effectiveness of such interventions and to discern their essential features. Methods This 2 × 2, unblinded, group-randomized study compares the effectiveness of variations of an NIH-focused, grant writing, group coaching intervention for biomedical postdoctoral fellows and early-career faculty. The key study outcomes are proposal submission rates and funding rates. Participants, drawn from across the United States, are enrolled as dyads with a self-selected scientific advisor in their content area, then placed into coaching groups led by senior NIH-funded investigators who are trained in the intervention’s coaching practices. Target enrollment is 72 coaching groups of 4–5 dyads each. Groups are randomized to one of four intervention arms that differ on two factors: [1] duration of coaching support (regular dose = 5 months of group coaching, versus extended dose = regular dose plus an additional 18 months of one-on-one coaching); and [2] mode of engaging scientific advisors with the regular dose group coaching process (unstructured versus structured engagement). Intervention variations were informed by programs previously offered by the NIH National Research Mentoring Network. Participant data are collected via written surveys (baseline and 6, 12, 18, and 24 months after start of the regular dose) and semi-structured interviews (end of regular dose and 24 months). Quantitative analyses will be intention-to-treat, using a 2-sided test of equality of the effects of each factor. An inductive, constant comparison analysis of interview transcripts will be used to identify contextual factors -- associated with individual participants, their engagement with the coaching intervention, and their institutional setting – that influence intervention effectiveness. Discussion Results of this study will provide an empirical basis for a readily translatable coaching approach to supporting the essential grant writing activities of faculty, fellows, and other research trainees, including those from underrepresented groups.

Does a Federal Glass Ceiling Have Differential Effects on Female and Male Technology Entrepreneurs?

Glass ceilings are invisible organizational barriers encountered by underrepresented groups in large hierarchies. This chapter empirically investigates the existence and characteristics of an internal, government-wide glass ceiling for female employees using aggregate pay grade and demographic data on nearly 1.5 million U.S. Federal employees between 2001-2011. The external consequences for over 15,000 technology ventures seeking R&D funding from 12 federal agencies is explored. In this context, the researchers analyze over 50,000 grants and find that a unit increase in a novel, government-wide, glass ceiling measure is a meaningful and negative predictor of subsequent Phase II funding outcomes for Phase I grantees. More importantly, the negative external effects of the identified glass ceilings are significantly larger for women technology entrepreneurs when compared to their male counterparts.

The future of AI in our hands? To what extent are we as individuals morally responsible for guiding the development of AI in a desirable direction?

Artificial intelligence (AI) is becoming increasingly influential in most people’s lives. This raises many philosophical questions. One is what responsibility we have as individuals to guide the development of AI in a desirable direction. More specifically, how should this responsibility be distributed among individuals and between individuals and other actors? We investigate this question from the perspectives of five principles of distribution that dominate the discussion about responsibility in connection with climate change: effectiveness, equality, desert, need, and ability. Since much is already written about these distributions in that context, we believe much can be gained if we can make use of this discussion also in connection with AI. Our most important findings are: (1) Different principles give different answers depending on how they are interpreted but, in many cases, different interpretations and different principles agree and even strengthen each other. If for instance ‘equality-based distribution’ is interpreted in a consequentialist sense, effectiveness, and through it, ability, will play important roles in the actual distributions, but so will an equal distribution as such, since we foresee that an increased responsibility of underrepresented groups will make the risks and benefits of AI more equally distributed. The corresponding reasoning is true for need-based distribution. (2) If we acknowledge that someone has a certain responsibility, we also have to acknowledge a corresponding degree of influence for that someone over the matter in question. (3) Independently of which distribution principle we prefer, ability cannot be dismissed. Ability is not fixed, however and if one of the other distributions is morally required, we are also morally required to increase the ability of those less able to take on the required responsibility.

Getting Your Feet Wet

There is a lack of broad representation in archaeology generally, and in a specialized field such as underwater archaeology, this issue is only exacerbated. Underwater archaeological sites are often “out of sight, out of mind,“” creating a general lack of awareness of underwater cultural heritage and career prospects in many communities. Coupled with a lack of education and the additional demands of working in a submerged environment (e.g., scuba diving), there is a striking lack of diversity in underwater archaeology. Overall, underwater archaeologists are a largely homogeneous group, particularly along the lines of race and wealth—categories that often overlap. In the context of asking broader questions such as “Why are there so few underwater archaeologists of color?” and “How can we do better?” this article outlines the barriers to inclusivity writ large in underwater archaeology and provides solutions for increasing diversity and accessibility in the field, including specific opportunities and resources for underrepresented groups to “get their feet wet.”

Reaching and Supporting Students with Disabilities in Study Abroad

As universities develop strategies to simultaneously boost study abroad participation and diversify participants, they are devoting more attention to understanding the unique needs of underrepresented groups. This study explores the institutional barriers and support services for students with disabilities by the 25 American institutions that offer the most robust study abroad opportunities according to the Institute of International Education (IIE). The paper offers a new way of evaluating the support and resources currently targeted at students with disabilities, points out future research needs, and concludes with recommendations for practitioners.

Representations of Racial Minorities in Popular Movies: A Content-Analytic Synergy of Computer Vision and Network Science

In the Hollywood film industry, racial minorities remain underrepresented. Characters from racially underrepresented groups receive less screen time, fewer central story positions, and frequently inherit plotlines, motivations, and actions that are primarily driven by White characters. Currently, there are no clearly defined, standardized, and scalable metrics for taking stock of racial minorities’ cinematographic representation. In this paper, we combine methodological tools from computer vision and network science to develop a content analytic framework for identifying visual and structural racial biases in film productions. We apply our approach on a set of 89 popular, full-length movies, demonstrating that this method provides a scalable examination of racial inclusion in film production and predicts movie performance. We integrate our method into larger theoretical discussions on audiences’ perception of racial minorities and illuminate future research trajectories towards the computational assessment of racial biases in audiovisual narratives.

Developing Self-Efficacy and Behavioral Intentions Among Underrepresented Students in STEM: The Role of Active Learning

Increasing academic participation among students from ethnic-racial underrepresented groups in STEM yields societal benefits including ameliorating economic ramifications of the labor shortages in STEM, improving scientific innovation, and providing opportunity, access, and participation in high-status STEM fields. Two longitudinal studies with students from underrepresented groups investigated the role of active learning interventions in the development of STEM self-efficacy and intentions to pursue STEM in the future. Study 1 longitudinally tracked high school students participating in a 4-week geoscience program that applied active learning techniques ranging from hands on experiments to peer discussion. High school student participants displayed increases in self-efficacy and STEM intentions from the start to completion of the program, an effect that was observed exclusively among those who reported strong program quality. Study 2 examined the role of mentorship effectiveness with a sample of community college STEM students interested in transferring to a 4-year college. Students’ relatively strong self-efficacy and STEM intentions at the start of the semester remained stable through the end of the semester. Altogether, the present research highlights the role of positive, inclusive educational climates in promoting STEM success among students from underrepresented group members.

Alaska Native Elder-Centered Research Methodology

Alaska Native (AN) Elders have historically been underrepresented in research. Innovative AN research posits that practice-based evidence is fundamental to culturally grounded, multifaceted methods. AN Elders is a cultural convention distinguishing Elders who continue to serve as an integral part of their family and community and recognized by their community as role models. Several studies will be discussed which employed Elders at every level of the research, ensuring cultural relevancy, outcomes, and dissemination activities. The findings lay the foundation for an Elder-centered research methodology that can be adapted and applied in other studies to encourage engagement of older adults. This methodology has potential to impact research for underrepresented groups and to rethink and reshape Western-centric practices. Findings from this research provides best practices for capacity building and sustainability, strategies for empowerment and prevention, and a framework for supporting the AN community in all phases of research.

Critical Pedagogy in Community Practice

Contemporary community engagement pedagogies require critical frameworks that facilitate diverse groups working collaboratively toward socially just outcomes. Critical frameworks acknowledge different ways of knowing and experiencing the world, as well as many means to achieve the desired outcomes. Indigenous values focused on relationship, respect, reciprocity, responsiveness, relevance, and responsibility inform key community engagement principles that are often applicable across many groups. Instructors who center Indigenous and other perspectives of groups that experience marginalization and oppression in social work curriculum are able to create community-engaged and socially just outcomes via institutional change and knowledge production efforts. Contemporary community engagement work embedded in social work values requires frameworks that are strengths based, center historically underrepresented groups working toward social justice on their own terms, and include an analysis of power, positionality, systemic causes of disparities, needed institutional changes, and critiques inclusion assumptions.

Epistemic injustice and epistemic positioning: towards an intersectional political economy

This article introduces the concept of epistemic positioning to theorize the relationship between identity-based epistemic judgements and the reproduction of social inequalities, including those of gender and ethnicity/race, in the academia. Acts of epistemic positioning entail the evaluation of knowledge claims based on the speaker’s stated or inferred identity. These judgements serve to limit the scope of the knowledge claim, making it more likely speakers will be denied recognition or credit. The four types of epistemic positioning – bounding (reducing a knowledge claim to elements of personal identity), domaining (reducing a knowledge claim to discipline or field associated with identity), non-attribution (using the claim without recognizing the author) and appropriation (presenting the claim as one’s own) – are mutually reinforcing. Given the growing importance of visibility and recognition in the context of increasing competition and insecurity in academic employment, these practices play a role in the ability of underrepresented groups to remain in the academic profession.