Advancing the Progress of Mentoring for Diversity in AIDS Research: Warming the Mentoring Climate.

Hannah A Valantine

doi:10.1007/s10461-016-1490-y

Abstract

There is no doubt that in 2016, after many years of attempts to diversify the U.S. biomedical workforce, we are not yet there. Currently, the nation’s biomedical workforce of researchers, physicians, and public health professionals does not mirror our nation’s demographic diversity. A workforce lacking in diversity is especially troubling for disease areas such as HIV/AIDS that disproportionately affect underserved populations. For example, according to the U.S. Centers for Disease Control and Prevention, the greatest number of new HIV infections among gay, bisexual, and other men who have sex with men (MSM) occurred in young black/African American MSM 13–24 years old. By race, blacks/African Americans face the most severe burden of HIV.

Highlights

There is no doubt that in 2016, after many years of attempts to diversify the U.S biomedical workforce, we are not yet there
We have a lot to gain by whatever measures contribute to increasing diversity in the HIV/AIDS workforce
The transition from trainee to career independence appears most vulnerable: recent studies on career choices being made by graduate students reveal a significant attrition by all groups away from biomedical research careers, an observation that disproportionally affects women and individuals from underrepresented groups (URG) [1]

Summary

Introduction

There is no doubt that in 2016, after many years of attempts to diversify the U.S biomedical workforce, we are not yet there. In addition to personal values, structural dynamics often discourage interest in faculty careers; these include the academic job market, availability of grant funding, and postdoctoral pay. Recent findings underscore the complexity of career choice and the need for further study to understand the effects of social identity and its impact on scientific workforce diversity.

Results

Conclusion