Scientific Workforce Research Articles

In Case You Haven't Heard…

National Institute on Drug Abuse director Nora Volkow, M.D. published a blog last week calling for community involvement in addiction science, and this means “[i]ncluding people with experience of substance use and addiction in the scientific workforce — and making sure they feel safe and recognized as valuable members of the research team…” Their perspectives, she wrote, “are invaluable in making sure that the right research questions are asked.” For the blog, go to https://nida.nih.gov/about‐nida/noras‐blog/2024/11/improving‐community‐engagement‐in‐addiction‐science

The National Institute on Aging's Resource Centers for Minority Aging Research: Development, Evolution, and Impact.

Spanning nearly 30 of the 50 years in which the National Institute on Aging (NIA) has existed, the Resource Centers for Minority Aging Research (RCMAR) program represents one of the most successful initiatives for advancing minority aging research and diversifying the scientific workforce within the Institute and across the National Institutes of Health. This article celebrates the genesis of the RCMAR program, beginning with the need to enhance this work, ranging from theories underlying the then-nascent field of health disparities research to study design, measurement, and analytic procedures. It describes the companion focus on preparing, expanding, and diversifying generations of future scholars/scientists to carry forward these advances. RCMAR's emphasis on promoting a comprehensive approach to research career development and building supportive learning communities heralded a more holistic approach to training than was previously the case. The discussion describes the evolution of the structure and emphases of the RCMAR program as it has responded to the frequently changing political, funding, and research environments. The article concludes by highlighting the major successes of this initiative, the challenges it faces, and opportunities afforded future growth as individual centers, the program at large, and NIA as a whole continue to innovate as they collectively address the original goals which remain relevant today and in the near future.

A reappraisal of COVID-19 epidemiology after the pandemic: models, data, and interventions

This is a summary of a presentation given in October 2023 at the Academy of Sciences in Bologna. COVID-19 was a major crisis that witnessed massive mobilization of the scientific workforce. Almost a million scientific articles were published on COVID-19 within less than 4 years, most of them of low quality. Several key components of the narrative that prevailed in the pandemic response were misleading and they affected both the credibility of science and public health and the health of billions of people worldwide. Rigorous evidence and a judicious approach to re-evaluating decision-making is needed to revert the tide and regain competence within the scientific community and trust among the general public.

Gender, Racial, and Academic Authorship Diversity in the Otolaryngology Clinical Trial Literature.

To investigate the state and trajectory of gender, racial, and academic authorship diversity in the otolaryngology clinical trial literature over the past 2 decades. Bibliometric analysis. Otolaryngology clinical trial literature. Clinical trials published in the 9 major otolaryngology journals between 2000 and 2020 were included. The gender, race, and academic seniority of the first, senior, and corresponding authors were recorded for each trial. Multivariable regression models assessed the temporal trajectory of authorship diversity over time and the disparity in citations across author characteristics. Models adjusted for relevant confounders pertaining to publication environment and study design. Among 2117 trials, first, senior, and corresponding authors have been predominantly White (60%-64%), male (76%-80%), and attending physicians (63%-69%). Trials led by Black (<1%) and Hispanic (<5%) authors were severely underrepresented. Over time, the representation of female (adj. β 0.8%, 95% CI [0.5%, 1.1%] per year), Asian (1.0% [0.7%, 1.3%] per year), and MD resident (0.4% [0.1%, 0.7%] per year) first authorship increased, but representation of female (0.2% [-0.1%, 0.5%] per year), Black (0% [-0.03%, 0.02%] per year), Hispanic (-0.2% [-0.33%, -0.02%] per year) senior authorship remained persistently low. Asian-led trials were cited significantly less compared to White-led trials even after adjusting for study design and publication year (aIRR 0.82 [0.73, 0.92]). Despite promising signs of improving authorship diversity over time, persistent underrepresentation of female, Black, Hispanic senior authorship underscore the need for additional efforts to diversify the otolaryngology clinical science workforce.

A roadmap for the nursing scientific workforce to eliminate health and healthcare inequities

Nursing science has contributed an important and unique perspective and has held a leading role in health inequity research to date. However, a number of serious workforce challenges threaten the capacity of nurse investigators to continue their leadership in solutions-oriented health inequity research. This manuscript discusses these challenges and argues that, to maintain and build on nursing’s leadership role, the nursing scientific workforce requires an improved and more modernized support infrastructure for solutions-oriented health inequities research. We also outline a series of considerations for putting such a support infrastructure in place, including overarching workforce support objectives, key workforce competencies, and important programmatic elements for a strong support infrastructure for the future cadre of solutions-oriented nurse health inequity investigators.

Abstract B124: Driving equity: Enhancing scientific workforce diversity through mentorship and grant writing workshops

Abstract A diverse scientific workforce fosters innovation, enhances global competitiveness, contributes to robust learning environments, improves the quality of research, advances the likelihood that historically underserved, or health disparity populations participate and benefit from health research, and enhances public trust. It isn’t merely their protected status that makes underrepresented minority scholars essential to a scientific workforce, but their culture, varying perspectives, creativity, and individual enterprise to address complex scientific problems. The Stephenson Cancer Center at the University of Oklahoma Health Sciences Center, in collaboration with the Oklahoma Center for Mentoring Excellence, has implemented a grant- writing-focused mentorship program, D.R.I.V.E. (Developing Research Initiatives through Versatile Oncology Exploration). This program is tailored to underrepresented scholars who are predoctoral, postdoctoral fellows, or early-stage investigators. Developed in response to the growing need for underrepresented minorities in cancer research, the program aims to provide participants with both theoretical knowledge and practical experience in the grant writing process. The primary objectives of the D.R.I.V.E. program is to 1) discover and promote talented underrepresented scholars and researchers in the fields of cancer and cancer health disparities research, 2) establish an early career investigator mentorship program with a strong emphasis on grant writing, and 3) utilize Training Navigators (TNs) to oversee and monitor the advancement and productivity of recently identified prospective pipeline scholars. The program serves ten mentees by providing a workshop series of interactive sessions, including discussions and lectures led by a professional with extensive experience in securing research funding, practical exercises, and collaborative activities. Each participant will have a grant application ready for submission by the end of the program. Participants also receive support through pairing with one of five faculty mentors (grant-funded oncology researchers) while utilizing Training Navigators to oversee and monitor the advancement and productivity of the pipeline scholars. A post-program survey was sent to all D.R.I.V.E participants (n = 10) as an effort to evaluate the program’s effectiveness. Initial results indicate significant improvements in participants' confidence and skills in the grant writing process. Of those who completed the post-program survey (n = 7), everyone (100%) indicated that the DRIVE program exceeded their expectations, and everyone (100%) found the DRIVE mentors to be highly helpful in providing guidance and support. While only 71% of participants deemed the Training Navigator to be beneficial, 85% recognized clear opportunities for future collaboration. In conclusion, the D.R.I.V.E. program offers a comprehensive and engaging approach to professional development in the field of cancer research. Future iterations of the program will explore expanded content to further enhance learning outcomes. Citation Format: J'Lecia G. Jones, Natasha Mickel. Driving equity: Enhancing scientific workforce diversity through mentorship and grant writing workshops [abstract]. In: Proceedings of the 17th AACR Conference on the Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; 2024 Sep 21-24; Los Angeles, CA. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2024;33(9 Suppl):Abstract nr B124.

Developing Evidence to Support Policy: Protocol for the StrAtegic PoLicy EvIdence-Based Evaluation CeNTer (SALIENT).

All federal agencies are required to support appropriation requests with evidence and evaluation (US Public Law 115-435; the Evidence Act). The StrAtegic PoLicy EvIdence-Based Evaluation CeNTer (SALIENT) is 1 of 6 centers that help the Department of Veterans Affairs (VA) meet this requirement. Working with the existing VA evaluation structure, SALIENT evaluations will contribute to (1) optimize policies and programs for veteran populations; (2) improve outcomes regarding health, equity, cost, and provider well-being; (3) advance the science of dissemination and knowledge translation; and (4) expand the implementation and dissemination science workforce. We leverage the Lean Sprint methodology (iterative, incremental, rule-governed approach to clearly defined, and time-boxed work) and 3 cores to develop our evaluation plans collaboratively with operational partners and key stakeholders including veterans, policy experts, and clinicians. The Operations Core will work with evaluation teams to develop timelines, facilitate work, monitor progress, and guide quality improvement within SALIENT. The Methods Core will work with evaluation teams to identify the most appropriate qualitative, quantitative, and mixed methods approaches to address each evaluation, ensure that the analyses are conducted appropriately, and troubleshoot when problems with data acquisition and analysis arise. The Knowledge Translation (KT) Core will target key partners and decision makers using a needs-based market segmentation approach to ensure that needs are incorporated in the dissemination of knowledge. The KT Core will create communications briefs, playbooks, and other materials targeted at these market segments to facilitate implementation of evidence-based practices and maximize the impact of evaluation results. The SALIENT team has developed a center infrastructure to support high-priority evaluations, often to be responsive to shifting operational needs and priorities. Our team has engaged in our core missions and operations to rapidly evaluate a high-priority areas, develop a comprehensive Lean Sprint systems redesign approach to training, and accelerate rapid knowledge translation. With an array of interdisciplinary expertise, operational partnerships, and integrated resources, SALIENT has an established and evolving infrastructure to rapidly develop and implement high-impact evaluations. Projects are developed with sustained efficiency approaches that can pivot to new priorities as needed and effectively translate knowledge for key stakeholders and policy makers, while creating a learning health system infrastructure to foster the next generation of evaluation and implementation scientists. PRR1-10.2196/59830.

PROPEL: a scalable model for postbaccalaureate training to promote diversity in the biomedical workforce.

Promoting diversity in the scientific workforce is crucial for harnessing the potential of available talent and ensuring equitable access to Science, Technology, Engineering, Mathematics, and Medicine (STEM-M) careers. We have developed an innovative program called Postbaccalaureate Research Opportunity to Promote Equity in Learning (PROPEL) that provides scientific and career development training for postbaccalaureate scholars from historically excluded backgrounds in STEM-M fields with an interest in pursuing a PhD or MD/PhD degree. Our program is distinct from other postbaccalaureate programs in that scholars are hired by individual labs rather than funded centrally by the program. This funding mechanism removes the idea that central funding is necessary to encourage faculty to train diverse scholars and allows the program to scale dynamically according to the needs of the scientific community. The PROPEL program started in 2020 with six scholars and has since grown to an enrollment of over 100, making it the largest postbaccalaureate program for biomedical research in the country. Here, we describe the program structure and curriculum, our strategy for recruitment, the enrollment trends, the program demographics, metrics of scholar engagement, and outcomes for scholars who completed the program in 2023. Our experience demonstrates the strong demand from both scholars and faculty for programming of this type and describes the feasibility of implementation.

Advancing doctoral student professional development through a strengths-based cohort program

Purpose Strengths-based professional development has been associated with positive outcomes in academia and in the organizational workplace. Students pursuing their doctoral degrees in the biomedical sciences in the US are often on graduate assistantships, where they experience an academic component to their training integrated with an employee-like existence. The individual who serves as their academic and research advisor is often their supervisor, who pays their stipend. The traditional training structure poses unique challenges and may be accompanied by stress, burnout and imposter phenomenon. The purpose of this study is to utilize a strengths-based approach to equip students with essential personal and professional skills that build self-awareness and self-confidence further preparing them for their future in the scientific workforce. Design/methodology/approach The authors developed and implemented a novel strengths-based professional development cohort program for doctoral students in the biomedical sciences at a research-intensive (R1) institution. The program was designed to create a supportive and inclusive space for participants (n = 18) to explore their identity as a student and scientists and to develop and leverage their talents for more effective and strategic use. Program outcomes were evaluated through a mixed methods case study design using a post-program Likert-based survey (n = 10 participants) and participant interviews (n = 13). Explanatory sequential design was used in the interpretation of the findings. Findings The results show that the program had a positive impact on students’ perceptions of themselves as scientists, as well as on their self-efficacy, self-confidence and interpersonal interactions in the research setting. Practical implications This strengths-based professional development program demonstrates immense potential as a model to equip students with self-awareness and a new foundation of essential skills needed to supplement their technical and scientific training for their future careers in the team-based workplace. Originality/value This study demonstrates how professional development programming can complement scientific training by equipping students with self-awareness and other lifelong skills to navigate feelings of imposter phenomenon and interpersonal relationships in the team-based workplace.

Enhancing the physician-scientist workforce: evaluating a mentored research program for medical students' research competencies and intentions.

The growing recognition of the need to incorporate scientific discoveries into healthcare decisions underscores an urgency for a robust physician-scientist workforce to advance translational research. Despite the correlation between medical students' research engagement and their academic productivity and success, significant gaps remain in the scientific workforce exacerbated by the "leaky pipeline" phenomenon from medical school to academic medicine, where potential physician-scientists veer away from research careers.The purpose of this study was to assess the effectiveness of a structured mentored research program for enhancing medical students' research competencies and sustaining their interest in research careers, thereby potentially enhancing the physician-scientist workforce. The Medical Student Research Program (MSRP) implemented at the University of California, Irvine (UCI) was designed to provide comprehensive research training and support to medical students through a series of structured lectures, mentorship by dedicated faculty, and administrative support for research activities. Students were surveyed upon enrollment and one year later to assess the change in research competencies from baseline to follow-up (paired samples t-test), students' intent to use research in clinical practice (paired samples t-test), and their intent to conduct research in the future (McNemar's test and McNemar Bowker test). Preliminary evaluations indicated that the MSRP enhanced students' research competencies and has the potential to enhance medical students' research skills. However, similar to national trends, there was a decrease in students' intentions to engage with research in their future clinical career. Our preliminary findings demonstrate MSRP students' enhanced research competencies during the first year of the program. However, the decline in students' intentions to engage in future research highlights the need for continued innovation in research training programs to sustain future intent to conduct research, in turn helping to address the "leaky pipeline" in the physician-scientist workforce. Future studies should focus on mid and long-term outcomes to fully assess research program impact on the physician-scientist pipeline and on integrating such programs more broadly into medical education.

The information services of the students working in the field of scientific research

Students are part of the scientific research workforce in higher education institutions. The structure of scientific resources consists of scientists, material and technical devices, and information services. The information services for students are a component of the overall information services for scientific research. The development of students' information needs and their experiences with bibliographic work are emphasized. Two key functions of the information work performed by students are highlighted.

Quantifying attrition in science: a cohort-based, longitudinal study of scientists in 38 OECD countries

AbstractIn this paper, we explore how members of the scientific community leave academic science and how attrition (defined as ceasing to publish) differs across genders, academic disciplines, and over time. Our approach is cohort-based and longitudinal: We track individual male and female scientists over time and quantify the phenomenon traditionally referred to as “leaving science.” Using publication metadata from Scopus—a global bibliometric database of publications and citations—we follow the details of the publishing careers of scientists from 38 OECD countries who started publishing in 2000 (N = 142,776) and 2010 (N = 232,843). Our study is restricted to 16 STEMM disciplines (science, technology, engineering, mathematics, and medicine), and we track the individual scholarly output of the two cohorts until 2022. We use survival analysis to compare attrition of men and women scientists. With more women in science and more women within cohorts, attrition is becoming ever less gendered. In addition to the combined aggregated changes at the level of all STEMM disciplines, widely nuanced changes were found to occur at the discipline level and over time. Attrition in science means different things for men versus women depending on the discipline; moreover, it means different things for scientists from different cohorts entering the scientific workforce. Finally, global bibliometric datasets were tested in the current study, opening new opportunities to explore gender and disciplinary differences in attrition.

National Institute on Aging's 50th Anniversary: Advancing Cognitive Aging Research and the Cognitive Health of Older Adults.

In celebration of the National Institute on Aging's (NIA) 50th anniversary, this paper highlights the significant advances in cognitive aging research and the promotion of cognitive health among older adults. Since its inception in 1974, the NIA has played a pivotal role in understanding cognitive aging, including cognitive epidemiology, interventions, and methods, for measuring cognitive change. Key milestones include the shift toward understanding cognitive impairment and Alzheimer's disease and Alzheimer's disease-related dementias (AD/ADRD), the development of large-scale longitudinal studies, and the incorporation of AD/ADRD-related biomarkers in cognitive aging cohorts. Additionally, NIA has championed diversifying the scientific workforce through initiatives, such as the Resource Centers for Minority Aging Research and the Butler-Williams Scholars Program. The next 50 years will continue to emphasize the importance of inclusion, innovation, and impactful research to enhance the cognitive health and well-being of older adults.

PAIR UP Imaging Science Program, a new framework for a diverse scientific workforce.

PAIR-UP is a new conceptual framework for developing a diverse scientific workforce for the 21st century. PAIR-UP stand for Partnering to Advance Imaging Research for Underrepresented scientists Program. The goal of PAIR-UP is to solve the longstanding and wicked problem of underrepresentation of Black scientists in the imaging science field. PAIR-UP uses a multipronged approach designed to create culturally responsive environments at historically white colleges and universities (HWCUs) where Black scientists are culturally isolated. The PAIR-UP model shows that maintaining a strong cultural identity empowers Black scientists to be more creative and productive and therefore persistent in the discipline.

Internet-enabled lab-on-a-chip technology for education

Despite many interventions, science education remains highly inequitable throughout the world. Internet-enabled experimental learning has the potential to reach underserved communities and increase the diversity of the scientific workforce. Here, we demonstrate the use of lab-on-a-chip (LoC) technologies to expose Latinx life science undergraduate students to introductory concepts of computer programming by taking advantage of open-loop cloud-integrated LoCs. We developed a context-aware curriculum to train students at over 8000 km from the experimental site. Through this curriculum, the students completed an assignment testing bacteria contamination in water using LoCs. We showed that this approach was sufficient to reduce the students’ fear of programming and increase their interest in continuing careers with a computer science component. Altogether, we conclude that LoC-based internet-enabled learning can become a powerful tool to train Latinx students and increase the diversity in STEM.

ESSA ADVOCACY NETWORK

INTRODUCTION AND AIMS Advocacy is an important and effective way to influence policy changes to improve outcomes. Best practice advocacy is when efforts are coordinated, multifaceted, structured, and collective. The ESSA Advocacy Network was piloted in 2021, to improve engagement with members, and strengthen ESSA advocacy efforts, whilst simultaneously building members capacity and confidence, to engage in activities for positive change. METHOD ESSA advocacy priorities are broad and diverse, aiming to enhance workforce opportunities to benefit all member groups. These areas include chronic conditions, mental health, rural and remote health, disability, aged care, physical activity, primary healthcare, public health, sport, and, workplace and personal injury. These priorities are affected by enablers including technology and innovation, data and evidence and funding mechanisms such as GST and fee schedules in compensable scheme. All advocacy efforts aim to reduce barriers, enhance enablers and increase access to the exercise and sports science workforce. The advocacy network self-identify interest in priorities and are engaged when opportunities arise to share knowledge, experience and their expertise to inform and shape advocacy. RESULTS In 2023, members were engaged in the development of over 300 submissions and letters. Advocacy efforts resulted in member engagement in meetings with Members of Parliament, Senators, Parliamentary advisors, and senior government officials plus representation on advisory groups for the development of clinical guidelines, strategic plans and resources for allied health. CONCLUSION As the advocacy network emerges from its infancy into the next stage of maturity as an integral part of advocacy for exercise physiology, exercise science, and sport science, a professional and streamlined approach is required. ESSA will grow the network in terms of members engaged and the output.

Harnessing the potential of African youth for transforming health research in Africa

Africa faces a significant burden of infectious diseases, including Malaria and HIV/AIDS, along with an increasing prevalence of non-infectious diseases such as diabetes and cancer. This dual health challenge is amplified by socioeconomic difficulties, restricted access to healthcare, and lifestyle changes, thus present unique scientific needs. Effectively addressing these issues requires a skilled scientific workforce adept in comprehensive healthcare strategies. This analysis explores the critical landscape of health research in Africa, emphasizing the unique opportunity presented by the continent’s youthful population, projected to reach almost 1 billion by 2050. The youth’s innovative potential and fresh perspectives offer a chance to overcome development barriers in health research. Nevertheless, challenges such as under-resourced education, limited research training, inadequate mentorship, and funding difficulties persist. This paper urgently calls upon African leaders, international partners, and stakeholders to prioritize health research, mobilize funding, forge strategic partnerships, and empower the youth as essential steps to capitalize on the continent’s dynamic youth for breakthrough health outcomes. Such investments are vital not just for health but for the overall economic, social, and strategic growth of the continent. Through shared responsibility and a united effort, the potential of African youth can be harnessed, leading to transformative research, improved health outcomes, and a prosperous future. This perspective represents the collective voice of passionate young researchers and advocates across Africa, calling for a new era of health research on the continent.

158 Building a National Network for Collaborative Quantitative Staff

OBJECTIVES/GOALS: Quantitative Staff are an essential workforce for biomedical research. While faculty can engage with peers locally and through national organizations, similar opportunities are limited for staff and often do not meet their unique needs and interests. Creating a professional community is valuable for supporting and developing this workforce. METHODS/STUDY POPULATION: We established the Quantitative Scientific Staff National Network (QS2N2) with the mission to provide professional development and networking opportunities, and to serve as an information resource and advocate through the fostering of community among staff quantitative analysts at any career stage. The initial membership outreach was to all Biostatistics, Epidemiology, and Research Design (BERD) programs through members of ACTS BERD Special Interest Group (SIG). We created a Leadership Team and an Advisory Board consisting of staff and faculty biostatisticians with experience working as or managing staff to govern the network. A Core Planning Committee consisting of 15 members guides planning, implementation, and execution of network activities as operationalized through subcommittees. RESULTS/ANTICIPATED RESULTS: The network currently has 131 members from over 30 health science institutions. Subcommittees focused on Education and Training, Membership, Communication and Web Development, and Mentoring were created and are developing events, programs and infrastructure to further the network’s mission. Network events such as webinars will be offered quarterly; with our first event planned for Nov 3rd. Expansion and maturation of QS2N2 will be done through regular remote meetings where members can connect with peers at other institutions, engage in career development activities, and attend technical seminars. Additional membership outreach will seek to connect with staff in government and private sectors. DISCUSSION/SIGNIFICANCE: Knowledgeable, highly skilled collaborative analysts (e.g., biostatisticians, data scientists) are an essential workforce in clinical and translational science and health research centers.The QS2N2 will support professional development, engagement and growth of this critical workforce which is necessary to advance quality research.

113 Creation of an undergraduate certificate program in clinical and translational science following a six-step curriculum development process

OBJECTIVES/GOALS: Academic research centers often struggle to recruit and retain a diverse and competent clinical and translational science (CTS) workforce. Specifically, the clinical research professional (CRP) career pathway is not well known to undergraduate students and other individuals outside of academic medicine despite various potential career routes. METHODS/STUDY POPULATION: To address these workforce challenges, the CRP Task Force at the University of Cincinnati (UC) aims to train a competent and diverse CRP workforce through targeted educational programming in the UC undergraduate population. Using a six-step curriculum development process that included: 1) performing a needs assessment, 2) determining content, 3) writing goals and objectives, 4) selecting the educational strategies, 5) implementing the curriculum, and 6) evaluating the curriculum, we designed an undergraduate certificate program in CTS. RESULTS/ANTICIPATED RESULTS: The needs assessment included both internal and external data gathering to inform curriculum development and program decisions. Content was determined using the CRP Competency Framework 2.0, and program learning outcomes were written with both the competency framework and local workforce needs in mind. Educational strategies were selected based upon optimization of available resources and local expertise with an emphasis on interactive didactics complemented by experiential learning. Implementation is underway and evaluation will follow once students begin enrolling. DISCUSSION/SIGNIFICANCE: We anticipate an increase in numbers of well-qualified, diverse applicants who pursue CRP careers locally and regionally. In addition, we expect that the certificate program will build competency earlier in CRP staff, improving job satisfaction and retention as a result of a stronger foundation from which to build their professional skills.

Promoting gender equity in the scientific and health workforce is essential to improve women's health.

Promoting gender equity in the scientific and health workforce is essential to improve women's health.