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RFA-OD-10-013: Recovery Act Limited Competition: The …
There are perspectives of managing the diverse workforce, which require organization leaders and managers of being responsible of attaining better diverse workforce.
Biomedical research is defined broadly in this announcement as encompassing scientific investigations in the biological, behavioral, clinical, social, physical, chemical, computational, engineering, and mathematical sciences that have the potential to improve public health. The scientific workforce includes all individuals who work in biomedical research including undergraduate and graduate students, postdoctorates, and faculty. Interventions designed to improve diversity can include these populations as well as populations that feed into these levels. For the Director’s Pathfinder program, diversity can address the participation of individuals currently underrepresented in the biomedical, clinical, behavioral, and social sciences on a national basis including: individuals from underrepresented racial and ethnic groups; individuals with disabilities; individuals from socially, culturally, economically, or educationally disadvantaged backgrounds that have inhibited their ability to pursue a career in health-related research; and women at the faculty level. The research conducted with support by Director’s Pathfinder Award can address diversity on a national or institutional basis.
Free Diversity Workplace Essays and Papers
Part I represents diversity in the workforce, which reflects the rational of organizations and how they handle diversity in the occupations of their workers.
Concerns about diversity are based on reports from the National Science Foundation (NSF), (see ) and other sources that provide evidence that lack of diversity remains an important problem for the biomedical research workforce. In addition, there is a growing body of evidence that the research enterprise will directly benefit from broader inclusion. Recent studies indicate that diversity enhances the quality of education in multiple settings. Studies have suggested that racially and culturally concordant scientific staff may be more successful in recruiting individuals from minority groups into clinical trials. Racially similar physician-patient dyads also appear to be related to greater patient satisfaction in ways that could enhance communication and participation in clinical research settings.
Free Diversity Society Essays and Papers
2a. When issuing statements, press releases, and other documents describing projects or programs funded as a Directors Pathfinder Award, please use the following acknowledgement: "This work was funded by the National Institutes of Health through the NIH Director's Pathfinder Award to Promote Diversity in the Scientific Workforce, grant number DP4-OD-xxxxxx.
Is the PD/PI well suited to the project? If Early Stage Investigators or New Investigators, or in the early stages of independent careers, do they have appropriate experience and training? If established, have they demonstrated an ongoing record of accomplishments that have advanced their field(s)? Is there evidence that the PD/PI understands the importance of scientific workforce diversity? Is there evidence that the PD/PI understands how legal issues may influence the proposed plan of research? Is there evidence that the PD/PI has been innovative, creative, and productive given her/his career stage? Does the PD/PI have the necessary stature to ensure institutional support for the planned research? Is there evidence that the PI will commit sufficient effort to the proposed project?
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The NIH Director’s ARRA Pathfinder Award to Promote Diversity in the Scientific Workforce is designed to foster new ways of thinking about research related to scientific workforce diversity. It is expected to fill fundamental knowledge gaps and to encourage the development of new approaches to this complex problem that has eluded solution for decades. The Director’s Pathfinder Award is designed to support extremely creative individual scientists who propose innovative – and possibly transforming – approaches to this major challenge to biomedical research. The proposed approaches should have the potential to produce an unusually high impact in an area of research on workforce diversity. The proposed research must reflect ideas substantially different from those already being pursued in the investigator’s laboratory or at the investigator’s institution or elsewhere. The proposal should describe new interventions that have the capacity to improve workforce diversity in new ways incorporating strong research designs to assess unambiguously the effects of those interventions.
How Diversity Makes Us Smarter - Scientific American
Today’s organizations are facing a more diverse workforce, and customer base, than they did even as short as five years ago and, as the American economy continues to become increasingly intertwined with the those of other countries, there is a increasing need to American organizations to understand what works, and doesn’t...
10 Ways Employees can Support Diversity and …
The Director’s Pathfinder initiative is designed to support investigators who intend to pursue new research directions related to workforce diversity – research that is distinct from that currently or previously conducted by the investigator. Applications for projects that are extensions of ongoing research should not be submitted. Director’s Pathfinder awardees are required to commit a major portion (generally 30% or more) of their research effort to activities supported by the Director’s Pathfinder Award. Those who cannot approach an effort requirement at or near this level should not submit applications. Those with effort levels less than 30% must provide evidence that the effort committed will be sufficient to carry out the proposed research. All applications must be submitted as “new” applications regardless of any previous submission. The proposed research must be endorsed by the highest levels of institutional management.
The Google Memo: Four Scientists Respond - Quillette
For this reason, diversity appears to lead to higher-quality scientific research. This year Richard Freeman, an economics professor at Harvard University and director of the Science and Engineering Workforce Project at the National Bureau of Economic Research, along with Wei Huang, a Harvard economics Ph.D. candidate, examined the ethnic identity of the authors of 1.5 million scientific papers written between 1985 and 2008 using Thomson Reuters's Web of Science, a comprehensive database of published research. They found that papers written by diverse groups receive more citations and have higher impact factors than papers written by people from the same ethnic group. Moreover, they found that stronger papers were associated with a greater number of author addresses; geographical diversity, and a larger number of references, is a reflection of more intellectual diversity.
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