Medical School Performance of Socioeconomically Disadvantaged and Underrepresented Minority Students Matriculating after a Multiple Mini-Interview.

PubMed

Jerant, Anthony; Henderson, Mark C; Griffin, Erin; Talamantes, Efrain; Fancher, Tonya; Sousa, Francis; Franks, Peter

2018-01-01

Multiple Mini-Interviews (MMIs) are increasingly used in medical school admissions. We previously reported that while under-represented minority (URM) status was not associated with MMI scores, self-designated disadvantaged applicants had lower MMI scores, possibly affecting their matriculation prospects. No studies have examined how URM status or socioeconomic disadvantage (SED) are associated with academic performance following admission through an MMI. We examined the adjusted associations of MMI scores, SED, and URM status with U.S. Medical Licensing Examination Steps 1 and 2 performance and third-year clerkship Honors, measures affecting residency matching. While URM status was not associated with the measures, students with greater SED had lower Step 1 scores and fewer Honors. Students with higher MMI scores had more Step 1 failures, but more Honors. The findings identify areas to address in medical school admissions, student support, and evaluation processes, which is important given the need for a more representative physician workforce.

Were Minority Students Discouraged from Applying to University of California Campuses after the Affirmative Action Ban?

ERIC Educational Resources Information Center

Antonovics, Kate; Backes, Ben

2013-01-01

This paper uses student-level data to investigate how the college application behavior of underrepresented minorities (URMs) changed in response to the 1998 end of affirmative action in admissions at the University of California (UC). We show that all URMs experienced a drop in their probability of admission to at least one UC campus. However, the…

Retention of underrepresented minority students in dental school: one dental schools story.

PubMed

Lacy, Ernestine S; Miller, Barbara H; Hornback, Sheryl A; McCann, Ann L; Reuben, Jayne S

2011-01-01

There is a large disparity between the proportions of African-Americans, Hispanics, and Native Americans in the general population and in the dental profession. While these underrepresented minorities (URMs) as a group make up almost 30% of the United States population, they constitute only about 6% of the nation's dentists. Eliminating this disparity is important in addressing access to care for underrepresented groups. Texas A&M Health Science Center Baylor College of Dentistry (TAMHSC-BCD) enrolled greater numbers and proportions of URM students than any other non-minority school from 2006-2010. Strategies used to achieve this level of diversity include a Whole File Review process; career awareness activities for elementary, junior high and high school students; and academic enrichment programs for college students and college graduates. Retaining and graduating URM students is just as important as enrolling them. TAMHSC-BCD's retention rate over the last five years is 95.7% for all students and 92.5% for URM students. A wide range of services aids in the retention process. These services are available to all students and include monitoring of students' academic performance followed up with academic advisement as appropriate, peer tutoring, an alternative five-year curriculum, professional psychological counseling, professional learning assessments, social support; and mentoring through student organizations. The retention program at TAMHSC-BCD can serve as a model for other dental and other health professions schools seeking ways to ensure the academic success of their URM students. The more of these students we enroll and graduate, the more the problem of access to dental care is addressed.

The Intersectional Matrix: Rethinking Institutional Change for URM Women in STEM

ERIC Educational Resources Information Center

Armstrong, Mary A.; Jovanovic, Jasna

2017-01-01

This article investigates the persistent challenge of how higher education institutions can support the success of underrepresented minority (URM) women in science, technology, engineering, and mathematics (STEM) fields. Our theoretical model centers on intersectionality, and we examine the possibilities and challenges involved in taking an…

A Success Story: Recruiting & Retaining Underrepresented Minority Doctoral Students in Biomedical Engineering

ERIC Educational Resources Information Center

Reichert, William M.

2006-01-01

There are various ways to succeed in recruiting and retaining underrepresented minority (URM) doctoral students; but key to them all is the creation of real student-faculty relationships, which demonstrate by example that diversity and excellence can and should coexist. This cannot be delegated or done indirectly, and no amount of outreach, campus…

Active Learning Outside the Classroom: Implementation and Outcomes of Peer-Led Team-Learning Workshops in Introductory Biology

PubMed Central

Kudish, Philip; Shores, Robin; McClung, Alex; Smulyan, Lisa; Vallen, Elizabeth A.; Siwicki, Kathleen K.

2016-01-01

Study group meetings (SGMs) are voluntary-attendance peer-led team-learning workshops that supplement introductory biology lectures at a selective liberal arts college. While supporting all students’ engagement with lecture material, specific aims are to improve the success of underrepresented minority (URM) students and those with weaker backgrounds in biology. Peer leaders with experience in biology courses and training in science pedagogy facilitate work on faculty-generated challenge problems. During the eight semesters assessed in this study, URM students and those with less preparation attended SGMs with equal or greater frequency than their counterparts. Most agreed that SGMs enhanced their comprehension of biology and ability to articulate solutions. The historical grade gap between URM and non-URM students narrowed slightly in Biology 2, but not in other biology and science, technology, engineering, and mathematics courses. Nonetheless, URM students taking introductory biology after program implementation have graduated with biology majors or minors at the same rates as non-URM students, and have enrolled in postcollege degree programs at equal or greater rates. These results suggest that improved performance as measured by science grade point average may not be necessary to improve the persistence of students from underrepresented groups as life sciences majors. PMID:27496361

Providing Social Support for Underrepresented Racial and Ethnic Minority PhD Students in the Biomedical Sciences: A Career Coaching Model

PubMed Central

Williams, Simon N.; Thakore, Bhoomi K.; McGee, Richard

2017-01-01

Improvement in the proportion of underrepresented racial and ethnic minorities (URMs) in academic positions has been unsatisfactory. Although this is a complex problem, one key issue is that graduate students often rely on research mentors for career-related support, the effectiveness of which can be variable. We present results from a novel academic career “coaching” intervention, one aim of which was to provide supplementary social support for PhD students, particularly those from underrepresented backgrounds. Coaching was delivered both within small groups and on an individual basis, with a diverse group of coaches and students coming from many universities. Coaches were provided with additional diversity training. Ninety-six semistructured interviews with 33 URM students over 3 years were analyzed using a qualitative framework approach. For most of the URM PhD students, coaching provided social support in the form of emotional, informational, and appraisal support. Coaching groups provided a noncompetitive environment and “community of support” within which students were able to learn from one another’s experiences and discuss negative and stressful experiences related to their graduate school, lab, or career plans. This coached peer group model is capable of providing the social support that many URM students do not find at their home universities. PMID:29196425

Recruitment of underrepresented minority students to medical school: minority medical student organizations, an untapped resource.

PubMed

Rumala, Bernice B; Cason, Frederick D

2007-09-01

Recruitment of more underrepresented minority students (black, Hispanic and native American) to increase racial diversity in the physician workforce is on the agenda for medical schools around the nation. The benefits of having a racially diverse class are indisputable. Minority physicians are more likely to provide care to minority, underserved, disadvantaged and low-income populations. Therefore, medical schools would benefit from diversity through utilizing strategies for recruitment of underrepresented minority (URM) students. Numerous recruitment strategies have been employed to increase the number of underrepresented minority students. However, formal collaboration with minority medical student organizations is an underutilized tool in the recruitment process. Many medical schools have informally used minority medical students and members of various minority organizations on campus in the recruitment process, but a formal collaboration which entails a strategic approach on using minority medical student organizations has yet to be included in the literature. This paper discusses the innovative collaboration between the University of Toledo College of Medicine (UTCOM) chapter of the Student National Medical Association (SNMA) and the college of medicine's admissions office to strategize a recruitment plan to increase the number of underrepresented minority students at the UTCOM. This paper suggests that minority medical student organizations, particularly the SNMA, can be used as a recruiting tool; hence, admissions offices cannot negate the usefulness of having formal involvement of minority medical student organizations as a recruiting tool. This approach may also be applicable to residency programs and other graduate professional fields with a severe shortage of URM students.

The social and learning environments experienced by underrepresented minority medical students: a narrative review.

PubMed

Orom, Heather; Semalulu, Teresa; Underwood, Willie

2013-11-01

To review the literature on the social and learning environments experienced by underrepresented minority (URM) medical students to determine what type of interventions are needed to eliminate potential barriers to enrolling and retaining URM students. The authors searched MEDLINE, PubMed, Ovid HealthStar, and Web of Science, and the reference lists of included studies, published between January 1, 1980, and September 15, 2012. Studies of the learning and social environments and of students' satisfaction, experiences with discrimination or unfair practices, and academic performance or progress, as well as assessments of programs or interventions to improve URM students' academic performance, were eligible for inclusion. The authors identified 28 studies (27 unique data sets) meeting the inclusion criteria. The results of the included studies indicated that URM students experienced less supportive social and less positive learning environments, were subjected to discrimination and racial harassment, and were more likely to see their race as having a negative impact on their medical school experiences than non-URM students. Academic performance on standardized exams was worse, progress less timely, and attrition higher for URM students as well. For URM students, an adverse climate may be decreasing the attractiveness of careers in medicine, impairing their academic performance, and increasing attrition. Improvements to the social and learning environments experienced by URM students are needed to make medicine a more inclusive profession. The current environment of health care reform creates an opportunity for institutions to implement strategies to achieve this goal.

Peer-Led Team Learning Helps Minority Students Succeed

PubMed Central

Snyder, Julia J.; Sloane, Jeremy D.; Dunk, Ryan D. P.; Wiles, Jason R.

2016-01-01

Active learning methods have been shown to be superior to traditional lecture in terms of student achievement, and our findings on the use of Peer-Led Team Learning (PLTL) concur. Students in our introductory biology course performed significantly better if they engaged in PLTL. There was also a drastic reduction in the failure rate for underrepresented minority (URM) students with PLTL, which further resulted in closing the achievement gap between URM and non-URM students. With such compelling findings, we strongly encourage the adoption of Peer-Led Team Learning in undergraduate Science, Technology, Engineering, and Mathematics (STEM) courses. PMID:26959826

Peer-Led Team Learning Helps Minority Students Succeed.

PubMed

Snyder, Julia J; Sloane, Jeremy D; Dunk, Ryan D P; Wiles, Jason R

2016-03-01

Active learning methods have been shown to be superior to traditional lecture in terms of student achievement, and our findings on the use of Peer-Led Team Learning (PLTL) concur. Students in our introductory biology course performed significantly better if they engaged in PLTL. There was also a drastic reduction in the failure rate for underrepresented minority (URM) students with PLTL, which further resulted in closing the achievement gap between URM and non-URM students. With such compelling findings, we strongly encourage the adoption of Peer-Led Team Learning in undergraduate Science, Technology, Engineering, and Mathematics (STEM) courses.

Values Affirmation Intervention Reduces Achievement Gap between Underrepresented Minority and White Students in Introductory Biology Classes

PubMed Central

Jordt, Hannah; Eddy, Sarah L.; Brazil, Riley; Lau, Ignatius; Mann, Chelsea; Brownell, Sara E.; King, Katherine; Freeman, Scott

2017-01-01

Achievement gaps between underrepresented minority (URM) students and their white peers in college science, technology, engineering, and mathematics classrooms are persistent across many white-majority institutions of higher education. Attempts to reduce this phenomenon of underperformance through increasing classroom structure via active learning have been partially successful. In this study, we address the hypothesis that the achievement gap between white and URM students in an undergraduate biology course has a psychological and emotional component arising from stereotype threat. Specifically, we introduced a values affirmation exercise that counters stereotype threat by reinforcing a student’s feelings of integrity and self-worth in three iterations of an intensive active-learning college biology course. On average, this exercise reduced the achievement gap between URM and white students who entered the course with the same incoming grade point average. This result suggests that achievement gaps resulting from the underperformance of URM students could be mitigated by providing students with a learning environment that removes psychological and emotional impediments of performance through short psychosocial interventions. PMID:28710060

Retention and promotion of women and underrepresented minority faculty in science and engineering at four large land grant institutions

PubMed Central

Durodoye, Raifu; Griffith, Emily; Wilson, Alyson

2017-01-01

The current climate on college campuses has brought new urgency to the need to increase faculty diversity. In STEM fields particularly, the dearth of underrepresented minority (URM) and female faculty is severe. The retention and success of African American, Hispanic/Latino, American Indian and female faculty have direct implications for the quality and diversity of the future scientific workforce. Understanding the ways retention patterns differ by discipline and institution is crucial for developing a diverse faculty. This study investigates tenure attainment, retention, and time to promotion to full professor for women and URM faculty. We analyze personnel records for assistant and associate professors hired or appointed from 1992 to 2015 at four large land grant institutions. Representation of women and URM faculty in STEM disciplines increased substantially from 1992 to 2015, but mostly for women and Hispanic faculty and more slowly for black and American Indian faculty. Results by gender In the most recent cohort, 2002–2015, the experiences of men and women differed substantially among STEM disciplines. Female assistant professors were more likely than men to leave the institution and to leave without tenure in engineering, but not in the agricultural, biological and biomedical sciences and natural resources or physical and mathematical sciences. In contrast, the median times to promotion from associate to full professor were similar for women and men in engineering and the physical and mathematical sciences, but one to two years longer for women than men in the agricultural, biological and biomedical sciences and natural resources. Results for underrepresented minority faculty URM faculty hiring is increasing, but is well below the proportions earning doctoral degrees in STEM disciplines. The results are variable and because of the small numbers of URM faculty, the precision and power for comparing URM faculty to other faculty were low. In three of the four institutions, lower fractions of URM faculty than other faculty hired in the 2002–2006 time frame left without tenure. Also, in the biological and biomedical and physical and mathematical sciences no URM faculty left without tenure. On the other hand, at two of the institutions, significantly more URM faculty left before their tenth anniversary than other faculty and in engineering significantly more URM faculty than other faculty left before their tenth anniversary. We did not find significant differences in promotion patterns between URM and other faculty. PMID:29091958

Strategies and perceived barriers to recruitment of underrepresented minority students in physician assistant programs.

PubMed

DiBaise, Michelle; Salisbury, Helen; Hertelendy, Attila; Muma, Richard D

2015-03-01

The purpose of this descriptive cross-sectional study was to identify the characteristics and effectiveness of recruitment strategies for underrepresented minorities (URM) and barriers to URM applicants to physician assistant programs. A 108-question survey was e-mailed to 168 physician assistant programs; 36 partial and 67 fully completed surveys were returned. The fully completed surveys were used in the data analysis. Participants were asked about the use of 20 recruitment strategies and the importance of 34 perceived barriers to enrollment of URM applicants. Of the 20 recruitment strategies, only 4 were used by close to 50% or more of programs: site visits (61.2%), preadmission counseling (58.2%), student loans (57.6%), and presentations targeted to minority students (47.8%). Only 9% of programs used enrichment courses, but this strategy was rated as most effective. Of the 34 barriers, the most frequent was low undergraduate grade point average (GPA) (82.5%). Self-reported success in recruitment was correlated with increased URM matriculation. Higher proportion of African American and Hispanic faculty on admissions committees was correlated with increased rates of URM matriculation. According to a similar survey, compared with medical schools, physician assistant programs use URM recruitment strategies less frequently and perceive financial barriers as a larger problem. The academically competitive physician assistant applicant pool decreases the need for recruitment of all students. Use of GPA and standardized test scores as sole criteria for admission and lack of recruitment of URM students lead to a decrease in diversity. If the physician assistant profession desires to improve student diversity in programs, they should consider using a more holistic approach for the admission process, which may allow for a more flexible and individualized review of applicants.

MS PHD'S: A successful model for reaching underrepresented minorities (URM) students through virtual platforms

NASA Astrophysics Data System (ADS)

Scott, O.; Johnson, A.; Williamson, V.; Ricciardi, L.; Jearld, A., Jr.; Guzman, W. I.

2014-12-01

To successfully recruit and retain underrepresented minority (URM) students and early career scientists, many programs supplement traditional curricular activities with multiple online platforms, establishing "virtual communities" that are free and easily accessible. These virtual communities offer readily sustainable opportunities to facilitate communication across a wide range of cultural lines and socioeconomic levels thereby broadening participation and inclusivity in STEM. Established in 2003, the Minorities Striving and Pursuing Higher Degrees of Success (MS PHD'S) in Earth System Science Professional Development Program has successfully used virtual community tools such as a listserv, community forum, social media, and VoIP technologies, to extend the face-to-face activities of the program and support the advancement of URM students and early career scientists in STEM. The use of multiple facets of virtual community by MS PHD'S participants supports and encourages "real life" interactions and mentorship, facilitates networking and professional development, and maintains continuity of shared networks. The program is now in its ninth cohort and supports 213 participants. To date, 54 participants have completed their PhD and another 61 are currently enrolled in doctoral programs.

Providing Social Support for Underrepresented Racial and Ethnic Minority PhD Students in the Biomedical Sciences: A Career Coaching Model

ERIC Educational Resources Information Center

Williams, Simon N.; Thakore, Bhoomi K.; McGee, Richard

2017-01-01

Improvement in the proportion of underrepresented racial and ethnic minorities (URMs) in academic positions has been unsatisfactory. Although this is a complex problem, one key issue is that graduate students often rely on research mentors for career-related support, the effectiveness of which can be variable. We present results from a novel…

Mentoring Programs for Underrepresented Minority Faculty in Academic Medical Centers: A Systematic Review of the Literature

PubMed Central

Beech, Bettina M.; Calles-Escandon, Jorge; Hairston, Kristen G.; Langdon, Sarah E.; Latham-Sadler, Brenda A.; Bell, Ronny A.

2013-01-01

Purpose Mentoring is critical for career advancement in academic medicine. However, underrepresented minority (URM) faculty often receive less mentoring than their nonminority peers. The authors conducted a comprehensive review of published mentoring programs designed for URM faculty to identify “promising practices.” Method Databases (PubMed, PsycINFO, ERIC, PsychLit, Google Scholar, Dissertations Abstracts International, CINHAL, Sociological Abstracts) were searched for articles describing URM faculty mentoring programs. The RE-AIM framework (Reach, Effectiveness, Adoption, Implementation, and Maintenance) formed the model for analyzing programs. Results The search identified 73 citations. Abstract reviews led to retrieval of 38 full-text articles for assessment; 18 articles describing 13 programs were selected for review. The reach of these programs ranged from 7 to 128 participants. Most evaluated programs on the basis of the number of grant applications and manuscripts produced or satisfaction with program content. Programs offered a variety of training experiences, and adoption was relatively high, with minor changes made for implementing the intended content. Barriers included time-restricted funding, inadequate evaluation due to few participants, significant time commitments required from mentors, and difficulty in addressing institutional challenges faced by URM faculty. Program sustainability was a concern because programs were supported through external funds, with minimal institutional support. Conclusions Mentoring is an important part of academic medicine, particularly for URM faculty who often experience unique career challenges. Despite this need, relatively few publications exist to document mentoring programs for this population. Institutionally supported mentoring programs for URM faculty are needed, along with detailed plans for program sustainability. PMID:23425989

Enhancing Diversity in Undergraduate Science: Self-Efficacy Drives Performance Gains with Active Learning

PubMed Central

Ballen, Cissy J.; Wieman, Carl; Salehi, Shima; Searle, Jeremy B.; Zamudio, Kelly R.

2017-01-01

Efforts to retain underrepresented minority (URM) students in science, technology, engineering, and mathematics (STEM) have shown only limited success in higher education, due in part to a persistent achievement gap between students from historically underrepresented and well-represented backgrounds. To test the hypothesis that active learning disproportionately benefits URM students, we quantified the effects of traditional versus active learning on student academic performance, science self-efficacy, and sense of social belonging in a large (more than 250 students) introductory STEM course. A transition to active learning closed the gap in learning gains between non-URM and URM students and led to an increase in science self-efficacy for all students. Sense of social belonging also increased significantly with active learning, but only for non-URM students. Through structural equation modeling, we demonstrate that, for URM students, the increase in self-efficacy mediated the positive effect of active-learning pedagogy on two metrics of student performance. Our results add to a growing body of research that supports varied and inclusive teaching as one pathway to a diversified STEM workforce. PMID:29054921

Bayer Facts of Science Education XV: A View from the Gatekeepers—STEM Department Chairs at America's Top 200 Research Universities on Female and Underrepresented Minority Undergraduate STEM Students

NASA Astrophysics Data System (ADS)

Bayer Corporation

2012-06-01

Diversity and the underrepresentation of women, African-Americans, Hispanics and American Indians in the nation's science, technology, engineering and mathematics (STEM) fields are the subjects of the XV: A View from the Gatekeepers—STEM Department Chairs at America's Top 200 Research Universities on Female and Underrepresented Minority Undergraduate STEM Students. Annual public opinion research project commissioned by Bayer Corporation, the Bayer Facts surveys examine science education and science literacy issues. The 15th in the series and the fifth to explore diversity and underrepresentation, this research is a direct outgrowth of last year's results which found 40 percent of the country's female and underrepresented minority (URM) chemists and chemical engineers working today were discouraged from pursuing their STEM career at some point in their lives. US colleges were cited as places where this discouragement most often happened and college professors as the individuals most likely responsible. Does such discouragement still occur in American colleges today? To answer this and other questions about the undergraduate environment in which today's students make their career decisions, the survey polls 413 STEM department chairs at the nation's 200 top research universities and those that produce the highest proportion of female and URM STEM graduates. The survey also asks the chairs about their institutions track record recruiting and retaining female and URM STEM undergraduates, preparedness of these students to study STEM, the impact of traditional introductory STEM courses on female and URM students and barriers these students face pursuing their STEM degrees.

Society of Pediatric Psychology Diversity Award: Training Underrepresented Minority Students in Psychology

PubMed Central

Mitchell, Monica J.; Crosby, Lori E.

2016-01-01

Improving diversity, particularly among trainees and professionals from underrepresented ethnic minority backgrounds, has been a long-stated goal for the field of Psychology. Research has provided strategies and best practices, such as ensuring cultural sensitivity and relevance in coursework, clinical and research training, promoting a supportive and inclusive climate, providing access to cultural and community opportunities, and increasing insight and cultural competence among professionals (Rogers & Molina, 2006). Despite this, the rates of psychologists from ethnically diverse and underrepresented minority (URM) backgrounds remain low and few published studies have described programmatic efforts to increase diversity within the field. This paper describes the INNOVATIONS training model, which provides community and culturally related research experiences, graduate-school related advising, and mentoring to high school and college students. The paper also examines how the model may support enrollment of URM students in doctoral programs in psychology. Findings indicate that INNOVATIONS supported students’ transition from high school and college to graduate programs (with approximately 75% of students enrolling in Master’s and Doctoral programs). INNOVATIONS also supported students, including those from URM backgrounds, enrolling in doctoral programs (41.7%). Students who were trained in the research assistant track were most likely to enroll in psychology doctoral programs, perhaps as a result of the intensive time and training committed to research and clinical experiences. Data support the importance of research training for URM students pursuing psychology graduate study and the need to ensure cultural relevance of the training. Implications for clinical and pediatric psychology are discussed. PMID:28603680

Under-represented minorities in emergency medicine.

PubMed

Landry, Alden M; Stevens, Jessica; Kelly, Sean P; Sanchez, Leon D; Fisher, Jonathan

2013-07-01

According to the Association of American Medical Colleges and the Institute of Medicine, promoting diversity in the health care workforce is a national priority. The under-representation of minorities in health care contributes significantly to the problem of health disparities currently facing racial and ethnic minority groups in the United States (US). Evidence shows that improved diversity among medical providers contributes to higher satisfaction for minority patients and better educational experiences for trainees. Our aim was to describe the racial and ethnic composition of medical students, Emergency Medicine residents, and practicing Emergency Medicine Physicians as compared with other specialties and the US population. A cross-sectional analysis of the most recent data available from the Association of American Medical Colleges and the US Census were used to determine the racial and ethnic distribution of the US population, medical students, residents, and practicing physicians. The Association of American Medical Colleges' definition of under-represented minorities (URMs) for the years studied included individuals of black, Latino, and Native-American race and ethnicity. Proportions with 95% confidence intervals were calculated. χ(2) analysis was used to compare groups. URMs comprised 30% of the total US population, yet only 6% of all practicing physicians and 9% of Emergency Physicians self-identified as URMs. By comparison, 15% of medical students, 17% of all residents, and 14% of Emergency Medicine residents were URMs (p < 0.0001). Emergency Medicine, like other specialties, lacks the racial and ethnic diversity seen in the US population. Efforts to improve diversity at the resident level are limited by the number of URM students in medical school, and should include steps aimed at addressing this issue. Copyright © 2013 Elsevier Inc. All rights reserved.

The Importance of MS PHD'S and SEEDS Mentoring and Professional Development Programs in the Retenion of Underrepresented Minorities in STEM Fields

NASA Astrophysics Data System (ADS)

Strickland, J.; Johnson, A.; Williamson Whitney, V.; Ricciardi, L.

2012-12-01

According to a recent study by the National Academy of Sciences, underrepresented minority (URM) participation in STEM disciplines represents approximately one third of the URM population in the U.S. Thus, the proportion of URM in STEM disciplines would need to triple in order to reflect the demographic makeup in the U.S. Individual programs targeting the recruitment and retention of URM students in STEM have demonstrated that principles of mentoring, community building, networking, and professional skill development are crucial in encouraging URM students to remain in STEM disciplines thereby reducing this disparity in representation. However, to paraphrase an old African proverb, "it takes a village to nurture and develop a URM student entering into the STEM community." Through programs such as the Institute for Broadening Participation's Minorities Striving and Pursuing Higher Degrees of Success (MS PHD'S) Professional Development Program in Earth system science and the Ecological Society of America's Strategies for Ecology Education, Diversity and Sustainability (SEEDS), URM students are successfully identifying and benefitting from meaningful opportunities to develop the professional skills and strategies needed to achieve their academic and career goals. Both programs share a philosophy of professional development, reciprocal mentoring, field trips, internships, employment, research partnerships, collaborations, fellowships, scholarships, grants, and professional meeting travel awards to support URM student retention in STEM. Both programs share a mission to bring more diversity and inclusivity into STEM fields. Both programs share a history of success at facilitating the preparation and advancement of URM students. This success has been documented with the multitude of URM students that have matriculated through the programs and are now actively engaged in the pursuit of advanced degrees in STEM or entering the STEM workforce. Anonymous surveys from participants affirms that these programs provided an excellent environment for advancing interest in, and knowledge of STEM, and for influencing academic career goals for participants. These programs are models and reflect the importance of providing diversity, mentoring and professional development programs to broaden the participation and retention of URM students in STEM fields.

Improving Underrepresented Minority Student Persistence in STEM

PubMed Central

Estrada, Mica; Burnett, Myra; Campbell, Andrew G.; Campbell, Patricia B.; Denetclaw, Wilfred F.; Gutiérrez, Carlos G.; Hurtado, Sylvia; John, Gilbert H.; Matsui, John; McGee, Richard; Okpodu, Camellia Moses; Robinson, T. Joan; Summers, Michael F.; Werner-Washburne, Maggie; Zavala, MariaElena

2016-01-01

Members of the Joint Working Group on Improving Underrepresented Minorities (URMs) Persistence in Science, Technology, Engineering, and Mathematics (STEM)—convened by the National Institute of General Medical Sciences and the Howard Hughes Medical Institute—review current data and propose deliberation about why the academic “pathways” leak more for URM than white or Asian STEM students. They suggest expanding to include a stronger focus on the institutional barriers that need to be removed and the types of interventions that “lift” students’ interests, commitment, and ability to persist in STEM fields. Using Kurt Lewin’s planned approach to change, the committee describes five recommendations to increase URM persistence in STEM at the undergraduate level. These recommendations capitalize on known successes, recognize the need for accountability, and are framed to facilitate greater progress in the future. The impact of these recommendations rests upon enacting the first recommendation: to track successes and failures at the institutional level and collect data that help explain the existing trends. PMID:27543633

A Summer Prematriculation Program: Bridging the Gap for Disadvantaged Underrepresented Minority Students Interested in a Nursing Career.

PubMed

Norris, Tommie L; Wicks, Mona N; Cowan, Patricia A; Davison, Erwin Story

2016-08-01

The nursing and health care workforce needs diverse clinicians who can provide culturally competent and high-quality care to an increasingly diverse U.S. Achieving this goal requires creating learning environments that foster the success of disadvantaged underrepresented minority (URM) students seeking nursing careers. This 4-week summer prematriculation program introduced 33 URM individuals from disadvantaged backgrounds to nursing as a career through financial support, academic enrichment, and social support to enhance nursing program admission success. Federal guidelines were used to establish URM and economically disadvantaged status. To date, one third of program participants have been admitted to nursing programs. Fundamental reforms in pre-college education systems, such as the evidence-based strategies implemented in our summer prematriculation program, may be needed to achieve a diverse, culturally competent workforce that can help eliminate persistent health and health care disparities. [J Nurs Educ. 2016;55(8):471-475.]. Copyright 2016, SLACK Incorporated.

Enhancing Diversity in Undergraduate Science: Self-Efficacy Drives Performance Gains with Active Learning

ERIC Educational Resources Information Center

Ballen, Cissy J.; Wieman, Carl; Salehi, Shima; Searle, Jeremy B.; Zamudio, Kelly R.

2017-01-01

Efforts to retain underrepresented minority (URM) students in science, technology, engineering, and mathematics (STEM) have shown only limited success in higher education, due in part to a persistent achievement gap between students from historically underrepresented and well-represented backgrounds. To test the hypothesis that active learning…

The significance of recruiting underrepresented minorities in medicine: an examination of the need for effective approaches used in admissions by higher education institutions.

PubMed

Figueroa, Obed

2014-01-01

The purpose of this paper is to examine the significance of recruiting underrepresented minorities in medicine (URM). This would include African Americans, Hispanics, and Native Americans. The research findings support the belief that URMs, upon graduating, are more likely to become practitioners in underserved communities, thereby becoming a resource that prompts us to find effective ways to help increase their college enrollments statewide. This paper analyzes the recruitment challenges for institutions, followed by a review of creative and effective approaches used by organizations and universities. The results have shown positive outcomes averaging a 50% increase in minority enrollments and retention. In other areas, such as cognitive development, modest gains were achieved in programs that were shorter in duration. The results nevertheless indicated steps in the right direction inspiring further program developments.

The significance of recruiting underrepresented minorities in medicine: an examination of the need for effective approaches used in admissions by higher education institutions

PubMed Central

Figueroa, Obed

2014-01-01

The purpose of this paper is to examine the significance of recruiting underrepresented minorities in medicine (URM). This would include African Americans, Hispanics, and Native Americans. The research findings support the belief that URMs, upon graduating, are more likely to become practitioners in underserved communities, thereby becoming a resource that prompts us to find effective ways to help increase their college enrollments statewide. This paper analyzes the recruitment challenges for institutions, followed by a review of creative and effective approaches used by organizations and universities. The results have shown positive outcomes averaging a 50% increase in minority enrollments and retention. In other areas, such as cognitive development, modest gains were achieved in programs that were shorter in duration. The results nevertheless indicated steps in the right direction inspiring further program developments. PMID:25192970

Improving underrepresented minority medical student recruitment with health disparities curriculum.

PubMed

Vela, Monica B; Kim, Karen E; Tang, Hui; Chin, Marshall H

2010-05-01

Diversity improves all students' academic experiences and their abilities to work with patients from differing backgrounds. Little is known about what makes minority students select one medical school over another. To measure the impact of the existence of a health disparities course in the medical school curriculum on recruitment of underrepresented minority (URM) college students to the University of Chicago Pritzker School of Medicine. All medical school applicants interviewed in academic years 2007 and 2008 at the University of Chicago Pritzker School of Medicine (PSOM) attended an orientation that detailed a required health care disparities curriculum introduced in 2006. Matriculants completed a precourse survey measuring the impact of the existence of the course on their decision to attend PSOM. URM was defined by the American Association of Medical Colleges as Black, American Indian/Alaskan Native, Native Hawaiian, Mexican American, and Mainland Puerto Rican. Precourse survey responses were 100% and 96% for entering classes of 2007 and 2008, respectively. Among those students reporting knowledge of the course (128/210, 61%), URM students (27/37, 73%) were more likely than non-URM students (38/91, 42%) to report that knowledge of the existence of the course influenced their decision to attend PSOM (p = 0.002). Analysis of qualitative responses revealed that students felt that the curriculum gave the school a reputation for placing importance on health disparities and social justice issues. URM student enrollment at PSOM, which had remained stable from years 2005 and 2006 at 12% and 11% of the total incoming classes, respectively, increased to 22% of the total class size in 2007 (p = 0.03) and 19 percent in 2008. The required health disparities course may have contributed to the increased enrollment of URM students at PSOM in 2007 and 2008.

Increasing Persistence in Undergraduate Science Majors: A Model for Institutional Support of Underrepresented Students

ERIC Educational Resources Information Center

Toven-Lindsey, Brit; Levis-Fitzgerald, Marc; Barber, Paul H.; Hasson, Tama

2015-01-01

The 6-yr degree-completion rate of undergraduate science, technology, engineering, and mathematics (STEM) majors at U.S. colleges and universities is less than 40%. Persistence among women and underrepresented minorities (URMs), including African-American, Latino/a, Native American, and Pacific Islander students, is even more troubling, as these…

Crack in the Pipeline: Why Female Underrepresented Racial Minority College Students Leave Engineering

NASA Astrophysics Data System (ADS)

Vazquez-Akim, Jenny Amanda

Female and underrepresented racial minority (URM) students are indicating their interest in STEM fields at increasing rates, yet when examining the engineering discipline specifically disparities in degree completion rates between female URM students and others in the racial or gender majority are even more severe. This study explored female URM college student perceptions of school and classroom climate and the impact these factors had on their decision to persist or to leave engineering. Through a qualitative interview methodology grounded in Social Cognitive Career Theory (SCCT), this study explored factors including self-efficacy, perceived barriers and supports, other-group orientation and outcome expectations that influenced students' academic decision-making. Interview participants consisted of 5 female URM students that matriculated into an engineering major at a top tier, private university but subsequently left the discipline in pursuit of another field of study. The perceptions of this target population were juxtaposed with interview data from 4 male non-URM, 4 female non-URM, and 4 male URM leavers in addition to 7 female URM engineering persisters. As a final component in the research design, 9 undergraduate engineering faculty were interviewed to understand their perceptions of why female URM students leave engineering in pursuit of other disciplines. With faculty being a central component of the academic environment, their perceptions of female URM students, as well as how they view their role in these students' retention, provided insight on this other side of retention question. Salient findings emerged that differentiated female URM leavers' experiences in engineering from other student populations. Female URM leavers were less likely to call upon self-directed learning strategies in response to academic challenges. Perceived academic barriers such as heavy course loads, lack of connection between material and application, and perceived academic deficits deterred these students from persisting in the field. A perceived lack of academic preparation also inhibited female URM students from participating actively in class. Additionally, while targeted support programs were effective in connecting female URM students with their peers and such programs contributed to an overall sense of diversity at the school, a lack of diversity was felt when inside the classroom.

Achieving student diversity in dental schools: a model that works.

PubMed

Lacy, Ernestine S; McCann, Ann L; Miller, Barbara H; Solomon, Eric; Reuben, Jayne S

2012-05-01

It is well known that there is a large disparity between the proportions of African Americans, Hispanics, and American Indians in the general U.S. population and in the nation's dental profession. While these underrepresented minorities (URMs) together make up almost 30 percent of the population, they comprise only about 6 percent of U.S. dentists. For years, the American Dental Education Association has been diligently working with U.S. dental schools to reduce this disparity by increasing the diversity of their student bodies. However, with approximately 13 percent of first-year dental students coming from URM groups, the proportion of URM students entering dental school continues to remain significantly below that of the general population. Diversifying the dental profession is important for improving access to care for underrepresented groups, and student diversity provides better educational experiences for all students. Texas A&M Health Science Center Baylor College of Dentistry's strategy for increasing the number of URM dentists was to create a series of initiatives that together form a successful comprehensive program addressing students' awareness of and attraction to a dental career, academic enrichment, admissions, and graduation. The cumulative impact of this program is that the college enrolled greater numbers and proportions of URM students than any other non-minority U.S. dental school from 2006 to 2009. This article describes the program that led to these successes.

Walking the Path Together from High School to STEM Majors and Careers: Utilizing Community Engagement and a Focus on Teaching to Increase Opportunities for URM Students

ERIC Educational Resources Information Center

Finkel, Liza

2017-01-01

Despite decades of efforts to increase the participation of women and people from underrepresented minority groups (URM) in science and math majors and careers, and despite the increasing diversification of the US population as a whole (Planty et al. in National Center for Education Statistics, Institute of Education Sciences, U.S. Department of…

Underrepresented minority dental student recruitment and enrollment programs: an overview from the dental Pipeline program.

PubMed

Formicola, Allan J; D'Abreu, Kim C; Tedesco, Lisa A

2010-10-01

By now, all dental schools should understand the need to increase the enrollment of underrepresented minority (URM) students. While there has been a major increase in the number of Hispanic/Latino, African American/Black, and Native American applicants to dental schools over the past decade, there has not been a major percent increase in the enrollment of URM students except in the schools participating in the Pipeline, Profession, and Practice: Community-Based Dental Education program, which have far exceeded the percent increase in enrollment of URM students in other U.S. dental schools during Phase I of the program (2002-07). Assuming that all dental schools wish to improve the diversity of their student bodies, chapters 9-12 of this report--for which this chapter serves as an introduction--provide strategies learned from the Pipeline schools to increase the applications and enrollment of URM students. Some of the changes that the Pipeline schools put into place were the result of two focus group studies of college and dental students of color. These studies provided guidance on some of the barriers and challenges students of color face when considering dentistry as a career. New accreditation standards make it clear that the field of dentistry expects dental schools to re-energize their commitment to diversity.

Understanding Perceptions of the Geosciences among Minority and Nonminority Undergraduate Students

ERIC Educational Resources Information Center

Sherman-Morris, Kathleen; McNeal, Karen S.

2016-01-01

This study augments existing literature in understanding student perceptions about the geosciences; we examined the choice of major and science courses taken by 645 students at a large southeastern research university. Differences were examined between underrepresented minority (URM) and nonminority students. We compared responses regarding not…

MS PHD'S: A Synergistic Model for Diversifying the Earth Science Community

NASA Astrophysics Data System (ADS)

Ricciardi, L.; Johnson, A.; Williamson Whitney, V.; Ithier-Guzman, W.; Braxton, L.; Johnson, A.

2013-05-01

The Minorities Striving and Pursuing Higher Degrees of Success in Earth System Science (MS PHD'S) program focuses on increasing the number of underrepresented minorities (URM) receiving advanced degrees in Earth system sciences (ESS). Subscribing to Aristotle's philosophy that the "whole is greater than the sum of its parts", MS PHD'S uses a synergistic model of tiered mentoring practices, successful minority scientist role models, peer-to-peer community building activities, professional development training techniques, networking opportunities, and state of the art virtual communication tools to facilitate the retention and advancement of underrepresented ESS scientists. Using a three-phase program structure supported by a virtual community, URM students in ESS are afforded opportunities to establish mentoring relationships with successful scientists, build meaningful ties with URM peers and future colleagues, strengthen oral and written communication skills, engage in networking opportunities within premier scientific venues, and maintain continuity of networks formed through program participation. Established in 2003, MS PHD'S is now in its ninth cohort. From the original cohort of 24 participants, the program has grown to support 213 participants. Of these 213 participants, 42 have obtained the doctorate and are employed within the ESS workforce. Another 71 are enrolled in doctoral programs. Looking to the future with the purpose of continually furthering its synergistic philosophy, MS PHD'S has developed a new initiative, Beyond the PhD, designed to support and advance the representation of URM scientists within a global workforce.

Research Microcultures as Socialization Contexts for Underrepresented Science Students

PubMed Central

Thoman, Dustin B.; Muragishi, Gregg A.; Smith, Jessi L.

2017-01-01

How much does scientific research potentially help others? We tested whether such prosocial purpose beliefs spread among group members, contributing to each individual student’s motivation for science. We tested this question within the context of research experience for undergraduates working in faculty-led laboratories, with a focus on underrepresented minority (URM) students. Longitudinal survey data were collected from 522 research assistants in 41 labs at 6 institutions. Using multilevel modeling, results supported a socialization effect for URMs, the aggregate prosocial purpose beliefs of one’s labmates predicted the student’s own initial beliefs, as well as students’ subsequent experiences of interest and their motivation to pursue a future science career. Results demonstrate that research labs serve as microcultures of information about science norms and values that influence motivation, which URM students are particularly sensitive to, and efforts to broaden participation should include understanding group processes that convey such values. PMID:28459648

The leaky pipeline: factors associated with early decline in interest in premedical studies among underrepresented minority undergraduate students.

PubMed

Barr, Donald A; Gonzalez, Maria Elena; Wanat, Stanley F

2008-05-01

To determine the causes among underrepresented racial and ethnic minority groups (URM) of a decline in interest during the undergraduate years in pursuing a career in medicine. From fall 2002 through 2007, the authors conducted a longitudinal study of 362 incoming Stanford freshmen (23% URM) who indicated on a freshman survey that they hoped to become physicians. Using a 10-point scale of interest, the authors measured the change in students' levels of interest in continuing premedical studies between the beginning of freshman year and the end of sophomore year. Follow-up interviews were conducted with 68 participants, approximately half of whom had experienced decreases in interest in continuing as premeds, and half of whom who had experienced increases in interest. URM students showed a larger decline in interest than did non-URM students; women showed a larger decline than did men, independent of race or ethnicity. The authors found no association between scholastic ability as measured by SAT scores and changes in level of interest. The principal reason given by students for their loss of interest in continuing as premeds was a negative experience in one or more chemistry courses. Students also identified problems in the university's undergraduate advising system as a contributor. Largely because of negative experiences with chemistry classes, URM students and women show a disproportionate decline in interest in continuing in premedical studies, with the result that fewer apply to medical school.

MS PHD'S: A Successful Model Promoting Inclusion, Preparation and Engagement of Underrepresented Minorities within the Geosciences Workforce

NASA Astrophysics Data System (ADS)

Padilla, E.; Scott, O.; Strickland, J. T.; Ricciardi, L.; Guzman, W. I.; Braxton, L.; Williamson, V.; Johnson, A.

2015-12-01

According to 2014 findings of the National Research Council, geoscience and related industries indicate an anticipated 48,000 blue-collar, scientific, and managerial positions to be filled by underrepresented minority (URM) workers in the next 15 years. An Information Handling Services (IHS) report prepared for the American Petroleum Institute forecasts even greater numbers estimating upward of 408,000 opportunities for URM workers related to growth in accelerated development of oil, gas and petroleum industries. However, many URM students lack the training in both the hard sciences and craft skills necessary to fill these positions. The Minorities Striving and Pursuing Higher Degrees of Success in Earth System Science (MS PHD'S) Professional Development Program uses integrative and holistic strategies to better prepare URM students for entry into all levels of the geoscience workforce. Through a three-phase program of mentoring, community building, networking and professional development activities, MS PHD'S promotes collaboration, critical thinking, and soft skills development for participants. Program activities expose URM students to education, training and real-life geoscience workforce experiences while maintaining a continuity of supportive mentoring and training networks via an active virtual community. MS PHD'S participants report increased self-confidence and self-efficacy in pursuing geoscience workforce goals. To date, the program supports 223 participants of who 57, 21 and 16 have received Doctorate, Masters and Baccalaureate degrees respectively and are currently employed within the geoscience and related industries workforce. The remaining 129 participants are enrolled in undergraduate and graduate programs throughout the U.S. Geographic representation of participants includes 35 states, the District of Columbia, Puerto Rico and two international postdoctoral appointments - one in Saudi Arabia and the other in France.

Beginning with the end in mind: cultivating minority nurse leaders.

PubMed

Carter, Brigit Maria; Powell, Dorothy L; Derouin, Anne L; Cusatis, Julie

2015-01-01

In response to the need for increased racial and ethnic diversity in the nursing profession, the Duke University School of Nursing (DUSON) established the Making a Difference in Nursing II (MADIN II) Program. The aim of the MADIN II Program is to improve the diversity of the nursing workforce by expanding nursing education opportunities for economically disadvantaged underrepresented minority (URM) students to prepare for, enroll in, and graduate from the DUSON's Accelerated Bachelors of Science in Nursing program. Adapted from the highly successful Meyerhoff Scholarship Program model, the program is to cultivate URM nursing graduates with advanced knowledge and leadership skills who can address health disparities and positively influence health care issues currently plaguing underrepresented populations. The article discusses the MADIN II framework consisting of four unique components: recruitment of students, the Summer Socialization Nursing Preentry Program, the Continued Connectivity Program, and the Succeed to Excellence Program, providing a framework for other academic programs interested in cultivating a pipeline of minority nurse leaders. Copyright © 2015 Elsevier Inc. All rights reserved.

Attracting underrepresented minority students to the sciences with an interest and utility value intervention: Catching and holding interest in recruitment materials

NASA Astrophysics Data System (ADS)

Stribling, Tracy M.

In order to explore recruitment methods for attracting undergraduate underrepresented minority (URM) students to the sciences, an applied intervention involving the manipulation of the construct of interest was implemented. Using Bridges to the Baccalaureate--a scientific research program available to community college URM students--as the context for the intervention, I redesigned the original recruitment brochure into two new brochures: one designed to catch interest and one designed to catch interest as well as hold it. Largely attributable to inherent limitations of applied research, no differences were found between the number of applications submitted the year the intervention was implemented compared to the previous baseline year, nor were any differences found between the number of applications submitted by students who received the interest brochure compared to those who received the utility value brochure.

Diversity based on race, ethnicity, and sex, of the US radiation oncology physician workforce.

PubMed

Chapman, Christina H; Hwang, Wei-Ting; Deville, Curtiland

2013-03-15

To assess the current diversity of the US radiation oncology (RO) physician workforce by race, ethnicity, and sex. Publicly available American Medical Association, American Association of Medical Colleges, and US census registries were used to assess differences by race, ethnicity, and sex for 2010 among RO practicing physicians, academic faculty, residents, and residency applicants. RO resident diversity was compared to medical school graduates and medical oncology (MO) fellows. Significant differences in diversity of RO residents by race, ethnicity, and sex were evaluated between 2003 and 2010 academic years. Females and traditionally underrepresented minorities in medicine (URM), blacks, Hispanics, American Indians, Alaska Natives, Native Hawaiian, and Pacific Islanders are underrepresented as RO residents (33.3% and 6.9%, respectively), faculty (23.8%, 8.1%), and practicing physicians (25.5%, 7.2%) levels compared with the US population (50.8%, 30.0%; P<.01). Although females and URMs remain underrepresented at the resident trainee level compared with their proportions as medical school graduates (48.3%, 15.6%) and MO fellows (45.0%, 10.8%; P<.01), females are significantly increased in proportion as RO residents compared with RO practicing physicians (P<.01), whereas representation of individual URM groups as RO residents is no different than current practicing physicians. There is no trend toward increased diversification for female or URM trainees over 8 years, suggesting underrepresentation is not diminishing. Females and URM are underrepresented in the RO physician workforce. Given existing cancer disparities, further research and efforts are needed to ensure that the field is equipped to meet the needs of an increasingly diverse society. Copyright © 2013 Elsevier Inc. All rights reserved.

Diversity Based on Race, Ethnicity, and Sex, of the US Radiation Oncology Physician Workforce

DOE Office of Scientific and Technical Information (OSTI.GOV)

Chapman, Christina H.; Hwang, Wei-Ting; Deville, Curtiland, E-mail: deville@uphs.upenn.edu

Purpose: To assess the current diversity of the US radiation oncology (RO) physician workforce by race, ethnicity, and sex. Methods and Materials: Publicly available American Medical Association, American Association of Medical Colleges, and US census registries were used to assess differences by race, ethnicity, and sex for 2010 among RO practicing physicians, academic faculty, residents, and residency applicants. RO resident diversity was compared to medical school graduates and medical oncology (MO) fellows. Significant differences in diversity of RO residents by race, ethnicity, and sex were evaluated between 2003 and 2010 academic years. Results: Females and traditionally underrepresented minorities in medicinemore » (URM), blacks, Hispanics, American Indians, Alaska Natives, Native Hawaiian, and Pacific Islanders are underrepresented as RO residents (33.3% and 6.9%, respectively), faculty (23.8%, 8.1%), and practicing physicians (25.5%, 7.2%) levels compared with the US population (50.8%, 30.0%; P<.01). Although females and URMs remain underrepresented at the resident trainee level compared with their proportions as medical school graduates (48.3%, 15.6%) and MO fellows (45.0%, 10.8%; P<.01), females are significantly increased in proportion as RO residents compared with RO practicing physicians (P<.01), whereas representation of individual URM groups as RO residents is no different than current practicing physicians. There is no trend toward increased diversification for female or URM trainees over 8 years, suggesting underrepresentation is not diminishing. Conclusions: Females and URM are underrepresented in the RO physician workforce. Given existing cancer disparities, further research and efforts are needed to ensure that the field is equipped to meet the needs of an increasingly diverse society.« less

College Graduation Rates for Minority Students in a Selective Technical University: Will Participation in a Summer Bridge Program Contribute to Success?

PubMed

Murphy, Terrence E; Gaughan, Monica; Hume, Robert; Moore, S Gordon

2010-03-01

There are many approaches to solving the problem of underrepresentation of some racial and ethnic groups and women in scientific and technical disciplines. Here, the authors evaluate the association of a summer bridge program with the graduation rate of underrepresented minority (URM) students at a selective technical university. They demonstrate that this 5-week program prior to the fall of the 1st year contains elements reported as vital for successful student retention. Using multivariable survival analysis, they show that for URM students entering as fall-semester freshmen, relative to their nonparticipating peers, participation in this accelerated summer bridge program is associated with higher likelihood of graduation. The longitudinal panel data include more than 2,200 URM students.

College Graduation Rates for Minority Students in a Selective Technical University: Will Participation in a Summer Bridge Program Contribute to Success?

PubMed Central

Murphy, Terrence E.; Gaughan, Monica; Hume, Robert; Moore, S. Gordon

2012-01-01

There are many approaches to solving the problem of underrepresentation of some racial and ethnic groups and women in scientific and technical disciplines. Here, the authors evaluate the association of a summer bridge program with the graduation rate of underrepresented minority (URM) students at a selective technical university. They demonstrate that this 5-week program prior to the fall of the 1st year contains elements reported as vital for successful student retention. Using multivariable survival analysis, they show that for URM students entering as fall-semester freshmen, relative to their nonparticipating peers, participation in this accelerated summer bridge program is associated with higher likelihood of graduation. The longitudinal panel data include more than 2,200 URM students. PMID:23136456

Active Learning Outside the Classroom: Implementation and Outcomes of Peer-Led Team-Learning Workshops in Introductory Biology.

PubMed

Kudish, Philip; Shores, Robin; McClung, Alex; Smulyan, Lisa; Vallen, Elizabeth A; Siwicki, Kathleen K

2016-01-01

Study group meetings (SGMs) are voluntary-attendance peer-led team-learning workshops that supplement introductory biology lectures at a selective liberal arts college. While supporting all students' engagement with lecture material, specific aims are to improve the success of underrepresented minority (URM) students and those with weaker backgrounds in biology. Peer leaders with experience in biology courses and training in science pedagogy facilitate work on faculty-generated challenge problems. During the eight semesters assessed in this study, URM students and those with less preparation attended SGMs with equal or greater frequency than their counterparts. Most agreed that SGMs enhanced their comprehension of biology and ability to articulate solutions. The historical grade gap between URM and non-URM students narrowed slightly in Biology 2, but not in other biology and science, technology, engineering, and mathematics courses. Nonetheless, URM students taking introductory biology after program implementation have graduated with biology majors or minors at the same rates as non-URM students, and have enrolled in postcollege degree programs at equal or greater rates. These results suggest that improved performance as measured by science grade point average may not be necessary to improve the persistence of students from underrepresented groups as life sciences majors. © 2016 P. Kudish et al. CBE—Life Sciences Education © 2016 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

PROMISE: Maryland's Alliance for Graduate Education and the Professoriate enhances recruitment and retention of underrepresented minority graduate students.

PubMed

Tull, Renetta G; Rutledge, Janet C; Carter, Frances D; Warnick, Jordan E

2012-11-01

PROMISE: Maryland's Alliance for Graduate Education and the Professoriate (AGEP), sponsored by the National Science Foundation, is a consortium that is designed to increase the numbers of underrepresented minority (URM) PhDs in science, technology, engineering, and mathematics fields who will pursue academic careers. A strength of PROMISE is its alliance infrastructure that connects URM graduate students on different campuses through centralized programming for the three research universities in Maryland: the University of Maryland Baltimore County (the lead institution in the alliance), the University of Maryland College Park, and the University of Maryland Baltimore (UMB). PROMISE initiatives cover graduate student recruitment, retention, community building, PhD completion, and transition to careers.Although it is not a fellowship, PROMISE offers professional development and skill-building programs that provide academic and personal support for URM students on all three campuses. PROMISE on UMB's campus includes the School of Medicine, which sponsors tricampus programs that promote health and wellness to accompany traditional professional development programs. PROMISE uniquely and atypically includes a medical school within its alliance. The PROMISE programs serve as interventions that reduce isolation and facilitate degree completion among diverse students on each campus. This article describes details of the PROMISE AGEP and presents suggestions for replicating professional development programs for URMs in biomedical, MD/master's, and MD/PhD programs on other campuses.

Values Affirmation Intervention Reduces Achievement Gap between Underrepresented Minority and White Students in Introductory Biology Classes.

PubMed

Jordt, Hannah; Eddy, Sarah L; Brazil, Riley; Lau, Ignatius; Mann, Chelsea; Brownell, Sara E; King, Katherine; Freeman, Scott

2017-01-01

Achievement gaps between underrepresented minority (URM) students and their white peers in college science, technology, engineering, and mathematics classrooms are persistent across many white-majority institutions of higher education. Attempts to reduce this phenomenon of underperformance through increasing classroom structure via active learning have been partially successful. In this study, we address the hypothesis that the achievement gap between white and URM students in an undergraduate biology course has a psychological and emotional component arising from stereotype threat. Specifically, we introduced a values affirmation exercise that counters stereotype threat by reinforcing a student's feelings of integrity and self-worth in three iterations of an intensive active-learning college biology course. On average, this exercise reduced the achievement gap between URM and white students who entered the course with the same incoming grade point average. This result suggests that achievement gaps resulting from the underperformance of URM students could be mitigated by providing students with a learning environment that removes psychological and emotional impediments of performance through short psychosocial interventions. © 2017 H. Jordt et al. CBE—Life Sciences Education © 2017 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

A Longitudinal Study of How Quality Mentorship and Research Experience Integrate Underrepresented Minorities into STEM Careers.

PubMed

Estrada, Mica; Hernandez, Paul R; Schultz, P Wesley

2018-01-01

African Americans, Latinos, and Native Americans are historically underrepresented minorities (URMs) among science, technology, engineering, and mathematics (STEM) degree earners. Viewed from a perspective of social influence, this pattern suggests that URMs do not integrate into the STEM academic community at the same rate as non-URM students. Estrada and colleagues recently showed that Kelman's tripartite integration model of social influence (TIMSI) predicted URM persistence into science fields. In this paper, we longitudinally examine the integration of URMs into the STEM community by using growth-curve analyses to measure the development of TIMIS's key variables (science efficacy, identity, and values) from junior year through the postbaccalaureate year. Results showed that quality mentorship and research experience occurring in the junior and senior years were positively related to student science efficacy, identity, and values at that same time period. Longitudinal modeling of TIMSI further shows that, while efficacy is important, and perhaps a necessary predictor of moving toward a STEM career, past experiences of efficacy may not be sufficient for maintaining longer-term persistence. In contrast, science identity and values do continue to be predictive of STEM career pathway persistence up to 4 years after graduation. © 2018 M. Estrada et al. CBE—Life Sciences Education © 2018 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

A Study of The Influence of Advising on Underrepresented Minority Undergraduate Student Persistence in STEM

NASA Astrophysics Data System (ADS)

Weir, Michael J.

In the United States, undergraduate underrepresented minority (URM) students tend to change out of declared majors in science, technology, engineering and math (STEM) disciplines at a rate of nearly sixty percent prior to earning a post secondary degree. This phenomenon contributes to a general concern that the United States is not producing enough STEM trained skilled workers to meet future employment needs of industry and government. Although there has been research developed to examine how to increase the numbers of URM students enrolling in STEM programs at higher education institutions, retention of these students remains critical. One area of increasing focus for researchers is to understand how multiple factors impact the college experience of URM students and how those factors may contribute to the student decision to persist in earning a STEM disciple degree. This research study is a phenomenological mixed method study that examines how students experience the phenomenon of advising and the influence of the advising experience of undergraduate URM students on their likelihood of persisting in STEM at a northeast US technology oriented post secondary institution. Persistence, from the perspective of the student, is driven by cognitive psychological attributes such as confidence, motivation and self-efficacy. Utilizing a Social Cognitive theoretical framework, this study examines how three distinct undergraduate URM student populations enrolled in; an Academic Services Program, Honors College, and the general undergraduate population at this institution experience advising and how their experiences may influence their propensity to persist in earning a STEM oriented degree.

Addressing Implicit Bias to Improve Cross-cultural Care.

PubMed

Pereda, Brenda; Montoya, Margaret

2018-03-01

Health disparities cluster around race, ethnicity, education, neighborhoods, and income. Systems of exclusion that correlate with social determinants compound the disproportionate burden of poor health experienced by people of color. By 2056, ~50% of the population is expected to fall into categories currently labeled "under-represented minorities" (URMs), primarily African Americans, Latinxs, and American Indians. Although URMs comprise 30% of the general population, only 9% of medical doctors [Association of American Medical Colleges (AAMC)] are URMs. We can lessen the negative effects of implicit bias and minimize inequities and unequal treatment by medical providers with training in cross-disciplinary diversity knowledge and communication skills.

Using Institutional Resources and Agency to Support Graduate Students' Success at a Hispanic Serving Institution

ERIC Educational Resources Information Center

Tran, Natalie A.; Jean-Marie, Gaetane; Powers, Katherine; Bell, Sean; Sanders, Kimberly

2016-01-01

There is a growing body of evidence that links increased social capital to minority student success in college. This paper seeks to expand specifically on the graduate experience of underrepresented minorities (URM) at a Hispanic Serving Institution (HSI) using the social capital framework. In a cross-sectional survey, 198 graduate students…

Integrating Theory and Practice to Increase Scientific Workforce Diversity: A Framework for Career Development in Graduate Research Training

ERIC Educational Resources Information Center

Byars-Winston, Angela; Gutierrez, Belinda; Topp, Sharon; Carnes, Molly

2011-01-01

Few, if any, educational interventions intended to increase underrepresented minority (URM) graduate students in biological and behavioral sciences are informed by theory and research on career persistence. Training and Education to Advance Minority Scholars in Science (TEAM-Science) is a program funded by the National Institute of General Medical…

How leaky is the health career pipeline? Minority student achievement in college gateway courses.

PubMed

Alexander, Charles; Chen, Eric; Grumbach, Kevin

2009-06-01

To determine whether underrepresented minority (URM) students receive lower grades than do non-URM students in college prehealth gateway courses; the extent to which lower grade performance might be explained by the differences in precollege academic achievement; and whether URM students are less likely than non-URM students to persist in completing at least four gateway courses. Administrative data were obtained from six California colleges on 15,000 college students who matriculated in the 1999-2000 or 2000-2001 academic years and enrolled in at least one college course required for application to medical or dental school ("gateway" courses). Students were compared across ethnic groups in gateway course grade performance and persistence in completing at least four gateway courses, using regression methods to control for students' college admission test scores and caliber of high school attended. URM students received significantly lower grades on average in gateway courses than did white students. This gap persisted after adjusting for measures of prior academic performance. However, URM students were nearly as likely as white students to persist in completing at least four gateway courses. After accounting for the lower grades of URM students in their initial classes, URM students were more likely than white students to complete four or more gateway courses. URM students experienced academic challenges, but many persist in their prehealth courses despite these challenges. Interventions at the college level to support URM student performance in gateway courses are particularly important for increasing the diversity of medical and dental schools.

Science That Matters: The Importance of a Cultural Connection in Underrepresented Students’ Science Pursuit

PubMed Central

Jackson, Matthew C.; Galvez, Gino; Landa, Isidro; Buonora, Paul; Thoman, Dustin B.

2016-01-01

Recent research suggests that underrepresented minority (URM) college students, and especially first-generation URMs, may lose motivation to persist if they see science careers as unable to fulfill culturally relevant career goals. In the present study, we used a mixed-methods approach to explore patterns of motivation to pursue physical and life sciences across ethnic groups of freshman college students, as moderated by generational status. Results from a longitudinal survey (N = 249) demonstrated that freshman URM students who enter with a greater belief that science can be used to help their communities identified as scientists more strongly over time, but only among first-generation college students. Analysis of the survey data were consistent with content analysis of 11 transcripts from simultaneously conducted focus groups (N = 67); together, these studies reveal important differences in motivational characteristics both across and within ethnicity across educational generation status. First-generation URM students held the strongest prosocial values for pursuing a science major (e.g., giving back to the community). URM students broadly reported additional motivation to increase the status of their family (e.g., fulfilling aspirations for a better life). These findings demonstrate the importance of culturally connected career motives and for examining intersectional identities to understand science education choices and inform efforts to broaden participation. PMID:27543631

A pre-admission program for underrepresented minority and disadvantaged students: application, acceptance, graduation rates and timeliness of graduating from medical school.

PubMed

Strayhorn, G

2000-04-01

To determine whether students' performances in a pre-admission program predicted whether participants would (1) apply to medical school, (2) get accepted, and (3) graduate. Using prospectively collected data from participants in the University of North Carolina at Chapel Hill's Medical Education Development Program (MEDP) and data from the Association of American Colleges Student and Applicant Information Management System, the author identified 371 underrepresented minority (URM) students who were full-time participants and completed the program between 1984 and 1989, prior to their acceptance into medical school. Logistic regression analysis was used to determine whether MEDP performance significantly predicted (after statistically controlling for traditional predictors of these outcomes) the proportions of URM participants who applied to medical school and were accepted, the timeliness of graduating, and the proportion graduating. Odds ratios with 95% confidence intervals were calculated to determine the associations between the independent and outcome variables. In separate logistic regression models, MEDP performance predicted the study's outcomes after statistically controlling for traditional predictors with 95% confidence intervals. Pre-admission programs with similar outcomes can improve the diversity of the physician workforce and the access to health care for underrepresented minority and economically disadvantaged populations.

Mathematics Readiness of First-Year University Students

ERIC Educational Resources Information Center

Atuahene, Francis; Russell, Tammy A.

2016-01-01

The majority of high school students, particularly underrepresented minorities (URMs) from low socioeconomic backgrounds are graduating from high school less prepared academically for advanced-level college mathematics. Using 2009 and 2010 course enrollment data, several statistical analyses (multiple linear regression, Cochran Mantel Haenszel…

Research Microcultures as Socialization Contexts for Underrepresented Science Students.

PubMed

Thoman, Dustin B; Muragishi, Gregg A; Smith, Jessi L

2017-06-01

How much does scientific research potentially help people? We tested whether prosocial-affordance beliefs (PABs) about science spread among group members and contribute to individual students' motivation for science. We tested this question within the context of research experience for undergraduates working in faculty-led laboratories, focusing on students who belong to underrepresented minority (URM) groups. Longitudinal survey data were collected from 522 research assistants in 41 labs at six institutions. We used multilevel modeling, and results supported a socialization effect for URM students: The aggregate PABs of their lab mates predicted the students' own initial PABs, as well as their subsequent experiences of interest and their motivation to pursue a career in science, even after controlling for individual-level PABs. Results demonstrate that research labs serve as microcultures of information about the science norms and values that influence motivation. URM students are particularly sensitive to this information. Efforts to broaden participation should be informed by an understanding of the group processes that convey such prosocial values.

Medically Necessary

ERIC Educational Resources Information Center

Lum, Lydia

2010-01-01

This article discusses why rising fees for graduate programs at University of California campuses threaten to undermine growth of underrepresented minorities (URMs) in health-science and other professions. Dental student Hector Godoy easily relates to his patients at a University of California, Los Angeles clinic. Like many of them, Godoy never…

Bridges to the Doctorate: mentored transition to successful completion of doctoral study for underrepresented minorities in nursing science.

PubMed

Kim, Mi Ja; Holm, Karyn; Gerard, Peggy; McElmurry, Beverly; Foreman, Mark; Poslusny, Susan; Dallas, Constance

2009-01-01

Nursing has a shortage of doctorally-prepared underrepresented minority (URM) scientists/faculty. We describe a five-year University of Illinois at Chicago (UIC) Bridges program for URM master's students' transition to doctoral study and factors in retention/graduation from the PhD program. Four master' students from two partner schools were recruited/appointed per year and assigned UIC faculty advisors. They completed 10 UIC credits during master's study and were mentored by Bridges faculty. Administrative and financial support was provided during transition and doctoral study. Partner schools' faculty formed research dyads with UIC faculty. Seventeen Bridges students were appointed to the Bridges program: 12 were admitted to the UIC PhD program since 2004 and one graduated in 2007. Eight Bridges faculty research dyads published 5 articles and submitted 1 NIH R03 application. Mentored transition from master's through doctoral program completion and administrative/financial support for students were key factors in program success. Faculty research dyads enhanced the research climate in partner schools.

Faculty self-reported experience with racial and ethnic discrimination in academic medicine.

PubMed

Peterson, Neeraja B; Friedman, Robert H; Ash, Arlene S; Franco, Shakira; Carr, Phyllis L

2004-03-01

Despite the need to recruit and retain minority faculty in academic medicine, little is known about the experiences of minority faculty, in particular their self-reported experience of racial and ethnic discrimination at their institutions. To determine the frequency of self-reported experience of racial/ethnic discrimination among faculty of U.S. medical schools, as well as associations with outcomes, such as career satisfaction, academic rank, and number of peer-reviewed publications. A 177-item self-administered mailed survey of U.S. medical school faculty. Twenty-four randomly selected medical schools in the contiguous United States. A random sample of 1,979 full-time faculty, stratified by medical school, specialty, graduation cohort, and gender. Frequency of self-reported experiences of racial/ethnic bias and discrimination. The response rate was 60%. Of 1,833 faculty eligible, 82% were non-Hispanic white, 10% underrepresented minority (URM), and 8% non-underrepresented minority (NURM). URM and NURM faculty were substantially more likely than majority faculty to perceive racial/ethnic bias in their academic environment (odds ratio [OR], 5.4; P <.01 and OR, 2.6; P <.01, respectively). Nearly half (48%) of URM and 26% of NURM reported experiencing racial/ethnic discrimination by a superior or colleague. Faculty with such reported experiences had lower career satisfaction scores than other faculty (P <.01). However, they received comparable salaries, published comparable numbers of papers, and were similarly likely to have attained senior rank (full or associate professor). Many minority faculty report experiencing racial/ethnic bias in academic medicine and have lower career satisfaction than other faculty. Despite this, minority faculty who reported experiencing racial/ethnic discrimination achieved academic productivity similar to that of other faculty.

Improving Underrepresented Minority Student Persistence in STEM.

PubMed

Estrada, Mica; Burnett, Myra; Campbell, Andrew G; Campbell, Patricia B; Denetclaw, Wilfred F; Gutiérrez, Carlos G; Hurtado, Sylvia; John, Gilbert H; Matsui, John; McGee, Richard; Okpodu, Camellia Moses; Robinson, T Joan; Summers, Michael F; Werner-Washburne, Maggie; Zavala, MariaElena

2016-01-01

Members of the Joint Working Group on Improving Underrepresented Minorities (URMs) Persistence in Science, Technology, Engineering, and Mathematics (STEM)-convened by the National Institute of General Medical Sciences and the Howard Hughes Medical Institute-review current data and propose deliberation about why the academic "pathways" leak more for URM than white or Asian STEM students. They suggest expanding to include a stronger focus on the institutional barriers that need to be removed and the types of interventions that "lift" students' interests, commitment, and ability to persist in STEM fields. Using Kurt Lewin's planned approach to change, the committee describes five recommendations to increase URM persistence in STEM at the undergraduate level. These recommendations capitalize on known successes, recognize the need for accountability, and are framed to facilitate greater progress in the future. The impact of these recommendations rests upon enacting the first recommendation: to track successes and failures at the institutional level and collect data that help explain the existing trends. © 2016 M. Estrada et al. CBE—Life Sciences Education © 2016 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

Enhancing Diversity in Undergraduate Science: Self-Efficacy Drives Performance Gains with Active Learning.

PubMed

Ballen, Cissy J; Wieman, Carl; Salehi, Shima; Searle, Jeremy B; Zamudio, Kelly R

2017-01-01

Efforts to retain underrepresented minority (URM) students in science, technology, engineering, and mathematics (STEM) have shown only limited success in higher education, due in part to a persistent achievement gap between students from historically underrepresented and well-represented backgrounds. To test the hypothesis that active learning disproportionately benefits URM students, we quantified the effects of traditional versus active learning on student academic performance, science self-efficacy, and sense of social belonging in a large (more than 250 students) introductory STEM course. A transition to active learning closed the gap in learning gains between non-URM and URM students and led to an increase in science self-efficacy for all students. Sense of social belonging also increased significantly with active learning, but only for non-URM students. Through structural equation modeling, we demonstrate that, for URM students, the increase in self-efficacy mediated the positive effect of active-learning pedagogy on two metrics of student performance. Our results add to a growing body of research that supports varied and inclusive teaching as one pathway to a diversified STEM workforce. © 2017 C. J. Ballen et al. CBE—Life Sciences Education © 2017 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

Diversifying the academic public health workforce: strategies to extend the discourse about limited racial and ethnic diversity in the public health academy.

PubMed

Annang, Lucy; Richter, Donna L; Fletcher, Faith E; Weis, Megan A; Fernandes, Pearl R; Clary, Louis A

2010-01-01

While public health has gained increased attention and placement on the national health agenda, little progress has been made in achieving a critical mass of underrepresented minority (URM) academicians in the public health workforce. In 2008, a telephone-based qualitative assessment was conducted with URM faculty of schools of public health to discuss this issue. As a result, we present successful strategies that institutional leaders can employ to extend the discourse about addressing limited diversity in the public health academy.

The STEM Lecture Hall: A Study of Effective Instructional Practices for Diverse Learners

ERIC Educational Resources Information Center

Reimer, Lynn Christine

2017-01-01

First-generation, low-income, underrepresented minority (URM) and female undergraduates are matriculating into science, technology, engineering, and math (STEM) majors at unprecedented levels. However, a disproportionate number of these students end up graduating in non-STEM disciplines. Attrition rates have been observed to spike in conjunction…

Determining Persistence of Community College Students in Introductory Geology Classes

ERIC Educational Resources Information Center

Kraft, Katrien van der Hoeven

2014-01-01

Science, Technology, Engineering & Mathematics (STEM) careers have been touted as critical to the success of our nation and also provide important opportunities for access and equity of underrepresented minorities (URM's). Community colleges serve a diverse population and a large number of undergraduates currently enrolled in college, they are…

Addressing the challenge of diversity in the graduate ranks: good practices yield good outcomes.

PubMed

Thompson, Nancy L; Campbell, Andrew G

2013-01-01

In this paper, we examine the impact of implementing three systemic practices on the diversity and institutional culture in biomedical and public health PhD training at Brown University. We hypothesized that these practices, designed as part of the National Institutes of Health-funded Initiative to Maximize Student Development (IMSD) program in the Division of Biology and Medicine, would have a positive effect on underrepresented minority (URM) recruitment and retention and objective measures of student success. These practices include: 1) develop strategic partnerships with selected undergraduate institutions; 2) provide a personalized education program of student support and skill-based modules to supplement discipline-based course work; and 3) transform institutional culture by engaging faculty in supporting diversity-related goals and practices. Data comparing URM numbers and key academic milestones before and after implementation of IMSD practices support the initial hypothesis and effectiveness of these practices at Brown. Program components are broadly applicable as best practices for others seeking to improve URM recruitment and achievements of graduate students traditionally underrepresented in the sciences.

Addressing the Challenge of Diversity in the Graduate Ranks: Good Practices Yield Good Outcomes

PubMed Central

Thompson, Nancy L.; Campbell, Andrew G.

2013-01-01

In this paper, we examine the impact of implementing three systemic practices on the diversity and institutional culture in biomedical and public health PhD training at Brown University. We hypothesized that these practices, designed as part of the National Institutes of Health–funded Initiative to Maximize Student Development (IMSD) program in the Division of Biology and Medicine, would have a positive effect on underrepresented minority (URM) recruitment and retention and objective measures of student success. These practices include: 1) develop strategic partnerships with selected undergraduate institutions; 2) provide a personalized education program of student support and skill-based modules to supplement discipline-based course work; and 3) transform institutional culture by engaging faculty in supporting diversity-related goals and practices. Data comparing URM numbers and key academic milestones before and after implementation of IMSD practices support the initial hypothesis and effectiveness of these practices at Brown. Program components are broadly applicable as best practices for others seeking to improve URM recruitment and achievements of graduate students traditionally underrepresented in the sciences. PMID:23463225

Cultivating Diversity and Competency in STEM: Challenges and Remedies for Removing Virtual Barriers to Constructing Diverse Higher Education Communities of Success.

PubMed

Whittaker, Joseph A; Montgomery, Beronda L

2012-01-01

The need to increase the number of college graduates in Science, Technology, Engineering, and Mathematics (STEM) disciplines is a national issue. As the demographics of the United States' population grow increasingly more diverse, the recognition that students of color are disproportionately under-represented among those individuals successful at completing STEM degrees requires exigent and sustained intervention. Although a range of efforts and funding have been committed to increasing the success of under-represented minority (URM) students at primarily white, or majority, institutions, widespread progress has been slow. Simultaneously, Historically Black Colleges and Universities and Minority Serving Institutions have demonstrated disproportionate successes in graduating URM students with STEM degrees and those that proceed to completing graduate-level degrees in the sciences. The differential successes of particular institutions with promoting the achievement of diverse individuals in obtaining academic STEM degrees suggest that with committed and strategic leadership, advancements in creating academic communities that promote the success of a diverse range of students in STEM can be achieved in part through assessing and mitigating environmental barriers that impede success at majority institutions. In this paper, we address issues related to the engagement of URM students in majority settings and describe some efforts that have shown success for promoting diversity in STEM and highlight continuing issues and factors associated with cultivating diversity in academic STEM disciplines at majority institutions. Recommended efforts include addressing academic assistance, professional and cultural socialization issues and institutional environmental factors that are associated with success or lack thereof for URMs in STEM.

Multi-Institutional Study of Women and Underrepresented Minority Faculty Members in Academic Pharmacy

PubMed Central

Spivey, Christina A.; Billheimer, Dean; Schlesselman, Lauren S.; Flowers, Schwanda K.; Hammer, Dana; Engle, Janet P.; Nappi, Jean M.; Pasko, Mary T.; Ann Ross, Leigh; Sorofman, Bernard; Rodrigues, Helena A.; Vaillancourt, Allison M.

2012-01-01

Objectives. To examine trends in the numbers of women and underrepresented minority (URM) pharmacy faculty members over the last 20 years, and determine factors influencing women faculty members’ pursuit and retention of an academic pharmacy career. Methods. Twenty-year trends in women and URM pharmacy faculty representation were examined. Women faculty members from 9 public colleges and schools of pharmacy were surveyed regarding demographics, job satisfaction, and their academic pharmacy career, and relationships between demographics and satisfaction were analyzed. Results. The number of women faculty members more than doubled between 1989 and 2009 (from 20.7% to 45.5%), while the number of URM pharmacy faculty members increased only slightly over the same time period. One hundred fifteen women faculty members completed the survey instrument and indicated they were generally satisfied with their jobs. The academic rank of professor, being a nonpharmacy practice faculty member, being tenured/tenure track, and having children were associated with significantly lower satisfaction with fringe benefits. Women faculty members who were tempted to leave academia for other pharmacy sectors had significantly lower salary satisfaction and overall job satisfaction, and were more likely to indicate their expectations of academia did not match their experiences (p<0.05). Conclusions. The significant increase in the number of women pharmacy faculty members over the last 20 years may be due to the increased number of female pharmacy graduates and to women faculty members’ satisfaction with their careers. Lessons learned through this multi-institutional study and review may be applicable to initiatives to improve recruitment and retention of URM pharmacy faculty members. PMID:22412206

The Benefits of Attending the Annual Biomedical Research Conference for Minority Students (ABRCMS): The Role of Research Confidence

PubMed Central

Casad, Bettina J.; Chang, Amy L.; Pribbenow, Christine M.

2016-01-01

The Annual Biomedical Research Conference for Minority Students (ABRCMS) is designed to support undergraduate students’ professional development as future scientists. Juniors, seniors, and postbaccalaureates who attended ABRCMS during 2008–2011 were emailed a link to an online questionnaire in which they reported their experiences at the conference. Attendees reported many ABRCMS-provided benefits. Frequency of attending or presenting at ABRCMS is positively related to science self-efficacy, research confidence, sense of belonging in science, and intentions to pursue a research degree in graduate school. Increased research confidence predicts graduate school plans and intentions for a research career in science; however, men were slightly more likely to intend to pursue a research career than women, likely due to higher research confidence. Although all attendees benefited from ABRCMS, underrepresented minority (URM) students had higher science self-efficacy and sense of belonging in science after attending ABRCMS than non-URM students. This finding demonstrates the effectiveness of ABRCMS as an intervention to increase the representation and success of URMs in science. Results highlight the importance of attending a minority-oriented research conference where URMs can develop their science self-efficacy, research confidence, and sense of belonging in science. However, changes to the conference and undergraduate research experiences may be necessary to reduce gender gaps. PMID:27562962

Encouraging and Attracting Underrepresented Racial Minorities to the Field of Geosciences-A Latin American Graduate Student Perspective

NASA Astrophysics Data System (ADS)

Caballero Gill, R. P.; Herbert, T.

2010-12-01

Recent studies have shown that interactions between same-race and same-gender faculty and graduate students are reported to have a greater impact on the future success of those students. In the same manner, I believe graduate students can play a pivotal role in training and attracting underrepresented racial minorities (URMs) at the high school and undergraduate level to pursue a career in geosciences. Working at Brown University for the last couple of years, I have been involved in a number of initiatives aimed at solidifying ties with the community. Most of my social work has revolved around mentoring underrepresented local minorities, as I feel that this area is where I can contribute the most. This year I began participating in the NSF funded Brown GK-12: "Physical Processes in the Environment" program. As a Latin American female graduate student in the geological sciences, I hope to teach the students-by example-that being a minority is not necessarily an obstacle, but rather an advantage that can offer a different, valuable point of view when pursuing their professional goals. I think that sharing part of my experiences and knowledge as a researcher with young minds contributes to the way they imagine themselves in the future, allowing them to believe that a career in science is within their reach and that higher education is a realistic option worth pursuing if they have the interest in doing so. From my short time as a graduate student, to have a greater impact in attracting URMs, it is critical to have the support of advisors and committee members. One must keep in mind that a graduate career is a time consuming commitment; therefore, it is necessary to undertake activities that will have the most impact on minority students in the short time available. The experience becomes even more effective if advisors are actively involved, particularly financially. Faculty advisors who can allocate funds to, for example support summer activities designed to involve URMs, are essentially leveraging funds because the overall return will be much greater than the initial investment.

Addressing Underrepresentation: Physics Teaching for All

ERIC Educational Resources Information Center

Rifkin, Moses

2016-01-01

Every physics teacher wants to give his or her students the opportunity to learn physics well. Despite these intentions, certain groups of students--including women and underrepresented minorities (URMs)--are not taking and not remaining in physics. In many cases, these disturbing trends are more significant in physics than in any other science.…

Developing a Hybrid Model to Predict Student First Year Retention in STEM Disciplines Using Machine Learning Techniques

ERIC Educational Resources Information Center

Alkhasawneh, Ruba; Hargraves, Rosalyn Hobson

2014-01-01

The purpose of this research was to develop a hybrid framework to model first year student retention for underrepresented minority (URM) students comprising African Americans, Hispanic Americans, and Native Americans. Identifying inputs that best contribute to student retention provides significant information for institutions to learn about…

Institutional Interventions That Remove Barriers to Recruit and Retain Diverse Biomedical PhD Students

ERIC Educational Resources Information Center

Wilson, Marenda A.; DePass, Anthony; Bean, Andrew J.

2018-01-01

The faculty and student populations in academia are not representative of the diversity in the U.S. population. Thus, research institutions and funding agencies invest significant funds and effort into recruitment and retention programs that focus on increasing the flow of historically underrepresented minorities (URMs) into the science,…

Closing Achievement Gaps with a Utility-Value Intervention: Disentangling Race and Social Class

ERIC Educational Resources Information Center

Harackiewicz, Judith M.; Canning, Elizabeth A.; Tibbetts, Yoi; Priniski, Stacy J.; Hyde, Janet S.

2015-01-01

Many college students abandon their goal of completing a degree in science, technology, engineering, or math (STEM) when confronted with challenging introductory-level science courses. In the U.S., this trend is more pronounced for underrepresented minority (URM) and first-generation (FG) students, and contributes to persisting racial and…

A Hospitalist mentoring program to sustain interest in healthcare careers in under-represented minority undergraduates.

PubMed

Cervantes, Lilia; Chu, Eugene; Nogar, Carmella; Burden, Marisha; Fischer, Stacy; Valtierra, Christian; Albert, Richard K

2014-09-01

Ethnic minorities in the United States have decreased access to healthcare and disproportionately high morbidity and mortality. There has been minimal growth in the number of minority physicians despite their important role in reducing health disparities. Under-represented minority (URM) undergraduate students are 50% less likely to maintain interest in medical careers. Denver Health and the University of Colorado, Denver enrolled URM students interested in healthcare careers in a year-long, comprehensive program called the Healthcare Interest Program (HIP) that included pairing each student with a hospitalist for mentoring and job shadowing. At the end of the first year of HIP, students were surveyed, and 2 years later they were contacted for follow-up. Twenty-three students enrolled and all completed the program. Nineteen (83%) completed the survey and all "strongly agreed" that participating in HIP expanded their perceptions of what they might accomplish and increased their confidence in their ability to participate in a healthcare profession. Two-year follow-up was available for 21 students (91%). Twenty (95%) remained committed to a career in healthcare, 18 (86%) had graduated, and 6 (29%) were enrolled in postgraduate healthcare training. The interest of undergraduate minority prehealth students in healthcare careers may be maintained by participation in a multifaceted, year-long mentoring program such as HIP. © 2014 Society of Hospital Medicine.

Engaging Diverse Students in Statistical Inquiry: A Comparison of Learning Experiences and Outcomes of Under-Represented and Non-Underrepresented Students Enrolled in a Multidisciplinary Project-Based Statistics Course

ERIC Educational Resources Information Center

Dierker, Lisa; Alexander, Jalen; Cooper, Jennifer L.; Selya, Arielle; Rose, Jennifer; Dasgupta, Nilanjana

2016-01-01

Introductory statistics needs innovative, evidence-based teaching practices that support and engage diverse students. To evaluate the success of a multidisciplinary, project-based course, we compared experiences of under-represented (URM) and non-underrepresented students in 4 years of the course. While URM students considered the material more…

Increasing Persistence in Undergraduate Science Majors: A Model for Institutional Support of Underrepresented Students

PubMed Central

Toven-Lindsey, Brit; Levis-Fitzgerald, Marc; Barber, Paul H.; Hasson, Tama

2015-01-01

The 6-yr degree-completion rate of undergraduate science, technology, engineering, and mathematics (STEM) majors at U.S. colleges and universities is less than 40%. Persistence among women and underrepresented minorities (URMs), including African-American, Latino/a, Native American, and Pacific Islander students, is even more troubling, as these students leave STEM majors at significantly higher rates than their non-URM peers. This study utilizes a matched comparison group design to examine the academic achievement and persistence of students enrolled in the Program for Excellence in Education and Research in the Sciences (PEERS), an academic support program at the University of California, Los Angeles, for first- and second-year science majors from underrepresented backgrounds. Results indicate that PEERS students, on average, earned higher grades in most “gatekeeper” chemistry and math courses, had a higher cumulative grade point average, completed more science courses, and persisted in a science major at significantly higher rates than the comparison group. With its holistic approach focused on academics, counseling, creating a supportive community, and exposure to research, the PEERS program serves as an excellent model for universities interested in and committed to improving persistence of underrepresented science majors and closing the achievement gap. PMID:25828403

"Fort Valley State University Cooperative Developmental Energy Program: Broadening the Participation of Underrepresented Minorities in the Geosciences"

NASA Astrophysics Data System (ADS)

Crumbly, I.; Hodges, J.; Kar, A.; Rashidi, L.

2014-12-01

According to the American Geological Institute's Status of Recent Geoscience Graduates, 2014, underrepresented minorities (URMs) make up only 7%, 5%, and 2% of graduates at the BS/BA, MA/MS, and Ph.D levels, respectively. Recruiting academically-talented URMs to major in the geosciences instead of majoring in other fields such as medicine, law, business, or engineering is a major undertaking. Numerous factors may contribute as to why few URMs choose geoscience careers. To address the underrepresentation of URMs in the geosciences 1992, the Cooperative Developmental Energy Program (CDEP) of Fort Valley State University (FVSU) and the College of Geosciences at the University of Oklahoma (OU) implemented a 3 + 2 dual degree program specifically in geology and geophysics. Since 1992, FVSU-CDEP has added the University of Texas at Austin (2004), Pennsylvania State University (2005), University of Arkansas (2010), and the University of Nevada at Las Vegas (2015) as partners to offer degrees in geology and geophysics. The dual degree programs consist of students majoring in chemistry or mathematics at FVSU for the first three years and transferring to one of the above partnering universities for years four and five to major in geology or geophysics. Upon completion of the program, students receive a BS degree in chemistry or mathematics from FVSU and a BS degree in geology or geophysics from a partnering university. CDEP has been responsible for recruiting 33 URMs who have earned BS degrees in geology or geophysics. Females constitute 50% of the graduates which is higher than the national average. Also, 56% of these graduates have earned the MS degree and 6% have earned the Ph.D. Currently, 60% of these graduates are employed with oil and gas companies; 20% work for academia; 12% work for governmental agencies; 6 % are professionals with environmental firms; and 2% of the graduate's employment is unknown.

"Fort Valley State University Cooperative Developmental Energy Program: Broadening the Participation of Underrepresented Minorities in the Geosciences"

NASA Astrophysics Data System (ADS)

Crumbly, I.; Hodges, J.; Kar, A.; Rashidi, L.

2015-12-01

According to the American Geological Institute's Status of Recent Geoscience Graduates, 2014, underrepresented minorities (URMs) make up only 7%, 5%, and 2% of graduates at the BS/BA, MA/MS, and Ph.D levels, respectively. Recruiting academically-talented URMs to major in the geosciences instead of majoring in other fields such as medicine, law, business, or engineering is a major undertaking. Numerous factors may contribute as to why few URMs choose geoscience careers. To address the underrepresentation of URMs in the geosciences 1992, the Cooperative Developmental Energy Program (CDEP) of Fort Valley State University (FVSU) and the College of Geosciences at the University of Oklahoma (OU) implemented a 3 + 2 dual degree program specifically in geology and geophysics. Since 1992, FVSU-CDEP has added the University of Texas at Austin (2004), Pennsylvania State University (2005), University of Arkansas (2010), and the University of Nevada at Las Vegas (2015) as partners to offer degrees in geology and geophysics. The dual degree programs consist of students majoring in chemistry or mathematics at FVSU for the first three years and transferring to one of the above partnering universities for years four and five to major in geology or geophysics. Upon completion of the program, students receive a BS degree in chemistry or mathematics from FVSU and a BS degree in geology or geophysics from a partnering university. CDEP has been responsible for recruiting 33 URMs who have earned BS degrees in geology or geophysics. Females constitute 50% of the graduates which is higher than the national average. Also, 56% of these graduates have earned the MS degree and 6% have earned the Ph.D. Currently, 60% of these graduates are employed with oil and gas companies; 20% work for academia; 12% work for governmental agencies; 6 % are professionals with environmental firms; and 2% of the graduate's employment is unknown.

Active Learning outside the Classroom: Implementation and Outcomes of Peer-Led Team-Learning Workshops in Introductory Biology

ERIC Educational Resources Information Center

Kudish, Philip; Shores, Robin; McClung, Alex; Smulyan, Lisa; Vallen, Elizabeth A.; Siwicki, Kathleen K.

2016-01-01

Study group meetings (SGMs) are voluntary-attendance peer-led team-learning workshops that supplement introductory biology lectures at a selective liberal arts college. While supporting all students' engagement with lecture material, specific aims are to improve the success of underrepresented minority (URM) students and those with weaker…

Tuition Rich, Mission Poor: Nonresident Enrollment Growth and the Socioeconomic and Racial Composition of Public Research Universities

ERIC Educational Resources Information Center

Jaquette, Ozan; Curs, Bradley R.; Posselt, Julie R.

2016-01-01

Many public research universities fail to enroll a critical mass of low-income and underrepresented minority (URM) students. Though founded with a commitment to access, public research universities face pressure to increase tuition revenue and to recruit high-achieving students. These pressures create an incentive to recruit nonresident students,…

Rationales for expanding minority physician representation in the workforce: a scoping review.

PubMed

Kelly-Blake, Karen; Garrison, Nanibaa' A; Fletcher, Faith E; Ajegba, Brittany; Smith, Nichole; Brafford, Morgann; Bogdan-Lovis, Elizabeth

2018-06-22

The purpose of this study was to conduct a scoping review of the literature and to categorically map a 15-year trajectory of US undergraduate medical education rationales for and approaches to expanding under-represented minority (URM) physician representation in the medical workforce. Further aims were to comparatively examine related justifications and to consider international implications. From 1 June to 31 July 2015, the authors searched the Cochrane Library, ERIC, PsycINFO, PubMed, Scopus, Web of Science and Google Scholar for articles published between 2000 and 2015 reporting rationales for and approaches to increasing the numbers of members of URMs in undergraduate medical school. A total of 137 articles were included in the scoping review. Of these, 114 (83%) mentioned workforce diversity and 73 (53%) mentioned concordance. The patient-physician relationship (n = 52, 38%) and service commitment (n = 52, 38%) were the most commonly cited rationales. The most frequently mentioned approaches to increasing minority representation were pipeline programmes (n = 59, 43%), changes in affirmative action laws (n = 32, 23%) and changes in admission policies (n = 29, 21%). This scoping review of the 2000-2015 literature on strategies for and approaches to expanding URM representation in medicine reveals a repetitive, amplifying message of URM physician service commitment to vulnerable populations in medically underserved communities. Such message repetition reinforces policies and practices that might limit the full scope of URM practice, research and leadership opportunities in medicine. Cross-nationally, service commitment and patient-physician concordance benefits admittedly respond to recognised societal need, yet there is an associated risk for instrumentally singling out members of URMs to fulfil that need. The proceedings of a 2001 US Institute of Medicine symposium warned against creating a deterministic expectation that URM physicians provide care to minority populations. Our findings suggest that the expanding emphasis on URM service commitment and patient-physician concordance benefits warrants ongoing scrutiny and, more broadly, represent a cautionary tale of unintended consequences for medical educators globally. © 2018 John Wiley & Sons Ltd and The Association for the Study of Medical Education.

The master degree: A critical transition in STEM doctoral education

NASA Astrophysics Data System (ADS)

Lange, Sheila Edwards

The need to broaden participation in the nation's science, technology, engineering, and mathematics (STEM) undergraduate and graduate programs is currently a matter of national urgency. The small number of women and underrepresented minorities (URM) earning doctoral degrees in STEM is particularly troubling given significant increases in the number of students earning master's degrees since 1990. In the decade between 1990 and 2000, the total number of master's recipients increased by 42%. During this same time period, the number of women earning master's degrees increased by 56%, African Americans increased by 132%, American Indians by 101%, Hispanics by 146%, and Asian Americans by 117% (Syverson, 2003). Growth in underrepresented group education at the master's level raises questions about the relationship between master's and doctoral education. Secondary data analysis of the Survey of Earned Doctorates (SED) was used to examine institutional pathways to the doctorate in STEM disciplines and transitions from master's to doctoral programs by race and gender. While the study revealed no significant gender differences in pathways, compared to White and Asian American students, URM students take significantly different pathways to the doctorate. URM students are significantly more likely to earn the bachelor's, master's, and doctoral degrees at three different institutions. Their path is significantly more likely to include earning a master's degree en route to the doctorate. Further, URM students are more likely to experience transition between the master's and doctoral degrees, and the transitions are not limited to those who earn master's degrees at master's-only institutions. These findings suggest that earning a master's degree is more often a stepping stone to the doctorate for URM students. Master's degree programs, therefore, have the potential to be a valuable resource for policymakers and graduate programs seeking to increase the diversity of URM students earning doctorates in STEM.

Qualitative Assessment of Academic Radiation Oncology Department Chairs' Insights on Diversity, Equity, and Inclusion: Progress, Challenges, and Future Aspirations.

PubMed

Jones, Rochelle D; Chapman, Christina H; Holliday, Emma B; Lalani, Nafisha; Wilson, Emily; Bonner, James A; Movsas, Benjamin; Kalnicki, Shalom; Formenti, Silvia C; Thomas, Charles R; Hahn, Stephen M; Liu, Fei-Fei; Jagsi, Reshma

2018-05-01

A lack of diversity has been observed in radiation oncology (RO), with women and certain racial/ethnic groups underrepresented as trainees, faculty, and practicing physicians. We sought to gain a nuanced understanding of how to best promote diversity, equity, and inclusion (DEI) based on the insights of RO department chairs, with particular attention given to the experiences of the few women and underrepresented minorities (URMs) in these influential positions. From March to June 2016, we conducted telephone interviews with 24 RO department chairs (of 27 invited). Purposive sampling was used to invite all chairs who were women (n = 13) or URMs (n = 3) and 11 male chairs who were not URMs. Multiple analysts coded the verbatim transcripts. Five themes were identified: (1) commitment to DEI promotes quality health care and innovation; (2) gaps remain despite some progress with promoting diversity in RO; (3) women and URM faculty continue to experience challenges in various career domains; (4) solutions to DEI issues would be facilitated by acknowledging realities of gender and race; and (5) expansion of the career pipeline is needed. The chairs' insights had policy-relevant implications. Bias training should broach tokenism, blindness, and intersectionality. Efforts to recruit and support diverse talent should be deliberate and proactive. Bridge programs could engage students before their application to medical school. Copyright © 2018 Elsevier Inc. All rights reserved.

Decoupling of the minority PhD talent pool and assistant professor hiring in medical school basic science departments in the US.

PubMed

Gibbs, Kenneth D; Basson, Jacob; Xierali, Imam M; Broniatowski, David A

2016-11-17

Faculty diversity is a longstanding challenge in the US. However, we lack a quantitative and systemic understanding of how the career transitions into assistant professor positions of PhD scientists from underrepresented minority (URM) and well-represented (WR) racial/ethnic backgrounds compare. Between 1980 and 2013, the number of PhD graduates from URM backgrounds increased by a factor of 9.3, compared with a 2.6-fold increase in the number of PhD graduates from WR groups. However, the number of scientists from URM backgrounds hired as assistant professors in medical school basic science departments was not related to the number of potential candidates (R 2 =0.12, p>0.07), whereas there was a strong correlation between these two numbers for scientists from WR backgrounds (R 2 =0.48, p<0.0001). We built and validated a conceptual system dynamics model based on these data that explained 79% of the variance in the hiring of assistant professors and posited no hiring discrimination. Simulations show that, given current transition rates of scientists from URM backgrounds to faculty positions, faculty diversity would not increase significantly through the year 2080 even in the context of an exponential growth in the population of PhD graduates from URM backgrounds, or significant increases in the number of faculty positions. Instead, the simulations showed that diversity increased as more postdoctoral candidates from URM backgrounds transitioned onto the market and were hired.

Current and Future Status of Diversity in Ophthalmologist Workforce.

PubMed

Xierali, Imam M; Nivet, Marc A; Wilson, M Roy

2016-09-01

Increasing the level of diversity among ophthalmologists may help reduce disparities in eye care. To assess the current and future status of diversity among ophthalmologists in the workforce by sex, race, and ethnicity in the context of the available number of medical students in the United States. Data from the Association of American Medical Colleges, the American Medical Association, and US Census were used to evaluate the differences and trends in diversity among ophthalmologists, all full-time faculty except ophthalmology, ophthalmology faculty, ophthalmology residents, medical school students, and the US population between 2005 and 2015. For 2014, associations of sex, race, and ethnicity with physician practice locations were assessed. Proportions of ophthalmologists stratified by sex, race, and ethnicity between 2005 and 2015. Women and minority groups traditionally underrepresented in medicine (URM)-black, Hispanic, American Indian, Alaskan Native, Native Hawaiian, and Pacific Islander-were underrepresented as practicing ophthalmologists (22.7% and 6%, respectively), ophthalmology faculty (35.1% and 5.7%, respectively), and ophthalmology residents (44.3% and 7.7%, respectively), compared with the US population (50.8% and 30.7%, respectively). During the past decade, there had been a modest increase in the proportion of female practicing ophthalmologists who graduated from US medical schools in 1980 or later (from 23.8% to 27.1%; P < .001); however, no increase in URM ophthalmologists was identified (from 7.2% to 7.2%; P = .90). Residents showed a similar pattern, with an increase in the proportion of female residents (from 35.6% to 44.3%; P = .001) and a slight decrease in the proportion of URM residents (from 8.7% to 7.7%; P = .04). The proportion of URM groups among ophthalmology faculty also slightly decreased during the study period (from 6.2% to 5.7%; P = .01). However, a higher proportion of URM ophthalmologists practiced in medically underserved areas (P < .001). Women and URM groups remain underrepresented in the ophthalmologist workforce despite an available pool of medical students. Given the prevalent racial and ethnic disparities in eye care and an increasingly diverse society, future research and training efforts that increase the level of diversity among medical students and residents seems warranted.

Survey of checkpoints along the pathway to diverse biomedical research faculty

PubMed Central

Brown, Abigail M.; Moneta-Koehler, Liane; Chalkley, Roger

2018-01-01

There is a persistent shortage of underrepresented minority (URM) faculty who are involved in basic biomedical research at medical schools. We examined the entire training pathway of potential candidates to identify the points of greatest loss. Using a range of recent national data sources, including the National Science Foundation’s Survey of Earned Doctorates and Survey of Doctoral Recipients, we analyzed the demographics of the population of interest, specifically those from URM backgrounds with an interest in biomedical sciences. We examined the URM population from high school graduates through undergraduate, graduate, and postdoctoral training as well as the URM population in basic science tenure track faculty positions at medical schools. We find that URM and non-URM trainees are equally likely to transition into doctoral programs, to receive their doctoral degree, and to secure a postdoctoral position. However, the analysis reveals that the diversions from developing a faculty career are found primarily at two clearly identifiable places, specifically during undergraduate education and in transition from postdoctoral fellowship to tenure track faculty in the basic sciences at medical schools. We suggest focusing additional interventions on these two stages along the educational pathway. PMID:29338019

Pathways to URM Retention: IBP's Professional Development and Mentoring Activities

NASA Astrophysics Data System (ADS)

Johnson, A.; Williamson Whitney, V.; Ricciardi, L.; Detrick, L.; Siegfried, D.; Fauver, A.; Ithier-Guzman, W.; Thomas, S. H.; Valaitis, S.

2013-05-01

As a not for profit organization, the Institute for Broadening Participation (IBP) hosts a variety of initiatives designed to increase the retention of underrepresented minority (URM) students pursuing pathways in STEM. IBP also assists with formative program evaluation design and implementation to help strengthen URM recruitment and retention elements. Successful initiatives include virtual and face-to-face components that bring together URM students with established URM and other scientists in academia, government and industry. These connections provide URMs with mentoring, networking opportunities, and professional skill development contributing to an improved retention rate of URM students. IBP's initiatives include the NASA One Stop Shopping Initiative (NASA OSSI), Pathways to Ocean Science and Engineering, and the Minorities Striving and Pursuing Higher Degrees of Success (MS PHD'S) in Earth System Science (ESS) Professional Development Program. The NASA OSSI recruits and facilitates student engagement in NASA education and employment opportunities. Pathways to Ocean Science connects and supports URM students with Ocean Science REU programs and serves as a resource for REU program directors. Pathways to Engineering has synthesized mentoring resources into an online mentoring manual for URM students that has been extensively vetted by mentoring experts throughout the country. The mentoring manual, which is organized by roles, provides undergraduates, graduates, postdocs, faculty and project directors with valuable resources. MS PHD'S, one of IBP's longest running and most successful initiatives, focuses on increasing the retention rate of URM students receiving advanced degrees in ESS. The program addresses barriers to retention in ESS including isolation, lack of preparation and professional development, and lack of mentoring. Program activities center on peer-to-peer community building, professional development exercises, networking experiences, one-on-one mentoring, and a facilitated virtual community. MS PHD'S students report a reduced sense of isolation, an increased sense of community, and a higher level of confidence about their ability to succeed in their chosen field. 42 MS PHD'S alumni have completed their PhD and are actively engaged in the ESS workforce.

Outcomes and Processes in the Meyerhoff Scholars Program: STEM PhD Completion, Sense of Community, Perceived Program Benefit, Science Identity, and Research Self-Efficacy

ERIC Educational Resources Information Center

Maton, Kenneth I.; Beason, Tiffany S.; Godsay, Surbhi; Domingo, Mariano R. Sto.; Bailey, TaShara C.; Sun, Shuyan; Hrabowski, Freeman A., III

2016-01-01

Previous research has shown that the Meyerhoff Scholars Program at the University of Maryland, Baltimore County, is an effective intervention for high-achieving underrepresented minority (URM) students; African-American Meyerhoff students are significantly more likely to enter science, technology, engineering, and mathematics (STEM) PhD programs…

Changing Their Mindsets: ePortfolios Encourage Application of Concepts to the Self

ERIC Educational Resources Information Center

Singer-Freeman, Karen; Bastone, Linda

2017-01-01

We describe the ePortfolio delivery of a mindset intervention to college students. In Study 1, 38 underrepresented ethnic minority (URM) students who were enrolled in a summer research program completed a mindset intervention as a worksheet (n = 17) or as an ePortfolio (n = 21). Students who completed ePortfolios were more likely than students who…

Decoupling of the minority PhD talent pool and assistant professor hiring in medical school basic science departments in the US

PubMed Central

Gibbs, Kenneth D; Basson, Jacob; Xierali, Imam M; Broniatowski, David A

2016-01-01

Faculty diversity is a longstanding challenge in the US. However, we lack a quantitative and systemic understanding of how the career transitions into assistant professor positions of PhD scientists from underrepresented minority (URM) and well-represented (WR) racial/ethnic backgrounds compare. Between 1980 and 2013, the number of PhD graduates from URM backgrounds increased by a factor of 9.3, compared with a 2.6-fold increase in the number of PhD graduates from WR groups. However, the number of scientists from URM backgrounds hired as assistant professors in medical school basic science departments was not related to the number of potential candidates (R2=0.12, p>0.07), whereas there was a strong correlation between these two numbers for scientists from WR backgrounds (R2=0.48, p<0.0001). We built and validated a conceptual system dynamics model based on these data that explained 79% of the variance in the hiring of assistant professors and posited no hiring discrimination. Simulations show that, given current transition rates of scientists from URM backgrounds to faculty positions, faculty diversity would not increase significantly through the year 2080 even in the context of an exponential growth in the population of PhD graduates from URM backgrounds, or significant increases in the number of faculty positions. Instead, the simulations showed that diversity increased as more postdoctoral candidates from URM backgrounds transitioned onto the market and were hired. DOI: http://dx.doi.org/10.7554/eLife.21393.001 PMID:27852433

Changing the Chairs: Impact of Workshop Activities in Assisting Chemistry Department Chairs in Achieving Racial and Ethnic Diversity

ERIC Educational Resources Information Center

Greene, Jessica; Lewis, Priscilla A.; Richmond, Geraldine L.; Stockard, Jean

2011-01-01

To address the low levels of underrepresented minority (URM) faculty in top-ranked chemistry departments, the National Science Foundation, the U.S. Department of Energy, and the National Institutes of Health jointly sponsored a workshop for academic chemistry leaders in September 2007. The goal of the two-and-a-half-day workshop was to create an…

The Impact of the 2008 Council of Emergency Residency Directors (CORD) Panel on Emergency Medicine Resident Diversity.

PubMed

Boatright, Dowin; Tunson, Java; Caruso, Emily; Angerhofer, Christy; Baker, Brooke; King, Renee; Bakes, Katherine; Oberfoell, Stephanie; Lowenstein, Steven; Druck, Jeffrey

2016-11-01

In 2008, the Council of Emergency Medicine Residency Directors (CORD) developed a set of recruitment strategies designed to increase the number of under-represented minorities (URMs) in Emergency Medicine (EM) residency. We conducted a survey of United States (US) EM residency program directors to: describe the racial and ethnic composition of residents; ascertain whether each program had instituted CORD recruitment strategies; and identify program characteristics associated with recruitment of a high proportion of URM residents. The survey was distributed to accredited, nonmilitary US EM residency programs during 2013. Programs were dichotomized into high URM and low URM by the percentage of URM residents. High- and low-URM programs were compared with respect to size, geography, percentage of URM faculty, importance assigned to common applicant selection criteria, and CORD recruitment strategies utilized. Odds ratios and 95% confidence limits were calculated. Of 154 residency programs, 72% responded. The median percentage of URM residents per program was 9%. Only 46% of EM programs engaged in at least two recruitment strategies. Factors associated with higher resident diversity (high-URM) included: diversity of EM faculty (high-URM) (odds ratio [OR] 5.3; 95% confidence interval [CI] 2.1-13.0); applicant's URM status considered important (OR 4.9; 95% CI 2.1-11.9); engaging in pipeline activities (OR 4.8; 95% CI 1.4-15.7); and extracurricular activities considered important (OR 2.6; 95% CI 1.2-6.0). Less than half of EM programs have instituted two or more recruitment strategies from the 2008 CORD diversity panel. EM faculty diversity, active pipeline programs, and attention paid to applicants' URM status and extracurricular activities were associated with higher resident diversity. Copyright © 2016 Elsevier Inc. All rights reserved.

Science That Matters: The Importance of a Cultural Connection in Underrepresented Students' Science Pursuit.

PubMed

Jackson, Matthew C; Galvez, Gino; Landa, Isidro; Buonora, Paul; Thoman, Dustin B

2016-01-01

Recent research suggests that underrepresented minority (URM) college students, and especially first-generation URMs, may lose motivation to persist if they see science careers as unable to fulfill culturally relevant career goals. In the present study, we used a mixed-methods approach to explore patterns of motivation to pursue physical and life sciences across ethnic groups of freshman college students, as moderated by generational status. Results from a longitudinal survey (N = 249) demonstrated that freshman URM students who enter with a greater belief that science can be used to help their communities identified as scientists more strongly over time, but only among first-generation college students. Analysis of the survey data were consistent with content analysis of 11 transcripts from simultaneously conducted focus groups (N = 67); together, these studies reveal important differences in motivational characteristics both across and within ethnicity across educational generation status. First-generation URM students held the strongest prosocial values for pursuing a science major (e.g., giving back to the community). URM students broadly reported additional motivation to increase the status of their family (e.g., fulfilling aspirations for a better life). These findings demonstrate the importance of culturally connected career motives and for examining intersectional identities to understand science education choices and inform efforts to broaden participation. © 2016 M. C. Jackson et al. CBE—Life Sciences Education © 2016 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

Improving the Diversity Climate in Academic Medicine: Faculty Perceptions as a Catalyst for Institutional Change

PubMed Central

Price, Eboni G.; Powe, Neil R.; Kern, David E.; Golden, Sherita Hill; Wand, Gary S.; Cooper, Lisa A.

2010-01-01

Purpose To assess perceptions of underrepresented minority (URM) and majority faculty physicians regarding an institution’s diversity climate, and to identify potential improvement strategies. Method The authors conducted a cross-sectional survey of tenure-track physicians at the Johns Hopkins University School of Medicine from June 1, 2004 to September 30, 2005; they measured faculty perceptions of bias in department/division operational activities, professional satisfaction, career networking, mentorship, and intentions to stay in academia, and they examined associations between race/ethnicity and faculty perceptions using multivariate logistic regression. Results Among 703 eligible faculty, 352 (50.1%) returned surveys. Fewer than one third of respondents reported experiences of bias in department/division activities; however, URM faculty were less likely than majority faculty to believe faculty recruitment is unbiased (21.1% versus 50.6%, P = .006). A minority of respondents were satisfied with institutional support for professional development. URM faculty were nearly four times less likely than majority faculty to report satisfaction with racial/ethnic diversity (12% versus 47.1%, P = .001) and three times less likely to believe networking included minorities (9.3% versus 32.6%, P = .014). There were no racial/ethnic differences in the quality of mentorship. More than 80% of respondents believed they would be in academic medicine in five years. However, URM faculty were less likely to report they would be at their current institution in five years (42.6% versus 70.5%, P = .004). Conclusions Perceptions of the institution’s diversity climate were poor for most physician faculty and were worse for URM faculty, highlighting the need for more transparent and diversity-sensitive recruitment, promotion, and networking policies/practices. PMID:19116484

Broadening Pathways to Geosciences with an Integrated Program at The University of Michigan

NASA Astrophysics Data System (ADS)

Dick, G.; Munson, J.

2017-12-01

Low participation of under-represented minorities (URM) in the geosciences is an acute issue at the University of Michigan (U-M), where the number of undergraduate URM students majoring in the Department of Earth and Environmental Sciences (EES) is typically 5% of total majors. The goal of our project is to substantially increase the number and success rate of underrepresented minorities majoring in EES at U-M. We are pursuing this goal with five primary objectives: (i) inspire and recruit high schools seniors to pursue geoscience at U-M, especially through hands-on experiences including field trips; (ii) establish infrastructure to support students interested in geosciences through the critical juncture between high school and college; (iii) increase the number of URM students transferring from community college; (iv) develop student interest in geosciences through research and field experiences; (v) expose students to career opportunities in the geosciences. To accomplish these objectives we are leveraging existing programs, including Earth Camp, Foundations for Undergraduate Teaching: Uniting Research and Education (FUTURE), M-Sci, and college academic advisors. Throughout our interactions with students from high-school through college, we expose them to career opportunities in the geosciences, including private industry, academia, and government agencies. Evaluation of the program revealed three main conclusions: (i) the program increased student interest in pursuing an earth science degree; (ii) participating students showed a marked increase in awareness about the various opportunities that are available with an earth science degree including pathways to graduate school and earth science careers; (iii) field trips were the most effective route for achieving outcomes (i) and (ii).

Underrepresented Racial/Ethnic Minority Graduate Students in Science, Technology, Engineering, and Math (STEM) Disciplines: A Cross Institutional Analysis of their Experiences

NASA Astrophysics Data System (ADS)

Figueroa, Tanya

Considering the importance of a diverse science, technology, engineering, and math (STEM) research workforce for our country's future, it is troubling that many underrepresented racial minority (URM) students start graduate STEM programs, but do not finish. However, some institutional contexts better position students for degree completion than others. The purpose of this study was to uncover the academic and social experiences, power dynamics, and programmatic/institutional structures URM students face within their graduate STEM programs that hinder or support degree progression. Using a critical socialization framework applied in a cross-comparative qualitative study, I focused on how issues of race, ethnicity, and underrepresentation within the educational contexts shape students' experiences. Data was collected from focus group interviews involving 53 URM graduate students pursuing STEM disciplines across three institution types -- a Predominately White Institution, a Hispanic-Serving Institution, and a Historically Black University. Results demonstrate that when students' relationships with faculty advisors were characterized by benign neglect, students felt lost, wasted time and energy making avoidable mistakes, had less positive views of their experiences, and had more difficulty progressing through classes or research, which could cause them to delay time to degree completion or to leave with a master's degree. Conversely, faculty empowered students when they helped them navigate difficult processes/milestones with regular check-ins, but also allowed students room to make decisions and solve problems independently. Further, faculty set the tone for the overall interactional culture and helping behavior in the classroom and lab contexts; where faculty modeled collaboration and concern for students, peers were likely to do the same. International peers sometimes excluded domestic students both socially and academically, which had a negative affect on intergroup dynamics and limited the opportunities for learning among URM students. Interestingly, students describe peer dynamics that occasionally suggest racial undertones in interactions; however, many students were unaware of implications on their training experiences or were simply uncomfortable naming racism. Prevailing racial stereotypes even impacted students trained in welcoming and culturally respectful programs. The study expands studies on URM graduate students, socialization theory, and formal and informal structures in programs that can assure success in graduate school.

Retention and promotion of women and underrepresented minority faculty in science and engineering at four large land grant institutions.

PubMed

Gumpertz, Marcia; Durodoye, Raifu; Griffith, Emily; Wilson, Alyson

2017-01-01

In the most recent cohort, 2002-2015, the experiences of men and women differed substantially among STEM disciplines. Female assistant professors were more likely than men to leave the institution and to leave without tenure in engineering, but not in the agricultural, biological and biomedical sciences and natural resources or physical and mathematical sciences. In contrast, the median times to promotion from associate to full professor were similar for women and men in engineering and the physical and mathematical sciences, but one to two years longer for women than men in the agricultural, biological and biomedical sciences and natural resources. URM faculty hiring is increasing, but is well below the proportions earning doctoral degrees in STEM disciplines. The results are variable and because of the small numbers of URM faculty, the precision and power for comparing URM faculty to other faculty were low. In three of the four institutions, lower fractions of URM faculty than other faculty hired in the 2002-2006 time frame left without tenure. Also, in the biological and biomedical and physical and mathematical sciences no URM faculty left without tenure. On the other hand, at two of the institutions, significantly more URM faculty left before their tenth anniversary than other faculty and in engineering significantly more URM faculty than other faculty left before their tenth anniversary. We did not find significant differences in promotion patterns between URM and other faculty.

New Century Scholars: A Mentorship Program to Increase Workforce Diversity in Academic Pediatrics.

PubMed

Pachter, Lee M; Kodjo, Cheryl

2015-07-01

This article describes a program aimed to increase workforce diversity and underrepresented minority (URM) representation in academic pediatric medicine. The New Century Scholars (NCScholars) program is a core program in the Academic Pediatric Association, the largest national organization for academic pediatric generalists. The program selects URM pediatric (or medicine-pediatrics) residents who are interested in academic careers and provides each NCScholar with a junior and senior mentor, as well as travel grants to the Pediatric Academic Societies annual meeting where activities specific to the program are held, and provides ongoing mentorship and career counseling support.The authors discuss the origination, operation, and changes to the program over the first 10 years of its existence, as well as outcome data for the participants in the program. To date, 60 of the 63 NCScholars have finished residency and/or have made postresidency plans, and 38 of these URM pediatricians (63%) have entered academic careers. The authors suggest that this type of mentorship program for URM pediatric trainees can be used as a model for other specialties and medical organizations.

Understanding Success of Historically Underrepresented Students at California State University, Monterey Bay through a Look at Their Institutional Experiences

ERIC Educational Resources Information Center

Boyce, Mary; Chukwuemeka, Veronica; Cruz-Uribe, Kathryn

2013-01-01

Unlike many universities, the historically under-represented (URM) students at California State University, Monterey Bay, typically graduate at a higher rate than non-URM students. Intense efforts have been made by staff and faculty to increase retention and graduation rates of all students. This paper examines the graduation rates in the context…

Diversity Exiting the Academy: Influential Factors for the Career Choice of Well-Represented and Underrepresented Minority Scientists

PubMed Central

Layton, Rebekah L.; Brandt, Patrick D.; Freeman, Ashalla M.; Harrell, Jessica R.; Hall, Joshua D.; Sinche, Melanie

2016-01-01

A national sample of PhD-trained scientists completed training, accepted subsequent employment in academic and nonacademic positions, and were queried about their previous graduate training and current employment. Respondents indicated factors contributing to their employment decision (e.g., working conditions, salary, job security). The data indicate the relative importance of deciding factors influencing career choice, controlling for gender, initial interest in faculty careers, and number of postgraduate publications. Among both well-represented (WR; n = 3444) and underrepresented minority (URM; n = 225) respondents, faculty career choice was positively associated with desire for autonomy and partner opportunity and negatively associated with desire for leadership opportunity. Differences between groups in reasons endorsed included: variety, prestige, salary, family influence, and faculty advisor influence. Furthermore, endorsement of faculty advisor or other mentor influence and family or peer influence were surprisingly rare across groups, suggesting that formal and informal support networks could provide a missed opportunity to provide support for trainees who want to stay in faculty career paths. Reasons requiring alteration of misperceptions (e.g., limited leadership opportunity for faculty) must be distinguished from reasons requiring removal of actual barriers. Further investigation into factors that affect PhDs’ career decisions can help elucidate why URM candidates are disproportionately exiting the academy. PMID:27587854

Broadening Participation of Women and Underrepresented Minorities in STEM through a Hybrid Online Transfer Program

PubMed Central

Drew, Jennifer C.; Galindo-Gonzalez, Sebastian; Ardissone, Alexandria N.; Triplett, Eric W.

2016-01-01

The Microbiology and Cell Science (MCS) Department at the University of Florida (UF) developed a new model of a 2 + 2 program that uses a hybrid online approach to bring its science, technology, engineering, and mathematics (STEM) curriculum to students. In this paradigm, 2-year graduates transfer as online students into the Distance Education in MCS (DE MCS) bachelor of science program. The program has broadened access to STEM with a steadily increasing enrollment that does not draw students away from existing on-campus programs. Notably, half of the DE MCS students are from underrepresented minority (URM) backgrounds and two-thirds are women, which represents a greater level of diversity than the corresponding on-campus cohort and the entire university. Additionally, the DE MCS cohort has comparable retention and academic performance compared with the on-campus transfer cohort. Of those who have earned a BS through the DE MCS program, 71% are women and 61% are URM. Overall, these data demonstrate that the hybrid online approach is successful in increasing diversity and provides another viable route in the myriad of STEM pathways. As the first of its kind in a STEM field, the DE MCS program serves as a model for programs seeking to broaden their reach. PMID:27587859

Growing the pipeline of diverse HIV investigators: The impact of mentored research experiences to engage underrepresented minority students

PubMed Central

Fuchs, Jonathan; Kouyate, Aminta; Kroboth, Liz; McFarland, Willi

2016-01-01

Structured, mentored research programs for high school and undergraduate students from underrepresented minority (URM) backgrounds are needed to increase the diversity of our nation’s biomedical research workforce. In particular, a robust pipeline of investigators from the communities disproportionately affected by the HIV epidemic is needed not only for fairness and equity but for insights and innovations to address persistent racial and ethnic disparities in new infections. We created the Summer HIV/AIDS Research Program (SHARP) at the San Francisco Department of Public Health for URM undergraduates as a 12-week program of hands-on research experience, one-on-one mentoring by a senior HIV investigator, didactic seminars for content and research methods, and networking opportunities. The first four cohorts (2012–2015) of SHARP gained research skills, built confidence in their abilities and self-identified as scientists. In addition, the majority of program alumni is employed in research positions and has been admitted to or is pursuing graduate degree programs in fields related to HIV prevention. While we await empirical studies of specific mentoring strategies at early educational stages, programs that engage faculty who are sensitive to the unique challenges facing diverse students and who draw lessons from established mentoring frameworks can help build an inclusive generation of HIV researchers. PMID:27066986

Growing the Pipeline of Diverse HIV Investigators: The Impact of Mentored Research Experiences to Engage Underrepresented Minority Students.

PubMed

Fuchs, Jonathan; Kouyate, Aminta; Kroboth, Liz; McFarland, Willi

2016-09-01

Structured, mentored research programs for high school and undergraduate students from underrepresented minority (URM) backgrounds are needed to increase the diversity of our nation's biomedical research workforce. In particular, a robust pipeline of investigators from the communities disproportionately affected by the HIV epidemic is needed not only for fairness and equity but for insights and innovations to address persistent racial and ethnic disparities in new infections. We created the Summer HIV/AIDS Research Program (SHARP) at the San Francisco Department of Public Health for URM undergraduates as a 12-week program of hands-on research experience, one-on-one mentoring by a senior HIV investigator, didactic seminars for content and research methods, and networking opportunities. The first four cohorts (2012-2015) of SHARP gained research skills, built confidence in their abilities and self-identified as scientists. In addition, the majority of program alumni is employed in research positions and has been admitted to or is pursuing graduate degree programs in fields related to HIV prevention. While we await empirical studies of specific mentoring strategies at early educational stages, programs that engage faculty who are sensitive to the unique challenges facing diverse students and who draw lessons from established mentoring frameworks can help build an inclusive generation of HIV researchers.

Support programs for minority students at Ohio University College of Osteopathic Medicine.

PubMed

Thompson, H C; Weiser, M A

1999-04-01

The Ohio University College of Osteopathic Medicine ranks high among the nation's 19 osteopathic medical schools with respect to the percentage of underrepresented minorities (URMs) in the entering class. The college has strong recruitment and retention programs for URM and disadvantaged students. URM enrollment rose steadily from 11% in 1982-83 to 22% in 1997-98, despite the school's location in a rural, residential public university with few minorities as students or town residents. The college has six programs to support minority students through both undergraduate and medical school: the Summer Scholars Program (1983 to present), an intensive six-week summer program to prepare rising under-graduate seniors and recent graduates to apply to medical school; Academic Enrichment (1987 to present), to support first- and second-year medical students; the Prematriculation Program (1988 to present), an intensive six-week summer program for students who will matriculate in the college; Program ExCEL (1993 to present), a four-year program for undergraduates at Ohio University; the Summer Enrichment Program (1993 to present), an optional six-week program for students who will enter the premedical course at Ohio University; and the Post-baccalaureate Program (1993 to present), a year-long, individually tailored program for URM students who have applied to the medical college but have been rejected. The medical college first focused on supporting students already in the medical school curriculum, then expanded logically back through the undergraduate premedical programs, always targeting learning strategies and survival strategies, peer and faculty support, and mastery of the basic science content. The college plans to create an on-site MCAT preparation program and perhaps expand into secondary education.

Personal Background Preparation Survey for early identification of nursing students at risk for attrition.

PubMed

Johnson, Craig W; Johnson, Ronald; Kim, Mira; McKee, John C

2009-11-01

During 2004 and 2005 orientations, all 187 and 188 new matriculates, respectively, in two southwestern U.S. nursing schools completed Personal Background and Preparation Surveys (PBPS) in the first predictive validity study of a diagnostic and prescriptive instrument for averting adverse academic status events (AASE) among nursing or health science professional students. One standard deviation increases in PBPS risks (p < 0.05) multiplied odds of first-year or second-year AASE by approximately 150%, controlling for school affiliation and underrepresented minority student (URMS) status. AASE odds one standard deviation above mean were 216% to 250% those one standard deviation below mean. Odds of first-year or second-year AASE for URMS one standard deviation above the 2004 PBPS mean were 587% those for non-URMS one standard deviation below mean. The PBPS consistently and significantly facilitated early identification of nursing students at risk for AASE, enabling proactive targeting of interventions for risk amelioration and AASE or attrition prevention. Copyright 2009, SLACK Incorporated.

Understanding the Prevalence of Geo-Like Degree Programs at Minority Serving Institutions

NASA Astrophysics Data System (ADS)

McDaris, J. R.; Manduca, C. A.; Larsen, K.

2014-12-01

Over the decade 2002-12, the percentage of students from underrepresented minorities (URM) graduating with geoscience degrees has increased by 50%. In 2012, of the nearly 6,000 geoscience Bachelor's degrees, 8% were awarded to students from URM. But that same year across all of STEM, 18% of Bachelors went to these students, and URM made up 30% of the US population overall. Minority Serving Institutions (MSIs) play an important role in increasing the diversity of geoscience graduates where there are appropriate degree programs or pathways to programs. To better understand opportunities at these institutions, the InTeGrate project collected information on degree programs at MSIs. A summer 2013 survey of websites for three types of MSIs confirmed that, while stand-alone Geology, Geoscience, or Environmental Science departments are present, there are a larger number of degree programs that include elements of geoscience or related disciplines (geography, GIS, etc.) offered in interdisciplinary departments (e.g. Natural Sciences and Math) or cognate science departments (Physics, Engineering, etc.). Approximately one-third of Hispanic Serving Institutions and Tribal Colleges and one-fifth of Historically Black Colleges and Universities offer at least one degree that includes elements of geoscience. The most common programs were Geology and Environmental Science (94 and 88 degrees respectively), but 21 other types of program were also found. To better profile the nature of these programs, 11 interviews were conducted focusing on strategies for attracting, supporting, and preparing minority students for the workforce. In conjunction with the February 2014 Broadening Access to the Earth and Environmental Sciences workshop, an additional 6 MSI profiles were obtained as well as 22 profiles from non-MSIs. Several common strategies emerge: Proactive marketing and outreach to local high schools and two-year colleges Community building, mentoring and advising, academic support, and funding support Research experiences, internships, alumni or industry interactions, and real-world project These findings align with the literature on supporting students from underrepresented groups. The full set of profiles is available on the InTeGrate website. serc.carleton.edu/integrate/programs/diversity/

Doctoral Programs Need Changes to Attract and Retain Underrepresented Groups

NASA Astrophysics Data System (ADS)

Bernard, R. E.; Mayfield, K. K.

2017-12-01

Geoscience is currently recognized as the least diverse of all STEM fields. While attention typically focuses on K-12 and undergraduate populations, the extreme lack of diversity among graduate students, and doctoral students in particular, should be examined and addressed. In 2016, members of underrepresented minority (URM) groups made up only 6% of those graduating with geoscience PhDs. In all STEM fields, only 48% of Hispanic/Latino and 38% of Black/African American doctoral studies had earned doctorates within 7 years, with 36% of members of these groups leaving the program entirely. Recent studies suggest that these high attrition rates can be attributed, in part, to a mismatch between motivations of URM members and PhD-granting institutions while students are pursuing scientific education and careers. Traditional STEM doctoral programs do not offer, facilitate, or incentivize substantial opportunities to integrate social justice issues, community involvement, and altruism—factors which have been found to be of more importance to these populations than to male members of well-represented groups. URM members are also less likely to be interested in purely academic research careers, so doctoral programs may be failing to attract (and failing to prepare) diverse populations by not offering experiences beyond typical research and TA duties. In this presentation, trends in motivation and persistence among URM students in STEM will be discussed, in addition to highlighting education and outreach activities that can be successfully incorporated for a more fulfilling, balanced, attractive, and preparatory education experience. Specific activities undertaken and recommended by the presenter in her PhD experience include the following: a federal research internship, a state government policy internship, a formal partnership with a local K-12 teacher though a former NSF GK-12 program, a two-week education workshop aboard a scientific research drillship, and attending a research conference geared towards URM students (SACNAS). Suggestions and recommendations will be made for meaningful changes at the institutional, funding agency, societal and community levels.

Faculty Self-reported Experience with Racial and Ethnic Discrimination in Academic Medicine

PubMed Central

Peterson, Neeraja B; Friedman, Robert H; Ash, Arlene S; Franco, Shakira; Carr, Phyllis L

2004-01-01

BACKGROUND Despite the need to recruit and retain minority faculty in academic medicine, little is known about the experiences of minority faculty, in particular their self-reported experience of racial and ethnic discrimination at their institutions. OBJECTIVE To determine the frequency of self-reported experience of racial/ethnic discrimination among faculty of U.S. medical schools, as well as associations with outcomes, such as career satisfaction, academic rank, and number of peer-reviewed publications. DESIGN A 177-item self-administered mailed survey of U.S. medical school faculty. SETTING Twenty-four randomly selected medical schools in the contiguous United States. PARTICIPANTS A random sample of 1,979 full-time faculty, stratified by medical school, specialty, graduation cohort, and gender. MEASUREMENTS Frequency of self-reported experiences of racial/ethnic bias and discrimination. RESULTS The response rate was 60%. Of 1,833 faculty eligible, 82% were non-Hispanic white, 10% underrepresented minority (URM), and 8% nonunderrepresented minority (NURM). URM and NURM faculty were substantially more likely than majority faculty to perceive racial/ethnic bias in their academic environment (odds ratio [OR], 5.4; P < .01 and OR, 2.6; P < .01, respectively). Nearly half (48%) of URM and 26% of NURM reported experiencing racial/ethnic discrimination by a superior or colleague. Faculty with such reported experiences had lower career satisfaction scores than other faculty (P < .01). However, they received comparable salaries, published comparable numbers of papers, and were similarly likely to have attained senior rank (full or associate professor). CONCLUSIONS Many minority faculty report experiencing racial/ethnic bias in academic medicine and have lower career satisfaction than other faculty. Despite this, minority faculty who reported experiencing racial/ethnic discrimination achieved academic productivity similar to that of other faculty. PMID:15009781

A Model for Postdoctoral Education That Promotes Minority and Majority Success in the Biomedical Sciences

PubMed Central

Eisen, Arri; Eaton, Douglas C.

2017-01-01

How does the United States maintain the highest-quality research and teaching in its professional science workforce and ensure that those in this workforce are effectively trained and representative of national demographics? In the pathway to science careers, the postdoctoral stage is formative, providing the experiences that define the independent work of one’s first faculty position. It is also a stage in which underrepresented minorities (URMs) disproportionately lose interest in pursuing academic careers in science and, models suggest, a point at which interventions to increase proportions of URMs in such careers could be most effective. We present a mixed-methods, case study analysis from 17 years of the Fellowships in Research and Science Teaching (FIRST) postdoctoral program, to our knowledge the largest and longest continuously running science postdoctoral program in the United States. We demonstrate that FIRST fellows, in sharp contrast to postdocs overall, are inclusive of URMs (50% African American; 70% women) and as or more successful in their fellowships and beyond as a comparison group (measured by publication rate, attainment of employment in academic science careers, and eventual research grant support). Analysis of alumni surveys and focus group discussions reveals that FIRST fellows place highest value on the cohort-driven community and the developmental teaching and research training the program provides. PMID:29196426

“URM Candidates Are Encouraged to Apply”: A National Study to Identify Effective Strategies to Enhance Racial and Ethnic Faculty Diversity in Academic Departments of Medicine

PubMed Central

Peek, Monica E.; Kim, Karen E.; Johnson, Julie K.; Vela, Monica B.

2016-01-01

Purpose There is little evidence regarding which factors and strategies are associated with high proportions of underrepresented minority (URM) faculty in academic medicine. The authors conducted a national study of U.S. academic medicine departments to better understand the challenges, successful strategies, and predictive factors for enhancing racial and ethnic diversity among faculty (i.e., physicians with an academic position or rank). Method This was a mixed-methods study using quantitative and qualitative methods. The authors conducted a cross-sectional study of eligible departments of medicine in 125 accredited U.S. medical schools, dichotomized into low-URM (bottom 50%) versus high-URM rank (top 50%). They used t tests and chi-squared tests to compare departments by geographic region, academic school rank, city type, and composite measures of “diversity best practices.” The authors also conducted semistructured in-depth interviews with a subsample from the highest-and lowest-quartile medical schools in terms of URM rank. Results Eighty-two medical schools responded (66%). Geographic region and academic rank were statistically associated with URM rank, but not city type or composite measures of diversity best practices. Key themes emerged from interviews regarding successful strategies for URM faculty recruitment and retention including institutional leadership, the use of human capital and social relationships and strategic deployment of institutional resources. Conclusions Departments of medicine with high proportions of URM faculty employ a number of successful strategies and programs for recruitment and retention. More research is warranted to identify new successful strategies and to determine the impact of specific strategies on establishing and maintaining workforce diversity. PMID:23348090

"URM candidates are encouraged to apply": a national study to identify effective strategies to enhance racial and ethnic faculty diversity in academic departments of medicine.

PubMed

Peek, Monica E; Kim, Karen E; Johnson, Julie K; Vela, Monica B

2013-03-01

There is little evidence regarding which factors and strategies are associated with high proportions of underrepresented minority (URM) faculty in academic medicine. The authors conducted a national study of U.S. academic medicine departments to better understand the challenges, successful strategies, and predictive factors for enhancing racial and ethnic diversity among faculty (i.e., physicians with an academic position or rank). This was a mixed-methods study using quantitative and qualitative methods. The authors conducted a cross-sectional study of eligible departments of medicine in 125 accredited U.S. medical schools, dichotomized into low-URM (bottom 50%) versus high-URM rank (top 50%). They used t tests and chi-squared tests to compare departments by geographic region, academic school rank, city type, and composite measures of "diversity best practices." The authors also conducted semistructured in-depth interviews with a subsample from the highest- and lowest-quartile medical schools in terms of URM rank. Eighty-two medical schools responded (66%). Geographic region and academic rank were statistically associated with URM rank, but not city type or composite measures of diversity best practices. Key themes emerged from interviews regarding successful strategies for URM faculty recruitment and retention, including institutional leadership, the use of human capital and social relationships, and strategic deployment of institutional resources. Departments of medicine with high proportions of URM faculty employ a number of successful strategies and programs for recruitment and retention. More research is warranted to identify new successful strategies and to determine the impact of specific strategies on establishing and maintaining workforce diversity.

ROLE OF INSTITUTIONAL CLIMATE IN FOSTERING DIVERSITY IN BIOMEDICAL RESEARCH WORKFORCE: A CASE STUDY

PubMed Central

Butts, Gary C.; Hurd, Yasmin; Palermo, Ann-Gel S.; Delbrune, Denise; Saran, Suman; Zony, Chati; Krulwich, Terry A.

2012-01-01

This article reviews the barriers to diversity in biomedical research, describes the evolution and efforts to address climate issues to enhance the ability to attract, retain and develop underrepresented minorities (URM) - underrepresented minorities whose underrepresentation is found both in science and medicine, in the graduate school biomedical research doctoral programs (PhD and MD/PhD) at Mount Sinai School of Medicine (MSSM). We also describe the potential beneficial impact of having a climate that supports diversity and inclusion in the biomedical research workforce. MSSM diversity climate efforts are discussed as part of a comprehensive plan to increase diversity in all institutional programs PhD, MD/PhD, MD, and at the residency, post doctoral fellow, and faculty levels. Lessons learned from four decades of targeted programs and activities at MSSM may be of value to other institutions interested in improving diversity in the biomedical science and academic medicine workforce. PMID:22786740

‘Speaking Truth’ Protects Underrepresented Minorities’ Intellectual Performance and Safety in STEM

PubMed Central

Ben-Zeev, Avi; Paluy, Yula; Milless, Katlyn L.; Goldstein, Emily J.; Wallace, Lyndsey; Márquez-Magaña, Leticia; Bibbins-Domingo, Kirsten; Estrada, Mica

2017-01-01

We offer and test a brief psychosocial intervention, Speaking Truth to EmPower (STEP), designed to protect underrepresented minorities’ (URMs) intellectual performance and safety in science, technology, engineering, and math (STEM). STEP takes a ‘knowledge as power’ approach by: (a) providing a tutorial on stereotype threat (i.e., a social contextual phenomenon, implicated in underperformance and early exit) and (b) encouraging URMs to use lived experiences for generating be-prepared coping strategies. Participants were 670 STEM undergraduates [URMs (Black/African American and Latina/o) and non-URMs (White/European American and Asian/Asian American)]. STEP protected URMs’ abstract reasoning and class grades (adjusted for grade point average [GPA]) as well as decreased URMs’ worries about confirming ethnic/racial stereotypes. STEP’s two-pronged approach—explicating the effects of structural ‘isms’ while harnessing URMs’ existing assets—shows promise in increasing diversification and equity in STEM. PMID:28835879

Differences in STEM doctoral publication by ethnicity, gender and academic field at a large public research university.

PubMed

Mendoza-Denton, Rodolfo; Patt, Colette; Fisher, Aaron; Eppig, Andrew; Young, Ira; Smith, Andrew; Richards, Mark A

2017-01-01

Two independent surveys of PhD students in STEM fields at the University of California, Berkeley, indicate that underrepresented minorities (URMs) publish at significantly lower rates than non-URM males, placing the former at a significant disadvantage as they compete for postdoctoral and faculty positions. Differences as a function of gender reveal a similar, though less consistent, pattern. A conspicuous exception is Berkeley's College of Chemistry, where publication rates are tightly clustered as a function of ethnicity and gender, and where PhD students experience a highly structured program that includes early and systematic involvement in research, as well as clear expectations for publishing. Social science research supports the hypothesis that this more structured environment hastens the successful induction of diverse groups into the high-performance STEM academic track.

Differences in STEM doctoral publication by ethnicity, gender and academic field at a large public research university

PubMed Central

Patt, Colette; Fisher, Aaron; Eppig, Andrew; Young, Ira; Smith, Andrew; Richards, Mark A.

2017-01-01

Two independent surveys of PhD students in STEM fields at the University of California, Berkeley, indicate that underrepresented minorities (URMs) publish at significantly lower rates than non-URM males, placing the former at a significant disadvantage as they compete for postdoctoral and faculty positions. Differences as a function of gender reveal a similar, though less consistent, pattern. A conspicuous exception is Berkeley’s College of Chemistry, where publication rates are tightly clustered as a function of ethnicity and gender, and where PhD students experience a highly structured program that includes early and systematic involvement in research, as well as clear expectations for publishing. Social science research supports the hypothesis that this more structured environment hastens the successful induction of diverse groups into the high-performance STEM academic track. PMID:28380061

Increasing persistence in undergraduate science majors: a model for institutional support of underrepresented students.

PubMed

Toven-Lindsey, Brit; Levis-Fitzgerald, Marc; Barber, Paul H; Hasson, Tama

2015-01-01

The 6-yr degree-completion rate of undergraduate science, technology, engineering, and mathematics (STEM) majors at U.S. colleges and universities is less than 40%. Persistence among women and underrepresented minorities (URMs), including African-American, Latino/a, Native American, and Pacific Islander students, is even more troubling, as these students leave STEM majors at significantly higher rates than their non-URM peers. This study utilizes a matched comparison group design to examine the academic achievement and persistence of students enrolled in the Program for Excellence in Education and Research in the Sciences (PEERS), an academic support program at the University of California, Los Angeles, for first- and second-year science majors from underrepresented backgrounds. Results indicate that PEERS students, on average, earned higher grades in most "gatekeeper" chemistry and math courses, had a higher cumulative grade point average, completed more science courses, and persisted in a science major at significantly higher rates than the comparison group. With its holistic approach focused on academics, counseling, creating a supportive community, and exposure to research, the PEERS program serves as an excellent model for universities interested in and committed to improving persistence of underrepresented science majors and closing the achievement gap. © 2015 B. Toven-Lindsey et al. CBE—Life Sciences Education © 2015 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

The Health Equity Scholars Program: Innovation in the Leaky Pipeline.

PubMed

Upshur, Carole C; Wrighting, Diedra M; Bacigalupe, Gonzalo; Becker, Joan; Hayman, Laura; Lewis, Barbara; Mignon, Sylvia; Rokop, Megan E; Sweet, Elizabeth; Torres, Marie Idali; Watanabe, Paul; Woods, Cedric

2018-04-01

Despite attempts to increase enrollment of under-represented minorities (URMs: primarily Black/African American, Hispanic/Latino, and Native American students) in health professional programs, limited progress has been made. Compelling reasons to rectify this situation include equity for URMs, better prepared health professionals when programs are diverse, better quality and access to health care for UMR populations, and the need for diverse talent to tackle difficult questions in health science and health care delivery. However, many students who initiate traditional "pipeline" programs designed to link URMs to professional schools in health professions and the sciences, do not complete them. In addition, program requirements often restrict entry to highly qualified students while not expanding opportunities for promising, but potentially less well-prepared candidates. The current study describes innovations in an undergraduate pipeline program, the Health Equity Scholars Program (HESP) designed to address barriers URMs experience in more traditional programs, and provides evaluative outcomes and qualitative feedback from participants. A primary outcome was timely college graduation. Eighty percent (80%) of participants, both transfer students and first time students, so far achieved this outcome, with 91% on track, compared to the campus average of 42% for all first time students and 58-67% for transfers. Grade point averages also improved (p = 0.056) after program participation. Graduates (94%) were working in health care/human services positions and three were in health-related graduate programs. Creating a more flexible program that admits a broader range of URMs has potential to expand the numbers of URM students interested and prepared to make a contribution to health equity research and clinical care.

Underrepresented minority students' experiences at Baylor College of Dentistry: perceptions of cultural climate and reasons for choosing to attend.

PubMed

McCann, Ann L; Lacy, Ernestine S; Miller, Barbara H

2014-03-01

A study was conducted at Texas A&M University Baylor College of Dentistry (TAMBCD) in fall 2011 to identify the reasons underrepresented minority (URM) students chose to attend TAMBCD, the factors that supported their success as enrolled students, and their perceptions of the institution's cultural climate. A survey distributed online to all URM students received a 79 percent response rate (129/164). The respondents were primarily Hispanic (62 percent Mexican American and other Hispanic) and African American (33 percent) and had attended a college pipeline program (53 percent). The top reasons these students chose TAMBCD were reputation, location, and automatic acceptance or familiarity from being in a predental program. Alumni had most influenced them to attend. Regarding support services, the largest percentage reported not using any (44 percent); personal advising and tutoring were reported to be the most commonly used. In terms of climate, discrimination was reported by 22 percent (n=29), mostly from classmates and clinical faculty. The majority (87 percent) reported their cultural competence program was "effective" and agreed that faculty (83 percent), staff (85 percent), and students (75 percent) were culturally competent. Overall, the students were "satisfied" with how they were treated (88 percent), their education (91 percent), and the services/resources (92 percent). This information is being used to continue to improve the school's cultural climate and to conduct a broader assessment of all students.

Fostering Under-represented Minority Student Success and Interest in the Geosciences: Outcomes of the UNC-Chapel Hill Increasing Diversity and Enhancing Academia (IDEA) Program

NASA Astrophysics Data System (ADS)

Hughes, M. H.; Gray, K.; Drostin, M.

2016-12-01

For under-represented minority (URM) students, opportunities to meaningfully participate in academic communities and develop supportive relationships with faculty and peers influence persistence in STEM majors (Figueroa, Hurtado, & Wilkins, 2015; PCAST, 2012; Tsui, 2007). Creating such opportunities is even more important in the geosciences, where a lower percentage of post-secondary degrees are awarded to URM students than in other STEM fields (NSF, 2015; O'Connell & Holmes, 2011; NSF, 2011). Since 2011, Increasing Diversity and Enhancing Academia (IDEA), a program of the UNC-Chapel Hill Institute for the Environment (UNC-IE), has provided 39 undergraduates (predominantly URM and female students) with career-relevant research experiences and professional development opportunities, including a culminating experience of presenting their research at a campus-wide research symposium. External evaluation data have helped to characterize the effectiveness of the IDEA program. These data included pre- and post-surveys assessing students' interest in geosciences, knowledge of career pathways, and perceptions of their abilities related to a specific set of scientific research skills. Additionally, progress towards degrees and dissemination outcomes were tracked. In this presentation, we will share quantitative and qualitative data that demonstrate that participation in the IDEA program has influenced students' interest and persistence in geosciences research and careers. These data range from self-reported competencies in a variety of scientific skills (such as organizing and interpreting data and reading and interpreting science literature) to documentation of student participation in geoscience study and professions. About 69% of participants continued research begun during their internships beyond the internship; and about 38% pursued graduate degrees and secured jobs in geoscience and other STEM fields. (Nearly half are still in school.) Overall, these evaluation data have shown that the IDEA research experience, combined with program elements focused on professional development, reinforces students' sense of their science abilities, connects them to a network of supportive students and professionals and contributes to their sense of belonging within the geosciences.

Integrating theory and practice to increase scientific workforce diversity: a framework for career development in graduate research training.

PubMed

Byars-Winston, Angela; Gutierrez, Belinda; Topp, Sharon; Carnes, Molly

2011-01-01

Few, if any, educational interventions intended to increase underrepresented minority (URM) graduate students in biological and behavioral sciences are informed by theory and research on career persistence. Training and Education to Advance Minority Scholars in Science (TEAM-Science) is a program funded by the National Institute of General Medical Sciences at the University of Wisconsin-Madison with the twin goals of increasing the number of URM students entering and completing a PhD in BBS and increasing the number of these students who pursue academic careers. A framework for career development in graduate research training is proposed using social cognitive career theory. Based on this framework, TEAM-Science has five core components: 1) mentor training for the research advisor, 2) eight consensus-derived fundamental competencies required for a successful academic career, 3) career coaching by a senior faculty member, 4) an individualized career development plan that aligns students' activities with the eight fundamental competencies, and 5) a strengths, weaknesses, opportunities, and threats personal career analysis. This paper describes the theoretical framework used to guide development of these components, the research and evaluation plan, and early experience implementing the program. We discuss the potential of this framework to increase desired career outcomes for URM graduate trainees in mentored research programs and, thereby, strengthen the effectiveness of such interventions on participants' career behaviors.

Integrating Theory and Practice to Increase Scientific Workforce Diversity: A Framework for Career Development in Graduate Research Training

PubMed Central

Byars-Winston, Angela; Gutierrez, Belinda; Topp, Sharon; Carnes, Molly

2011-01-01

Few, if any, educational interventions intended to increase underrepresented minority (URM) graduate students in biological and behavioral sciences are informed by theory and research on career persistence. Training and Education to Advance Minority Scholars in Science (TEAM-Science) is a program funded by the National Institute of General Medical Sciences at the University of Wisconsin–Madison with the twin goals of increasing the number of URM students entering and completing a PhD in BBS and increasing the number of these students who pursue academic careers. A framework for career development in graduate research training is proposed using social cognitive career theory. Based on this framework, TEAM-Science has five core components: 1) mentor training for the research advisor, 2) eight consensus-derived fundamental competencies required for a successful academic career, 3) career coaching by a senior faculty member, 4) an individualized career development plan that aligns students’ activities with the eight fundamental competencies, and 5) a strengths, weaknesses, opportunities, and threats personal career analysis. This paper describes the theoretical framework used to guide development of these components, the research and evaluation plan, and early experience implementing the program. We discuss the potential of this framework to increase desired career outcomes for URM graduate trainees in mentored research programs and, thereby, strengthen the effectiveness of such interventions on participants’ career behaviors. PMID:22135370

Opening Pathways for Underrepresented High School Students to Biomedical Research Careers: The Emory University RISE Program

PubMed Central

Rohrbaugh, Margaret C.; Corces, Victor G.

2011-01-01

Increasing the college graduation rates of underrepresented minority students in science disciplines is essential to attain a diverse workforce for the 21st century. The Research Internship and Science Education (RISE) program attempts to motivate and prepare students from the Atlanta Public School system, where underrepresented minority (URM) students comprise a majority of the population, for biomedical science careers by offering the opportunity to participate in an original research project. Students work in a research laboratory from the summer of their sophomore year until graduation, mentored by undergraduate and graduate students and postdoctoral fellows (postdocs). In addition, they receive instruction in college-level biology, scholastic assessment test (SAT) preparation classes, and help with the college application process. During the last 4 yr, RISE students have succeeded in the identification and characterization of a series of proteins involved in the regulation of nuclear organization and transcription. All but 1 of 39 RISE students have continued on to 4-year college undergraduate studies and 61% of those students are currently enrolled in science-related majors. These results suggest that the use of research-based experiences at the high school level may contribute to the increased recruitment of underrepresented students into science-related careers. PMID:21926301

Opening pathways for underrepresented high school students to biomedical research careers: the Emory University RISE program.

PubMed

Rohrbaugh, Margaret C; Corces, Victor G

2011-12-01

Increasing the college graduation rates of underrepresented minority students in science disciplines is essential to attain a diverse workforce for the 21st century. The Research Internship and Science Education (RISE) program attempts to motivate and prepare students from the Atlanta Public School system, where underrepresented minority (URM) students comprise a majority of the population, for biomedical science careers by offering the opportunity to participate in an original research project. Students work in a research laboratory from the summer of their sophomore year until graduation, mentored by undergraduate and graduate students and postdoctoral fellows (postdocs). In addition, they receive instruction in college-level biology, scholastic assessment test (SAT) preparation classes, and help with the college application process. During the last 4 yr, RISE students have succeeded in the identification and characterization of a series of proteins involved in the regulation of nuclear organization and transcription. All but 1 of 39 RISE students have continued on to 4-year college undergraduate studies and 61% of those students are currently enrolled in science-related majors. These results suggest that the use of research-based experiences at the high school level may contribute to the increased recruitment of underrepresented students into science-related careers.

Shifting the Curve: Fostering Academic Success in a Diverse Student Body.

PubMed

Elks, Martha L; Herbert-Carter, Janice; Smith, Marjorie; Klement, Brenda; Knight, Brandi Brandon; Anachebe, Ngozi F

2018-01-01

Diversity in the health care workforce is key to achieving health equity. Although U.S. medical schools have worked to increase the matriculation and academic success of underrepresented minority (URM) students (African Americans, Latinos, others), they have had only limited success. Lower standardized test scores, including on the Medical College Admission Test (MCAT), have been a barrier to matriculation for many URM applicants. Lower subsequent standardized exam scores, including on the United States Medical Licensing Exam Step 1, also have been an impediment to students' progress, with mean scores for URM students lagging behind those for others. Faculty at the Morehouse School of Medicine developed and implemented interventions to enhance the academic success of their URM students (about 75% are African American, and 5% are from other URM groups). To assess the outcomes of this work, the authors analyzed the MCAT scores and subsequent Step 1 scores of students in the graduating classes of 2009-2014. They also reviewed course evaluations, Graduation Questionnaires, and student and faculty interviews and focus groups. Students' Step 1 scores exceeded those expected based on their MCAT scores. This success was due to three key elements: (1) milieu and mentoring, (2) structure and content of the curriculum, and (3) monitoring. A series of mixed-method studies are planned to better discern the core elements of faculty-student relationships that are key to students' success. Lower test scores are not a fixed attribute; with the elements described, success is attainable for all students.

Diversity by race, Hispanic ethnicity, and sex of the United States medical oncology physician workforce over the past quarter century.

PubMed

Deville, Curtiland; Chapman, Christina H; Burgos, Ramon; Hwang, Wei-Ting; Both, Stefan; Thomas, Charles R

2014-09-01

To assess the medical oncology (MO) physician workforce diversity by race, Hispanic ethnicity, and sex, with attention to trainees. Public registries were used to assess 2010 differences among MO practicing physicians, academic faculty, and fellows; internal medicine (IM) residents; and the US population, using binomial tests with P < .001 significance adjusting for multiple comparisons. Significant changes in fellow representation from 1986 to 2011 were assessed. Female representation as MO fellows (45.0%) was significantly increased compared with faculty (22.4%) and practicing physicians (27.4%); was no different than IM residents (44.7%, P = .853); and increased significantly, by 1.0% per year. Women were significantly underrepresented as practicing physicians, faculty, and fellows compared with the US population (50.8%). Traditionally underrepresented minorities in medicine (URM) were significantly underrepresented as practicing physicians (7.8%), faculty (5.7%), and fellows (10.9%), versus US population (30.0%). Hispanic MO fellows (7.5%) were increased compared with faculty (3.9%) and practicing physicians (4.1%); Black fellows (3.1%) were no different than faculty (1.8%, P = .0283) or practicing physicians (3.5%, P = .443). When comparing MO fellows versus IM residents, there were no differences for American Indians/Alaska Natives/Native Hawaiians/Pacific Islanders (0.3%, 0.6%, respectively, P = .137) and Hispanics (7.5%, 8.7%, P = .139), unlike Blacks (3.1%, 5.6%, P < .001). There has been no significant change in URM representation, with negligible changes every 5 years for American Indians/Alaska Natives/Native Hawaiians/Pacific Islanders (-0.1%), Blacks (-0.3%), and Hispanics (0.3%). Female fellow representation increased 1% per year over the quarter century indicating historical gains, whereas URM diversity remains unchanged. For Blacks alone, representation as MO fellows is decreased compared with IM residents, suggesting greater disparity in MO training. Copyright © 2014 by American Society of Clinical Oncology.

A Case Study of URM Retention through IBP's Professional Development and Mentoring Activities

NASA Astrophysics Data System (ADS)

Johnson, A.; Williamson Whitney, V.; Ricciardi, L.; Detrick, L.; Siegfried, D.; Fauver, A.; Ithier-Guzman, W.; Thomas, S. H.; Valaitis, S.

2012-12-01

As a free-standing not for profit organization, the Institute for Broadening Participation (IBP) hosts a variety of initiatives designed to increase the retention of underrepresented minority (URM) students pursuing pathways in STEM. Successful initiatives include virtual and face-to-face components that bring together URM students with established URM and other scientists in academia, government and industry. These connections provide URM students with supportive mentoring, networking opportunities, and professional skill development contributing to an overall improved retention rate of URM students majoring in STEM degrees. IBP's initiatives include the NASA One Stop Shopping Initiative (NASA OSSI), Pathways to Ocean Science, Pathways to Engineering, and the Minorities Striving and Pursuing Higher Degrees of Success (MS PHD'S) Professional Development program in Earth System Science (ESS). The NASA OSSI initiative recruits and facilitates student engagement in NASA student education and employment opportunities. Through IBP's virtual and person-to-person communications, students learn how to identify, apply to, and participate in NASA programs. Pathways to Ocean Science connects and supports URM students with REU programs in the Ocean Sciences while serving as a resource for REU program directors. As one of IBP's newest initiatives, Pathways to Engineering has synthesized mentoring resources into an online mentoring manual for URM STEM students that has been extensively vetted by mentoring experts throughout the country. The manual which is organized by user groups serves as an e-forum providing undergraduates, graduates, postdocs, faculty members and project directors with valuable resources to facilitate a positive REU experience. This mentoring initiative also provides a mechanism for submitting new resources and inviting feedback in mentoring best practices throughout the STEM community. MS PHD'S, one of IBP's longest running and most successful initiatives, focuses on increasing the retention rate of URM students receiving advanced degrees in Earth system science. Through a three-phase structure of activities, the program addresses major barriers to retention in ESS including isolation, lack of preparation and professional development, and lack of mentoring. Program activities center on peer-to-peer community building, professional development exercises, networking experiences, one-on-one mentoring, and a facilitated virtual community. MS PHD'S participants report a reduced sense of isolation, an increased sense of community, and a higher level of confidence about their ability to succeed in their chosen field. As of August 2012, 189 students have participated in the program. 60 of those students are currently enrolled in a PhD. program. Another 35 have completed their PhD and are actively engaged in the ESS workforce.

Workshop on Excellence Empowered by a Diverse Academic Workforce: Achieving Racial & Ethnic Equity in Chemistry

DOE Office of Scientific and Technical Information (OSTI.GOV)

Ali, Hassan B.

2008-02-13

The purpose of the Workshop 'Excellence Empowered by a Diverse Academic Workforce: Achieving Racial & Ethnic Equity in Chemistry' was to promote the development of a cadre of academic leaders who create, implement and promote programs and strategies for increasing the number of racial and ethnic minorities to equitable proportions on the faculties of departments throughout the academic chemistry community. An important objective of the workshop was to assist in creating an informed and committed community of chemistry leaders who will create, implement and promote programs and strategies to advance racial and ethnic equity in both the faculty and themore » student body with the goal of increasing the number of U.S. citizen underrepresented minorities (URM) participating in academic chemistry at all levels, with particular focus on the pipeline to chemistry faculty. This objective was met by (1) presentations of detailed data describing current levels of racial and ethnic minorities on the faculties of chemistry departments; (2) frank discussion of the obstacles to and benefits of racial/ethnic diversity in the chemistry professoriate; (3) summary of possible effective interventions and actions; and (4) promotion of the dissemination and adoption of initiatives designed to achieve racial/ethnic equity. Federal programs over the past thirty years have been instrumental in delivering to our universities URM students intending to major in the physical sciences such as chemistry. However, the near absence of URM faculty means that there is also an absence of URM as role models for aspiring students. For example, citing 2003 as a representative year, some statistics reveal the severity of the pipeline shrinkage for U. S. citizen URM starting from chemistry B.S. degrees awarded to the appointment to chemistry faculty. Compared to the URM population of approximately 30% for that year, 67% of the B.S. degrees in chemistry were awarded to white citizens and 17% were awarded to URM citizens. Proceeding along the pipeline, 83% of the Ph.D. degrees in chemistry were awarded to white citizens, and 6.4% were awarded to URM citizens. The number of white citizens occupying tenure faculty lines in chemistry departments at major research universities is estimated to be 86%, while the corresponding lines for URM was estimated to be only 3.7% in 2003. In raw numbers, the number of white chemistry faculty is estimated to be 1459 and the number of URM faculty was estimated to be just 62. Thus, starting with 16.6% for URM students awarded B.S. degrees in chemistry, the number decreases to 6.4% for URM students awarded Ph.D degrees in chemistry and then dwindles to only 3.6% URM faculty in major research universities, compared to a population of approximately 30% URM citizens. Similar statistics for URM representation in chemistry is found for the last two decades. Clearly there is a serious lack of URM mentors and role models among tenure faculty in our chemistry departments. The impact of this deficiency is captured in the statement that 'A university's lack of minority faculty sends a message to its students that minorities have no place in academia' thereby perpetuating a cycle of marginalization and discrimination. The lack of mentors and role models in academia deprive URM students who pass through the undergraduate programs of an education that is enriched by the intellectual and cognitive diversity that is inherent in a faculty of diverse backgrounds and cultures. Furthermore, URM are projected to constitute almost 32% of the U.S. population by 2020, so that URM will outnumber White males [who are projected to constitute 30% of the population (U.S. Census data)]. It is clearly time for this to change and proactive programs are needed immediately in order to insure that there will be an optimal inclusion of the future 'majority' of the U. S. domestic population throughout all levels of academia. The workshop was organized with the intention of triggering such a change by working with key representatives of chemistry in academia, namely the chemistry department chairs, to generate such programs, strategies and plans of action. This workshop called together the chairs of several of the top 50 Ph.D. granting chemistry departments in the country to design and develop new and comprehensive strategies to solve the problem of chronic URM under representation in chemistry and to commit to the goal of increasing the number of URM faculty in their departments. These chairs are well positioned to promote changes because they exist in environments that produce the majority of our chemistry faculty. With these leaders in the chemistry field taking responsibility for designing, developing, and implementing workable solutions, the community will have its best chance to create an excellent and diverse academic workforce in which the excellence of the URM component is appropriately represented.« less

Race, Disadvantage and Faculty Experiences in Academic Medicine

PubMed Central

Cooper, Lisa A.; Carr, Phyllis

2010-01-01

ABSTRACT Background Despite compelling reasons to draw on the contributions of under-represented minority (URM) faculty members, US medical schools lack these faculty, particularly in leadership and senior roles. Objective The study’s purpose was to document URM faculty perceptions and experience of the culture of academic medicine in the US and to raise awareness of obstacles to achieving the goal of having people of color in positions of leadership in academic medicine. Design The authors conducted a qualitative interview study in 2006–2007 of faculty in five US medical schools chosen for their diverse regional and organizational attributes. Participants Using purposeful sampling of medical faculty, 96 faculty were interviewed from four different career stages (early, plateaued, leaders and left academic medicine) and diverse specialties with an oversampling of URM faculty. Approach We identified patterns and themes emergent in the coded data. Analysis was inductive and data driven. Results Predominant themes underscored during analyses regarding the experience of URM faculty were: difficulty of cross-cultural relationships; isolation and feeling invisible; lack of mentoring, role models and social capital; disrespect, overt and covert bias/discrimination; different performance expectations related to race/ethnicity; devaluing of research on community health care and health disparities; the unfair burden of being identified with affirmative action and responsibility for diversity efforts; leadership’s role in diversity goals; and financial hardship. Conclusions Achieving an inclusive culture for diverse medical school faculty would help meet the mission of academic medicine to train a physician and research workforce that meets the disparate needs of our multicultural society. Medical school leaders need to value the inclusion of URM faculty. Failure to fully engage the skills and insights of URM faculty impairs our ability to provide the best science, education or medical care. PMID:20697960

Race, disadvantage and faculty experiences in academic medicine.

PubMed

Pololi, Linda; Cooper, Lisa A; Carr, Phyllis

2010-12-01

Despite compelling reasons to draw on the contributions of under-represented minority (URM) faculty members, US medical schools lack these faculty, particularly in leadership and senior roles. The study's purpose was to document URM faculty perceptions and experience of the culture of academic medicine in the US and to raise awareness of obstacles to achieving the goal of having people of color in positions of leadership in academic medicine. The authors conducted a qualitative interview study in 2006-2007 of faculty in five US medical schools chosen for their diverse regional and organizational attributes. Using purposeful sampling of medical faculty, 96 faculty were interviewed from four different career stages (early, plateaued, leaders and left academic medicine) and diverse specialties with an oversampling of URM faculty. We identified patterns and themes emergent in the coded data. Analysis was inductive and data driven. Predominant themes underscored during analyses regarding the experience of URM faculty were: difficulty of cross-cultural relationships; isolation and feeling invisible; lack of mentoring, role models and social capital; disrespect, overt and covert bias/discrimination; different performance expectations related to race/ethnicity; devaluing of research on community health care and health disparities; the unfair burden of being identified with affirmative action and responsibility for diversity efforts; leadership's role in diversity goals; and financial hardship. Achieving an inclusive culture for diverse medical school faculty would help meet the mission of academic medicine to train a physician and research workforce that meets the disparate needs of our multicultural society. Medical school leaders need to value the inclusion of URM faculty. Failure to fully engage the skills and insights of URM faculty impairs our ability to provide the best science, education or medical care.

Using the personal background preparation survey to identify health science professions students at risk for adverse academic events.

PubMed

Johnson, Craig W; Johnson, Ronald; McKee, John C; Kim, Mira

2009-12-01

In the first predictive validity study of a diagnostic and prescriptive instrument for averting adverse academic status events (AASE) among multiple populations of diverse health science professions students, entering matriculates' personal background and preparation survey (PBPS) scores consistently significantly predicted 1st- or 2nd-year AASE. During 1st-year orientations, 441 entering matriculates in four southwestern schools from dental, medical, and nursing disciplines completed the 2004 PBPS. The following year during 1st-year orientations, 526 entering matriculates in five schools from dental, medical, nursing, and biomedical science disciplines completed the 2005 PBPS. The PBPS identifies and quantifies a student's noncognitive and cognitive academic performance risks. One standard deviation increments in PBPS risks consistently multiplied 1st- or 2nd-year AASE odds by approximately 140% (p < .05), controlling for underrepresented minority student (URMS) status and school affiliation. Odds of 2nd-year AASE for URMS one standard deviation above the 2004 PBPS mean reached 494% of odds for nonURMS at the mean. PBPS total risks, school affiliation, and URMS status together provided 70-76% correct predictions of 1st- or 2nd-year AASE. PBPS predictive validity did not differ significantly among dental, medical, nursing, or biomedical science schools, or URMS/nonURMS. PBPS sensitivity and specificity approached those for FDA-approved screening mammograms for breast cancer and PSA tests for prostate cancer. PBPS positive predictive values of 42-60% exceeded those for both. The diagnostic and prescriptive PBPS can facilitate proactive targeting of corrective interventions aimed at reducing AASE and attrition among health science education students at risk for academic difficulties.

An Educational Program for Underserved Middle School Students to Encourage Pursuit of Pharmacy and Other Health Science Careers

PubMed Central

Tran, Thao T.; Tran, Linh

2014-01-01

Objective. To develop and implement an active, hands-on program for underrepresented minority (URM) seventh grade students and to determine if participation in the program increased interest in health care careers and understanding of pharmacy and physician assistant (PA) professions. Design. A hands-on educational program was developed in conjunction with local middle school administrators and staff for URM 7th grade students. The program was designed to be hands-on and focus on pharmacy and PA laboratory skills. A discussion component was included, allowing participants to interact personally with pharmacy and PA students and faculty members. Assessment. Students’ responses to survey questions about interest in health care careers and knowledge about health professions were compared before and after 2 separate offerings of the program. After the program, significant increases were seen in participants’ understanding of the pharmacy and PA professions. An increased percentage of participants reported interest in health care careers after the program than before the program. Conclusion. Introducing middle school-aged URM students to the pharmacy and PA professions through a hands-on educational program increased interest in, and knowledge of, these professions. PMID:26056405

An Educational Program for Underserved Middle School Students to Encourage Pursuit of Pharmacy and Other Health Science Careers.

PubMed

Goldsmith, Carroll-Ann; Tran, Thao T; Tran, Linh

2014-11-15

To develop and implement an active, hands-on program for underrepresented minority (URM) seventh grade students and to determine if participation in the program increased interest in health care careers and understanding of pharmacy and physician assistant (PA) professions. A hands-on educational program was developed in conjunction with local middle school administrators and staff for URM 7th grade students. The program was designed to be hands-on and focus on pharmacy and PA laboratory skills. A discussion component was included, allowing participants to interact personally with pharmacy and PA students and faculty members. Students' responses to survey questions about interest in health care careers and knowledge about health professions were compared before and after 2 separate offerings of the program. After the program, significant increases were seen in participants' understanding of the pharmacy and PA professions. An increased percentage of participants reported interest in health care careers after the program than before the program. Introducing middle school-aged URM students to the pharmacy and PA professions through a hands-on educational program increased interest in, and knowledge of, these professions.

APS Education and Diversity Efforts

NASA Astrophysics Data System (ADS)

Prestridge, Katherine; Hodapp, Theodore

2015-11-01

American Physical Society (APS) has a wide range of education and diversity programs and activities, including programs that improve physics education, increase diversity, provide outreach to the public, and impact public policy. We present the latest programs spearheaded by the Committee on the Status of Women in Physics (CSWP), with highlights from other diversity and education efforts. The CSWP is working to increase the fraction of women in physics, understand and implement solutions for gender-specific issues, enhance professional development opportunities for women in physics, and remedy issues that impact gender inequality in physics. The Conferences for Undergraduate Women in Physics, Professional Skills Development Workshops, and our new Professional Skills program for students and postdocs are all working towards meeting these goals. The CSWP also has site visit and conversation visit programs, where department chairs request that the APS assess the climate for women in their departments or facilitate climate discussions. APS also has two significant programs to increase participation by underrepresented minorities (URM). The newest program, the APS National Mentoring Community, is working to provide mentoring to URM undergraduates, and the APS Bridge Program is an established effort that is dramatically increasing the number of URM PhDs in physics.

Shifting the Curve: Fostering Academic Success in a Diverse Student Body

PubMed Central

Herbert-Carter, Janice; Smith, Marjorie; Klement, Brenda; Knight, Brandi Brandon; Anachebe, Ngozi F.

2018-01-01

Problem Diversity in the health care workforce is key to achieving health equity. Although U.S. medical schools have worked to increase the matriculation and academic success of underrepresented minority (URM) students (African Americans, Latinos, others), they have had only limited success. Lower standardized test scores, including on the Medical College Admission Test (MCAT), have been a barrier to matriculation for many URM applicants. Lower subsequent standardized exam scores, including on the United States Medical Licensing Exam Step 1, also have been an impediment to students’ progress, with mean scores for URM students lagging behind those for others. Approach Faculty at the Morehouse School of Medicine developed and implemented interventions to enhance the academic success of their URM students (about 75% are African American, and 5% are from other URM groups). To assess the outcomes of this work, the authors analyzed the MCAT scores and subsequent Step 1 scores of students in the graduating classes of 2009–2014. They also reviewed course evaluations, Graduation Questionnaires, and student and faculty interviews and focus groups. Outcomes Students’ Step 1 scores exceeded those expected based on their MCAT scores. This success was due to three key elements: (1) milieu and mentoring, (2) structure and content of the curriculum, and (3) monitoring. Next Steps A series of mixed-method studies are planned to better discern the core elements of faculty–student relationships that are key to students’ success. Lower test scores are not a fixed attribute; with the elements described, success is attainable for all students. PMID:28678099

Closing Achievement Gaps with a Utility-Value Intervention: Disentangling Race and Social Class

PubMed Central

Harackiewicz, Judith M.; Canning, Elizabeth A.; Tibbetts, Yoi; Priniski, Stacy J.; Hyde, Janet S.

2015-01-01

Many college students abandon their goal of completing a degree in STEM when confronted with challenging introductory-level science courses. In the U.S., this trend is more pronounced for underrepresented minority (URM) and first-generation (FG) students, and contributes to persisting racial and social-class achievement gaps in higher education. Previous intervention studies have focused exclusively on race or social class, but have not examined how the two may be confounded and interact. This research therefore investigates the independent and interactive effects of race and social class as moderators of an intervention designed to promote performance, measured by grade in the course. In a double-blind randomized experiment conducted over four semesters of an introductory biology course (N = 1040), we tested the effectiveness of a utility-value intervention in which students wrote about the personal relevance of course material. The utility-value intervention was successful in reducing the achievement gap for FG-URM students by 61%: the performance gap for FG-URM students, relative to CG-Majority students, was large in the control condition, .84 grade points (d = .98), and the treatment effect for FG-URM students was .51 grade points (d = 0.55). The UV intervention helped students from all groups find utility value in the course content, and mediation analyses showed that the process of writing about utility value was particularly powerful for FG-URM students. Results highlight the importance of examining the independent and interactive effects of race and social class when evaluating interventions to close achievement gaps and the mechanisms through which they may operate. PMID:26524001

Effective Recruiting and Intrusive Retention Strategies for Diversifying the Geosciences through a Research Experiences for Undergraduate Program

NASA Astrophysics Data System (ADS)

Liou-Mark, J.; Blake, R.; Norouzi, H.; Yuen-Lau, L.; Ikramova, M.

2016-12-01

Worse than in most Science, Technology, Engineering, and Mathematics (STEM) fields, underrepresented minority (URM) groups in the geosciences are reported to be farthest beneath the national benchmarks. Even more alarming, the geosciences have the lowest diversity of all the STEM disciplines at all three levels of higher education. In order to increase the number of underrepresented groups in the geosciences, a National Science Foundation funded Research Experiences for Undergraduates (REU) program at the New York City College of Technology has implemented effective recruitment strategies to attract and retain diverse student cohorts. Recruitment efforts include: 1) establishing partnership with the local community colleges; 2) forging collaborations with scientists of color; 3) reaching out to the geoscience departments; and 4) forming relationships with STEM organizations. Unlike the other REU programs which primarily provide a summer-only research experience, this REU program engages students in a year-long research experience. Students begin their research in the summer for nine weeks, and they continue their research one day a week in the fall and spring semesters. During the academic year, they present their projects at conferences. They also serve as STEM ambassadors to community and high school outreach events. This one-year triad connection of 1) professional organizations/conferences, 2) continual research experience, and 3) service constituent has resulted in higher retention and graduation rates of URMs in the STEM disciplines. Both formative and summative program assessment have uncovered and shown that strong recruitment efforts accompanied by intrusive retention strategies are essential to: a) sustain and support STEM URMs in developing confidence as scientists; b) create formal and informal STEM communities; and c) provide a clear pathway to advanced degrees and to the geoscience workforce. This project is supported by NSF REU Grant #1560050.

Broadening Participation of Women and Underrepresented Minorities in STEM through a Hybrid Online Transfer Program.

PubMed

Drew, Jennifer C; Galindo-Gonzalez, Sebastian; Ardissone, Alexandria N; Triplett, Eric W

2016-01-01

The Microbiology and Cell Science (MCS) Department at the University of Florida (UF) developed a new model of a 2 + 2 program that uses a hybrid online approach to bring its science, technology, engineering, and mathematics (STEM) curriculum to students. In this paradigm, 2-year graduates transfer as online students into the Distance Education in MCS (DE MCS) bachelor of science program. The program has broadened access to STEM with a steadily increasing enrollment that does not draw students away from existing on-campus programs. Notably, half of the DE MCS students are from underrepresented minority (URM) backgrounds and two-thirds are women, which represents a greater level of diversity than the corresponding on-campus cohort and the entire university. Additionally, the DE MCS cohort has comparable retention and academic performance compared with the on-campus transfer cohort. Of those who have earned a BS through the DE MCS program, 71% are women and 61% are URM. Overall, these data demonstrate that the hybrid online approach is successful in increasing diversity and provides another viable route in the myriad of STEM pathways. As the first of its kind in a STEM field, the DE MCS program serves as a model for programs seeking to broaden their reach. © 2016 J. C. Drew et al. CBE—Life Sciences Education © 2016 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

Diversity Exiting the Academy: Influential Factors for the Career Choice of Well-Represented and Underrepresented Minority Scientists.

PubMed

Layton, Rebekah L; Brandt, Patrick D; Freeman, Ashalla M; Harrell, Jessica R; Hall, Joshua D; Sinche, Melanie

2016-01-01

A national sample of PhD-trained scientists completed training, accepted subsequent employment in academic and nonacademic positions, and were queried about their previous graduate training and current employment. Respondents indicated factors contributing to their employment decision (e.g., working conditions, salary, job security). The data indicate the relative importance of deciding factors influencing career choice, controlling for gender, initial interest in faculty careers, and number of postgraduate publications. Among both well-represented (WR; n = 3444) and underrepresented minority (URM; n = 225) respondents, faculty career choice was positively associated with desire for autonomy and partner opportunity and negatively associated with desire for leadership opportunity. Differences between groups in reasons endorsed included: variety, prestige, salary, family influence, and faculty advisor influence. Furthermore, endorsement of faculty advisor or other mentor influence and family or peer influence were surprisingly rare across groups, suggesting that formal and informal support networks could provide a missed opportunity to provide support for trainees who want to stay in faculty career paths. Reasons requiring alteration of misperceptions (e.g., limited leadership opportunity for faculty) must be distinguished from reasons requiring removal of actual barriers. Further investigation into factors that affect PhDs' career decisions can help elucidate why URM candidates are disproportionately exiting the academy. © 2016 R. L. Layton et al. CBE—Life Sciences Education © 2016 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

Self-efficacy beliefs of underrepresented minorities in science, technology, engineering, and math

NASA Astrophysics Data System (ADS)

Garibay, Guadalupe

The purpose of this study is to understand the self-perceptions, confidence, and self-efficacy of underrepresented minorities (URMs) as they undertake Science, Technology, Engineering and Math (STEM) courses during their K-12 years in urban-public schools. Through the lens of Bandura's self-efficacy theory, this study analyzed self-efficacious behaviors as they revealed themselves in K-12 classrooms. The participants were 11th- and 12th-grade students, their parents, their STEM teachers, and their mentor. The goal was to understand what has been inhibiting the growth of URM representation in STEM majors and in STEM fields. This qualitative study was designed to understand the participants' stories and uncover personal characteristics such as grit, perseverance, and determination in the face of obstacles. The instruments used in this study were interviews, observations, and self-efficacy surveys. The findings revealed that the participants' perceptions of the students' abilities to succeed in a STEM field were all tentatively positive. The participants focused on the many obstacles already overcome by the students and used it as precedent for future success. All the student-participants shared a similar set of adult types in their lives--adults who believed not only in their STEM abilities, but also in their abilities to face obstacles, who were willing to give their time and expertise when necessary, and who shared similar experiences in terms of the lack of educational resources or of economic struggles. It was these shared experiences that strengthened the beliefs that, if the adult participants could succeed in education or succeed in spite of poverty, the student participants could succeed, as well.

Closing achievement gaps with a utility-value intervention: Disentangling race and social class.

PubMed

Harackiewicz, Judith M; Canning, Elizabeth A; Tibbetts, Yoi; Priniski, Stacy J; Hyde, Janet S

2016-11-01

Many college students abandon their goal of completing a degree in science, technology, engineering, or math (STEM) when confronted with challenging introductory-level science courses. In the U.S., this trend is more pronounced for underrepresented minority (URM) and first-generation (FG) students, and contributes to persisting racial and social-class achievement gaps in higher education. Previous intervention studies have focused exclusively on race or social class, but have not examined how the 2 may be confounded and interact. This research therefore investigates the independent and interactive effects of race and social class as moderators of an intervention designed to promote performance, measured by grade in the course. In a double-blind randomized experiment conducted over 4 semesters of an introductory biology course (N = 1,040), we tested the effectiveness of a utility-value intervention in which students wrote about the personal relevance of course material. The utility-value intervention was successful in reducing the achievement gap for FG-URM students by 61%: the performance gap for FG-URM students, relative to continuing generation (CG)-Majority students, was large in the control condition, .84 grade points (d = .98), and the treatment effect for FG-URM students was .51 grade points (d = 0.55). The UV intervention helped students from all groups find utility value in the course content, and mediation analyses showed that the process of writing about utility value was particularly powerful for FG-URM students. Results highlight the importance of intersectionality in examining the independent and interactive effects of race and social class when evaluating interventions to close achievement gaps and the mechanisms through which they may operate. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Color-Blind Racial Beliefs Among Dental Students and Faculty.

PubMed

Su, Yu; Behar-Horenstein, Linda S

2017-09-01

Providing culturally competent patient care requires an awareness of racial and cultural norms as well as a recognition of racism. Yet, there is a paucity of research devoted to this problem. In dental education, increased attention has focused on eliminating oral health care disparities due to ethnicity and race. Further investigation to determine the relationship between color-blind attitudes (failing to recognize the impact of race and racism on social justice) and dental educators' cultural competence is needed. The aim of this study was to determine dental faculty and student baseline color-blind racial attitudes scale scores, using the color-blind racial attitudes scale (CoBRAS). This 20-item instrument that measures three subscales of color-blind racial attitudes (Unawareness of Racial Privilege, Institutional Discrimination, and Blatant Racial Issues) was administered to student and faculty groups at one U.S. dental school. Out of a total 245 students in three class years, 235 responded to all items, for a response rate of 96%; out of a total 77 faculty members invited to participate, 71 responded to all items, for a response rate of 92%. Underrepresented minority (URM) faculty scored significantly higher on the Institutional Discrimination subscale and lower on Unawareness of Racial Privilege compared to non-URM students. Males scored significantly higher on Institutional Discrimination and Blatant Racial Issues compared to females. Compared to white students, URM students scored lower on all three subscales. The findings were consistent with previous studies indicating that female and URM students were more sensitive to racism compared to male and majority students. The findings that white faculty had higher awareness of racial privilege than white students and that URM faculty were less aware of institutional discrimination than URM students provided new information. These findings suggest that dental faculty members need professional development opportunities that promote becoming color-conscious and understanding privilege and biases, that model instruction on discussing race and racism, and that extend beyond a brief workshop.

Analysis of Postdoctoral Training Outcomes That Broaden Participation in Science Careers

PubMed Central

Rybarczyk, Brian J.; Lerea, Leslie; Whittington, Dawayne; Dykstra, Linda

2016-01-01

Postdoctoral training is an optimal time to expand research skills, develop independence, and shape career trajectories, making this training period important to study in the context of career development. Seeding Postdoctoral Innovators in Research and Education (SPIRE) is a training program that balances research, teaching, and professional development. This study examines the factors that promote the transition of postdocs into academic careers and increase diversity in science, technology, engineering, and mathematics. Data indicate that SPIRE scholars (n = 77) transition into faculty positions at three times the national average with a greater proportion of underrepresented racial minorities (URMs) and females represented among SPIRE scholars. Logistic regression models indicate that significant predictors are the intended career track at the start of the postdoctoral training and the number of publications. Factors necessary for successful transition are teaching experience as independent instructors, professional development opportunities, and the experience of balancing teaching with research. Scholars’ continued commitment to increasing diversity in their faculty roles was demonstrated by their attainment of tenure-track positions at minority-serving institutions, continued mentorship of URMs, and engagement with diversity initiatives. These results suggest that a postdoctoral program structured to include research, teaching, and diversity inclusion facilitates attainment of desired academic positions with sustained impacts on broadening participation. PMID:27543634

Race and Gender Differences in Undergraduate Research Mentoring Structures and Research Outcomes

PubMed Central

Aikens, Melissa L.; Robertson, Melissa M.; Sadselia, Sona; Watkins, Keiana; Evans, Mara; Runyon, Christopher R.; Eby, Lillian T.; Dolan, Erin L.

2017-01-01

Participating in undergraduate research with mentorship from faculty may be particularly important for ensuring the persistence of women and minority students in science. Yet many life science undergraduates at research universities are mentored by graduate or postdoctoral researchers (i.e., postgraduates). We surveyed a national sample of undergraduate life science researchers about the mentoring structure of their research experiences and the outcomes they realized from participating in research. We observed two common mentoring structures: an open triad with undergraduate–postgraduate and postgraduate–faculty ties but no undergraduate–faculty tie, and a closed triad with ties among all three members. We found that men and underrepresented minority (URM) students are significantly more likely to report a direct tie to their faculty mentors (closed triad) than women, white, and Asian students. We also determined that mentoring structure was associated with differences in student outcomes. Women’s mentoring structures were associated with their lower scientific identity, lower intentions to pursue a science, technology, engineering, and mathematics (STEM) PhD, and lower scholarly productivity. URM students’ mentoring structures were associated with higher scientific identity, greater intentions to pursue a STEM PhD, and higher scholarly productivity. Asian students reported lower scientific identity and intentions to pursue a STEM PhD, which were unrelated to their mentoring structures. PMID:28550078

Launching a Geoscience Career: Insights Gained from MS PHD'S Beyond the PhD

NASA Astrophysics Data System (ADS)

Guzman, W. I.; Johnson, A.; Williamson Whitney, V.; Jansma, P. E.; Huggans, M. J.; Ricciardi, L.

2013-05-01

The Beyond the PhD (B-PhD) Professional Development Program is the newest addition to the Minorities Striving and Pursuing Higher Degrees of Success (MS PHD'S®) Professional Development Program in Earth System Science. This exciting new program is designed to facilitate the development of a new community of underrepresented minority (URM) doctoral candidates and recent doctorate degree recipients in Earth system science (ESS)-related fields. Building upon MS PHD'S extensive professional development activities provided to URM undergraduate and graduate students, B-PhD's vision is to encourage and support URM doctoral students and early career PhD's in becoming part of the global workforce. (Since its inception in 2003, MSPHD'S supports 213 participants of which 42 have achieved the doctoral degree and another 71 are enrolled in doctoral programs.) By providing customized support and advocacy for participants, B-PhD facilitates smoother and informed transitions from graduate school to postdoctoral and tenure-track positions, as well as other "first" jobs in academia, government, industry, and non-profit organizations. In 2011, the first conference for 18 doctoral candidate and recent graduates was hosted at the University of Texas at Arlington's (UTA) College of Science. Using a format of guest speakers, brown bag discussions, and interactive breakout sessions, participants engaged in sessions entitled "Toolkits for Success in Academia, Business and Industry, Federal Government and Non-Profits", "Defining Short, Mid and Long Term Career Goals", "Accessing and Refining Skill Sets and Other Door Openers", "International Preparation and Opportunities", "Paying it Forward/Lifting as You Climb", and "Customized Strategies for Next Steps". This presentation will discuss outcomes from this pilot project, the use of social media to track and support ongoing B-PhD activities, and objectives for future B-PhD workshops.

Impact of reflective writing assignments on dental students' views of cultural competence and diversity.

PubMed

Isaac, Carol; Behar-Horenstein, Linda; Lee, Barbara; Catalanotto, Frank

2015-03-01

To respond to widespread disparities in access to oral health care, the Institute of Medicine, the Commission on Dental Accreditation (CODA), and the U.S. surgeon general have stressed that prospective dentists should become culturally competent, socially responsible practitioners. The aim of this study was to examine linguistic differences in dental students' reflective writing assignments before and after interviewing an individual who was culturally different from themselves. The authors analyzed 160 documents from 80 first-year dental students at the University of Florida in 2012. This cohort consisted of 36 male (45%) and 44 female (55%) students; 26 (32%) were from underrepresented minority (URM) groups and 54 (68%) were identified as white non-minority. Text analysis software identified word counts, categories, frequencies, and contexts. Significantly positive differences occurred for interviews between assignments 1 and 2 (p=0.005 to p<0.001) in five areas of cultural diversity. Differences were observed for Factor 1 ("important others' influence") between assignments (p<0.001), assignments by interview categories (p=0.033), and URM/majority participants by assignments by interview category (p=0.018). Factor 4 ("my social world in relation to others") was statistically different between assignments for URM/majority participants (p=0.019). Factor 5 ("wrong because") was statistically different for gender (p=0.041), suggesting that males may have experienced a rebound effect from stereotype suppression. The findings suggest that the use of reflective writing and interviews affected the students' awareness of how important others had influenced their lives and attitudes and facilitated their questioning preconceived assumptions. Reactions to coursework focusing on social and personal domains warrant further investigation.

A Model for Postdoctoral Education That Promotes Minority and Majority Success in the Biomedical Sciences.

PubMed

Eisen, Arri; Eaton, Douglas C

2017-01-01

How does the United States maintain the highest-quality research and teaching in its professional science workforce and ensure that those in this workforce are effectively trained and representative of national demographics? In the pathway to science careers, the postdoctoral stage is formative, providing the experiences that define the independent work of one's first faculty position. It is also a stage in which underrepresented minorities (URMs) disproportionately lose interest in pursuing academic careers in science and, models suggest, a point at which interventions to increase proportions of URMs in such careers could be most effective. We present a mixed-methods, case study analysis from 17 years of the Fellowships in Research and Science Teaching (FIRST) postdoctoral program, to our knowledge the largest and longest continuously running science postdoctoral program in the United States. We demonstrate that FIRST fellows, in sharp contrast to postdocs overall, are inclusive of URMs (50% African American; 70% women) and as or more successful in their fellowships and beyond as a comparison group (measured by publication rate, attainment of employment in academic science careers, and eventual research grant support). Analysis of alumni surveys and focus group discussions reveals that FIRST fellows place highest value on the cohort-driven community and the developmental teaching and research training the program provides. © 2017 A. Eisen and D. C. Eaton. CBE—Life Sciences Education © 2017 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

Factors Associated With Medical School Graduates' Intention to Work With Underserved Populations: Policy Implications for Advancing Workforce Diversity.

PubMed

Garcia, Andrea N; Kuo, Tony; Arangua, Lisa; Pérez-Stable, Eliseo J

2018-01-01

Given projected U.S. physician shortages across all specialties that will likely impact underserved areas disproportionately, the authors sought to explore factors most correlated with medical school graduates' intention to work with underserved populations (IWUP). Data from the 2010-2012 Association of American Medical Colleges Medical School Graduation Questionnaire (n = 40,846) were analyzed. Variables (demographics, career preference, debt burden, intention to enter loan forgiveness programs) were examined using chi-square tests and logistic regression models. Respondents included 49.5% (20,228/40,846) women, 16.6% (6,771/40,837) underrepresented minorities (URMs), and 32.4% (13,034/37,342) with primary care intent. The median educational debt was $160,000. Respondents who were women (adjusted odds ratio [aOR] 1.59, 95% confidence interval [CI] 1.49, 1.70), URMs (aOR 2.50, 95% CI 2.30, 2.72), intended to enter loan forgiveness programs (aOR 2.44, 95% CI 2.26, 2.63), intended to practice primary care (aOR 1.65, 95% CI 1.54, 1.76), and intended to emphasize nonclinical careers (aOR 1.23, 95% CI 1.11, 1.37) had greater odds of reporting IWUP. Among those who chose specialties and careers with a nonclinical emphasis, and among those with greater burdens of educational and consumer debt, URMs were nearly twice as likely as other minorities and whites to report IWUP. Findings suggest physician characteristics that may be associated with filling workforce gaps in underserved areas. Restructuring financial incentive programs to support physician leaders and specialists with characteristics associated with IWUP may complement similar policies in primary care and could have key impacts on health equity in underserved areas.

Variables Associated with Full-time Faculty Appointment among Contemporary U.S. Medical School Graduates: Implications for Academic Medicine Workforce Diversity

PubMed Central

Andriole, Dorothy A.; Jeffe, Donna B.; Hageman, Heather L.; Ephgrave, Kimberly; Lypson, Monica L.; Mavis, Brian; McDougle, Leon; Roberts, Nicole K.

2011-01-01

Purpose The authors sought to identify variables independently associated with full-time faculty appointment among recent medical graduates. Method With institutional review board approval, the authors developed a database of individualized records for six midwestern medical schools’ 1997–2002 graduates. Using multivariate logistic regression, they identified variables independently associated with full-time faculty appointment from among demographic, medical-school-related, and career-intention variables. They report adjusted odds ratios (OR) and 95% confidence intervals (CI). Results Of 1,965 graduates in the sample, 263 (13.4%) held full-time faculty appointments in 2007–2008, including 14.4% (123/853) of women graduates and 8.6% (17/198) of underrepresented minority (URM) graduates. Women (OR: 1.386, 95% CI: 1.023–1.878), MD/PhD program graduates (OR: 2.331, 95% CI: 1.160–4.683), and graduates who reported a career-setting preference for “full-time university faculty” on the Association of American Medical Colleges’ Graduation Questionnaire (OR: 3.164, 95% CI: 2.231–4.486) were more likely to have a full-time faculty appointment. Graduates who chose family medicine (OR: 0.433, 95% CI: 0.231–0.811) and surgical specialties (OR: 0.497, 95% CI: 0.249–0.994) were less likely to have a full-time faculty appointment. URM race/ethnicity was not independently associated with full-time faculty appointment (OR: 0.788; 95% CI: 0.452–1.375). Conclusions Efforts to increase representation of women graduates in academic medicine seem to have met with greater success than efforts to increase representation of URM graduates. Greater participation of URM students in MD/PhD programs and in interventions during medical school that promote interest in academic-medicine careers may increase URM graduates’ representation in academic medicine. PMID:20592523

Mentoring junior URM scientists to engage in sleep health disparities research: experience of the NYU PRIDE Institute.

PubMed

Jean-Louis, Girardin; Ayappa, Indu; Rapoport, David; Zizi, Ferdinand; Airhihenbuwa, Collins; Okuyemi, Kola; Ogedegbe, Gbenga

2016-02-01

The aim of this study was to evaluate the National Institute of Health (NIH)-funded PRIDE Institute in Behavioral Medicine and Sleep Disorders Research at New York University (NYU) Langone Medical Center. The NYU PRIDE Institute provides intensive didactic and mentored research training to junior underrepresented minority (URM) faculty. The Kirkpatrick model, a mixed-methods program evaluation tool, was used to gather data on participant's satisfaction and program outcomes. Quantitative evaluation data were obtained from all 29 mentees using the PRIDE REDcap-based evaluation tool. In addition, in-depth interviews and focus groups were conducted with 17 mentees to learn about their experiences at the institute and their professional development activities. Quantitative data were examined, and emerging themes from in-depth interviews and focus groups were studied for patterns of connection and grouped into broader categories based on grounded theory. Overall, mentees rated all programmatic and mentoring aspects of the NYU PRIDE Institute very highly (80-100%). They identified the following areas as critical to their development: research and professional skills, mentorship, structured support and accountability, peer support, and continuous career development beyond the summer institute. Indicators of academic self-efficacy showed substantial improvement over time. Areas for improvement included tailoring programmatic activities to individual needs, greater assistance with publications, and identifying local mentors when K awards are sought. In order to promote career development, numerous factors that uniquely influence URM investigators' ability to succeed should be addressed. The NYU PRIDE Institute, which provides exposure to a well-resourced academic environment, leadership, didactic skills building, and intensive individualized mentorship proved successful in enabling URM mentees to excel in the academic environment. Overall, the institute accomplished its goals: to build an infrastructure enabling junior URM faculty to network with one another as well as with senior investigators, serving as a role model, in a supportive academic environment. Published by Elsevier B.V.

Mediators of Racial/Ethnic Disparities in Mentored K Award Receipt Among U.S. Medical School Graduates.

PubMed

Andriole, Dorothy A; Yan, Yan; Jeffe, Donna B

2017-10-01

Mentored K (K01/K08/K23) career development awards are positively associated with physicians' success as independent investigators; however, individuals in some racial/ethnic groups are less likely to receive this federal funding. The authors sought to identify variables that explain (mediate) the association between race/ethnicity and mentored K award receipt among U.S. Liaison Committee for Medical Education-accredited medical school graduates who planned research-related careers. The authors analyzed deidentified data from the Association of American Medical Colleges and the National Institutes of Health Information for Management, Planning, Analysis, and Coordination II grants database for a national cohort of 28,690 graduates from 1997-2004 who planned research-related careers, followed through August 2014. The authors examined 10 potential mediators (4 research activities, 2 academic performance measures, medical school research intensity, degree program, debt, and specialty) of the association between race/ethnicity and mentored K award receipt in models comparing underrepresented minorities in medicine (URM) and non-URM graduates. Among 27,521 graduates with complete data (95.9% of study-eligible graduates), 1,147 (4.2%) received mentored K awards (79/3,341 [2.4%] URM; 1,068/24,180 [4.4%] non-URM). All variables except debt were significant mediators; together they explained 96.2% (95%, CI 79.1%-100%) of the association between race/ethnicity and mentored K award. Research-related activities during/after medical school and standardized academic measures largely explained the association between race/ethnicity and mentored K award in this national cohort. Interventions targeting these mediators could mitigate racial/ethnic disparities in the federally funded physician-scientist research workforce.

Intervention to Improve Engineering Self-Efficacy and Sense of Belonging of First-Year Engineering Students

NASA Astrophysics Data System (ADS)

Jordan, Kari L.

The percentage of bachelor's degrees in STEM awarded to women and underrepresented minority students needs to increase dramatically to reach parity with their majority counterparts. While three key underrepresented minority (URM) groups, African Americans, Hispanic/Latinos, and Native Americans constitute some 30 percent of the overall undergraduate student population in the United States, the share of engineering degrees earned by members of these groups declines as degree level increases. Underrepresented minority students accounted for about 12% of engineering bachelor's degrees awarded in 2009, 7% of master's degrees and 3% of doctorates (NSF Science Resource Statistics, 2009). The percent in engineering has been steadily decreasing, while overall participation in higher education among these groups has increased considerably. Keeping those thoughts in mind it is important to examine the historical theories and frameworks that will help us not only understand why underrepresented minority students pursue and persist in STEM majors in low numbers, but to also develop interventions to improve the alarming statistics that hamper engineering diversity. As indicated by our past two U.S. Presidents, there has been an increased discussion on the national and state level regarding the number of students entering engineering disciplines in general and underrepresented minority students in particular. Something happens between a student's freshman year and the point they decide to either switch their major or drop out of school altogether. Some researchers attribute the high dropout rate of underrepresented minority students in engineering programs to low engineering self-efficacy (e.g. Jordan et al., 2011). A student's engineering self-efficacy is his/her belief that he/she can successfully navigate the engineering curriculum and eventually become a practicing engineer. A student's engineering self-efficacy is formed by mastery experiences, vicarious experiences, his/her physiological state, and social persuasions, such as student-professor interaction. Increasing the awareness of a student's engineering self-efficacy could potentially improve sense of belonging and persistence for underrepresented minority students in engineering. The hypothesis of this study is that an intervention during the first semester of an incoming freshman's tenure can help improve their engineering self-efficacy, sense of belonging, and overall retention in the engineering program. This study explored the following research questions: 1. What are the differences in engineering self-efficacy, and sense of belonging for first-year underrepresented minority engineering students compared to majority students? 2. What factors or variables should be considered and/or addressed in designing an intervention to increase engineering self-efficacy and sense of belonging amongst first-year underrepresented minority engineering students? 3. Can a small intervention during the beginning of the first semester improve a student's sense of belonging, engineering self-efficacy, and student-professor interaction? Using the race, social fit, and achievement study by Walton and Cohen as a model, the author developed an intervention consisting of short compelling videos of upperclass engineering students from diverse backgrounds. In these videos, students discussed their pursuit of the engineering degree, what obstacles they faced in terms of sense of belonging and coping efficacy, and how they overcame those obstacles. Treatment groups of students watched the videos during the first few weeks of the semester, and pre and post tests were administered to measure mean gains in the student's engineering self-efficacy, sense of belonging, and other variables. The results showed that underrepresented minority students had a lower sense of belonging than whites. The intervention used in the study contributed to mean gain increases in participants' engineering self-efficacy, which could ultimately improve persistence. A single intervention did not show a significant increase in students' sense of belonging; more work needs to be done to develop an effective intervention. The intervention is easily adaptable with insignificant cost, making it attractive for Minority Engineering Program (MEP) and other success program whose aim is to increase students' engineering self-efficacy.

Ethnic and Gender Diversity in Radiology Fellowships.

PubMed

West, Derek L; Nguyen, HaiThuy

2017-06-01

The purpose of the study is to assess ethnic and gender diversity in US radiology fellowship programs from 2006 to 2013. Data for this study was obtained from Journal of the American Medical Association supplements publications from 2005 to 2006 to 2012-2013 (Gonzalez-Moreno, Innov Manag Policy Pract. 15(2):149, 2013; Nivet, Acad Med. 86(12):1487-9, 2011; Reede, Health Aff. 22(4):91-3, 2003; Chapman et al., Radiology 270(1):232-40, 2014; Getto, 2005; Rivo and Satcher, JAMA 270(9):1074-8, 1993; Schwartz et al., Otolaryngol Head Neck Surg. 149(1):71-6, 2013; Simon, Clin Orthop Relat Res. 360:253-9, 1999) and the US census 2010. For each year, Fisher's exact test was used to compare the percentage of women and under-represented minorities in each Accreditation Council for Graduate Medical Education (ACGME)-certified radiology fellowship to the percentage of women and under-represented minorities in (1) all ACGME-certified radiology fellowships combined, (2) radiology residents, (3) ACGME-certified fellows in all of medicine combined, (4) ACGME-certified residents in all of medicine combined, and (5) graduating medical students. Chi-Squared test was used to compare the percentage of women and under-represented minorities and the 2010 US census. p < 0.05 was used as indicator of significance. Interventional radiology and neuroradiology demonstrated the highest levels of disparities, compared to every level of medical education. Abdominal and musculoskeletal radiology fellowships demonstrated disparity patterns consistent with lack of female and URM medical graduates entering into radiology residency. All radiology fellowships demonstrated variable levels of gender and ethnic disparities. Outreach efforts, pipeline programs, and mentoring may be helpful in addressing this issue.

Recruiting Faculty Leaders at U.S. Medical Schools: A Process Without Improvement?

PubMed

Marsh, James D; Chod, Ronald

2017-11-01

Recruiting faculty leaders to work in colleges of medicine is a ubiquitous, time-consuming, costly activity. Little quantitative information is available about contemporary leadership recruiting processes and outcomes. In this article, the authors examine current recruiting methods and outcomes in colleges of medicine and compare academic search approaches with the approaches often employed in intellectual-capital-rich industries.In 2015, the authors surveyed chairs of internal medicine at U.S. medical schools regarding their recruiting practices and outcomes-specifically their selection methods, the duration of searches, the recruitment of women and minorities underrepresented in medicine (URM), and their satisfaction with search outcomes.The authors found that department chairs were extensively engaged in numerous searches for leaders. The recruitment process most commonly required 7 to 12 months from initiation to signed contract. Interestingly, longer searches (19+ months) were much more frequently associated with a recruitment outcome that chairs viewed as unsatisfactory or very unsatisfactory. Most leadership searches produced very few women and URM finalists. The biggest perceived hurdles to successful recruitment were the need to relocate the candidate and family and the shortage of good candidates.The process of recruiting leaders in academic medicine has changed little in more than 25 years. Process improvement is important and should entail carefully structured search processes, including both an overhaul of search committees and further emphasis on leadership development within the college of medicine. The authors propose specific steps to enhance recruitment of members of URM groups and women to leadership positions in academic medicine.

#Me_Who: Anatomy of Scholastic, Leadership, and Social Isolation of Underrepresented Minority Women in Academic Medicine.

PubMed

Albert, Michelle A

2018-05-22

In academic medicine, under-represented minority women physician-scientists (URMWP)* are uncommon, particularly in leadership positions. Data from the American Association of Medical Colleges (AAMC) show that among internal medicine chairs, there are 12 Asian males, 10 African/American (blacks; 9 men), 7 Hispanics (2 females) and 137 whites (21 females). In the top 40 ranked cardiology programs, there are no female cardiology chiefs, whereas there are at least 10, 2, 1 and 24 Asian, black, Hispanic and white males respectively. There are more URMWP than URM males, yet URMWP are less likely to be professors and occupy leadership positions in academia. Specifically, among United States medical school faculty, relative proportions at assistant, associate and full professor levels according to race/ethnicity and gender have remained essentially unchanged over the past 20 years. AAMC information demonstrates that only 11%, 9%, 11% and 24% of Asian, black, Hispanic and white women are full professors compared with 21%, 18%, 19% and 36% of Asian, black, Hispanic and white men. Additionally, while there are representative proportions of women and Asians at the lowest faculty levels, they have not equitably progressed in academic medicine, likely reflecting discrimination and structural/organizational barriers that are also applicable to black and Hispanic females 1 .

Personality and Psychopathology in African Unaccompanied Refugee Minors: Repression, Resilience and Vulnerability

ERIC Educational Resources Information Center

Huemer, Julia; Volkl-Kernstock, Sabine; Karnik, Niranjan; Denny, Katherine G.; Granditsch, Elisabeth; Mitterer, Michaela; Humphreys, Keith; Plattner, Belinda; Friedrich, Max; Shaw, Richard J.; Steiner, Hans

2013-01-01

Examining personality and psychopathological symptoms among unaccompanied refugee minors (URMs), we measured intra-individual dimensions (repression and correlates thereof) usually associated with resilience. Forty-one URMs completed the Weinberger Adjustment Inventory (WAI), assessing personality, and the Youth Self-Report (YSR), describing…

Race/Ethnicity and Success in Academic Medicine: Findings From a Longitudinal Multi-Institutional Study.

PubMed

Kaplan, Samantha E; Raj, Anita; Carr, Phyllis L; Terrin, Norma; Breeze, Janis L; Freund, Karen M

2017-10-24

To understand differences in productivity, advancement, retention, satisfaction, and compensation comparing underrepresented medical (URM) faculty with other faculty at multiple institutions. A 17-year follow-up was conducted of the National Faculty Survey, a random sample from 24 U.S. medical schools, oversampled for URM faculty. The authors examined academic productivity, advancement, retention, satisfaction, and compensation, comparing white, URM, and non-URM faculty. Retention, productivity, and advancement data were obtained from public sources for nonrespondents. Covariates included gender, specialty, time distribution, and years in academia. Negative binomial regression was used for count data, logistic regression for binary outcomes, and linear regression for continuous outcomes. In productivity analyses, advancement, and retention, 1,270 participants were included; 604 participants responded to the compensation and satisfaction survey. Response rates were lower for African American (26%) and Hispanic faculty (39%) than white faculty (52%, P < .0001). URM faculty had lower rates of peer-reviewed publications (relative number 0.64; 95% CI: 0.51, 0.79), promotion to professor (OR = 0.53; CI: 0.30, 0.93), and retention in academic medicine (OR = 0.49; CI: 0.32, 0.75). No differences were identified in federal grant acquisition, senior leadership roles, career satisfaction, or compensation between URM and white faculty. URM and white faculty had similar career satisfaction, grant support, leadership, and compensation; URM faculty had fewer publications and were less likely to be promoted and retained in academic careers. Successful retention of URM faculty requires comprehensive institutional commitment to changing the academic climate and deliberative programming to support productivity and advancement.

Non-native English language speakers benefit most from the use of lecture capture in medical school.

PubMed

Shaw, Graham P; Molnar, David

2011-01-01

Medical education in the United States and Canada continues to evolve. However, many of the changes in pedagogy are being made without appropriate evaluation. Here, we attempt to evaluate the effectiveness of lecture capture technology as a learning tool in Podiatric medical education. In this pilot project, student performance in an inaugural lecture capture-supported biochemistry course was compared to that in the previous academic year. To examine the impact of online lecture podcasts on student performance a within-subjects design was implemented, a two way ANCOVA with repeated measures. The use of lecture capture-supported pedagogy resulted in significantly higher student test scores, than achieved historically using traditional pedagogy. The overall course performance using this lecture capture-supported pedagogy was almost 6% higher than in the previous year. Non-native English language speakers benefitted more significantly from the lecture capture-supported pedagogy than native English language speakers, since their performance improved by 10.0 points. Given that underrepresented minority (URM) students, whose native language is not English, makes up a growing proportion of medical school matriculates, these observations support the use of lecture capture technology in other courses. Furthermore, this technology may also be used as part of an academic enrichment plan to improve performance on the American Podiatric Medical Licensing Examination, reduce the attrition of URM students and potentially address the predicted minority physician shortage in 2020. Copyright © 2011 Wiley Periodicals, Inc.

Psychopathology in African Unaccompanied Refugee Minors in Austria

ERIC Educational Resources Information Center

Huemer, Julia; Karnik, Niranjan; Voelkl-Kernstock, Sabine; Granditsch, Elisabeth; Plattner, Belinda; Friedrich, Max; Steiner, Hans

2011-01-01

We assessed the prevalence of a range of psychopathology among African unaccompanied refugee minors (URMs) in Austria. Additionally, the predictive value of war exposure on PTSD symptoms was examined. Forty-one URMs were assessed with the Mini-International Neuropsychiatric Interview for children and adolescents, the Youth Self-Report, the UCLA…

Career Coaches as a Source of Vicarious Learning for Racial and Ethnic Minority PhD Students in the Biomedical Sciences: A Qualitative Study.

PubMed

Williams, Simon N; Thakore, Bhoomi K; McGee, Richard

2016-01-01

Many recent mentoring initiatives have sought to help improve the proportion of underrepresented racial and ethnic minorities (URMs) in academic positions across the biomedical sciences. However, the intractable nature of the problem of underrepresentation suggests that many young scientists may require supplemental career development beyond what many mentors are able to offer. As an adjunct to traditional scientific mentoring, we created a novel academic career "coaching" intervention for PhD students in the biomedical sciences. To determine whether and how academic career coaches can provide effective career-development-related learning experiences for URM PhD students in the biomedical sciences. We focus specifically on vicarious learning experiences, where individuals learn indirectly through the experiences of others. The intervention is being tested as part of a longitudinal randomized control trial (RCT). Here, we describe a nested qualitative study, using a framework approach to analyze data from a total of 48 semi-structured interviews from 24 URM PhD students (2 interviews per participant, 1 at baseline, 1 at 12-month follow-up) (16 female, 8 male; 11 Black, 12 Hispanic, 1 Native-American). We explored the role of the coach as a source of vicarious learning, in relation to the students' goal of being future biomedical science faculty. Coaches were resources through which most students in the study were able to learn vicariously about how to pursue, and succeed within, an academic career. Coaches were particularly useful in instances where students' research mentors are unable to provide such vicarious learning opportunities, for example because the mentor is too busy to have career-related discussions with a student, or because they have, or value, a different type of academic career to the type the student hopes to achieve. Coaching can be an important way to address the lack of structured career development that students receive in their home training environment.

Career Coaches as a Source of Vicarious Learning for Racial and Ethnic Minority PhD Students in the Biomedical Sciences: A Qualitative Study

PubMed Central

Williams, Simon N.; Thakore, Bhoomi K.; McGee, Richard

2016-01-01

Introduction Many recent mentoring initiatives have sought to help improve the proportion of underrepresented racial and ethnic minorities (URMs) in academic positions across the biomedical sciences. However, the intractable nature of the problem of underrepresentation suggests that many young scientists may require supplemental career development beyond what many mentors are able to offer. As an adjunct to traditional scientific mentoring, we created a novel academic career “coaching” intervention for PhD students in the biomedical sciences. Objective To determine whether and how academic career coaches can provide effective career-development-related learning experiences for URM PhD students in the biomedical sciences. We focus specifically on vicarious learning experiences, where individuals learn indirectly through the experiences of others. Method The intervention is being tested as part of a longitudinal randomized control trial (RCT). Here, we describe a nested qualitative study, using a framework approach to analyze data from a total of 48 semi-structured interviews from 24 URM PhD students (2 interviews per participant, 1 at baseline, 1 at 12-month follow-up) (16 female, 8 male; 11 Black, 12 Hispanic, 1 Native-American). We explored the role of the coach as a source of vicarious learning, in relation to the students’ goal of being future biomedical science faculty. Results Coaches were resources through which most students in the study were able to learn vicariously about how to pursue, and succeed within, an academic career. Coaches were particularly useful in instances where students’ research mentors are unable to provide such vicarious learning opportunities, for example because the mentor is too busy to have career-related discussions with a student, or because they have, or value, a different type of academic career to the type the student hopes to achieve. Implications Coaching can be an important way to address the lack of structured career development that students receive in their home training environment. PMID:27467084

The Howard University Program in Atmospheric Sciences: A Program Exemplifying Diversity and Excellence

NASA Astrophysics Data System (ADS)

Morria, V. R.; Demoz, B.; Joseph, E.

2017-12-01

The Howard University Graduate Program in Atmospheric Sciences (HUPAS) is the first advanced degree program in the atmospheric sciences instituted at a Historically Black College/University (HBCU) or at a Minority-Serving Institution (MSI). MSI in this context refers to academic institutions whose histories are grounded in serving minority students from their inception, rather than institutions whose student body demographics have evolved along with the "browning of America" and now meet recent Federal criteria for "minority-serving". HUPAS began in 1996 when initiatives within the Howard University Graduate School overlapped with the motivations of investigators within a NASA-funded University research center for starting a sustainable interdisciplinary program. After twenty years, the results have been the production of greater institutional depth and breadth of research in the geosciences and significant production of minority scientists contributing to the atmospheric sciences enterprise in various sectors. This presentation will highlight the development of the Howard University graduate program in atmospheric sciences, its impact on the national statistics for the production of underrepresented minority (URM) advanced degree holders in the atmospheric sciences, and some of the program's contributions to the diversity in geosciences and the National pipeline of talent from underrepresented groups. Over the past decade, Howard University is leading producer of African American and Hispanic female doctorates in atmospheric sciences - producing nearly half of all degree holders in the Nation. Specific examples of successful partnerships between this program and federal funding agencies such as NASA and NOAA which have been critical in the development process will also be highlighted. Finally, some of the student recruitment and retention strategies that have enabled the success of this program and statistics of student graduation will also be shared and challenges to continued progress in diversifying the atmospehric sciences will be discussed.

Inter-Tribal Student Services (I.S.S.): Collaborative Action Education in Building and Guiding the Future Under-represented Geosciences Workforce Through Tribal Foundations, Mentorship and Professional Development.

NASA Astrophysics Data System (ADS)

Bolman, J.

2015-12-01

Inter-Tribal Student Services (I.S.S.) was created as an Indian Self-Determination Organization to meet the every growing Tribal and under-represented minorities (URM) geosciences workforce needs. I.S.S. is one of only a few Indian Self-Determined Organizations in the U.S. with a distinct focused on buidling the Tribal and URM geosciences and natural resources workforces. In past three years, I.S.S has worked in partnership with U.S. colleges/universities, state/federal agencies (Bureau of Indian Affairs), private and International organizations and most importantly U.S. Tribal Nations to ensure emerging high school students, undergraduates, graduate students and post doctorates have the opportunities for training in supportive and unique environments, navigational mentoring, and broad professional development to build and practice the skills required for blue-collar, scientific, and managerial positions. I.S.S. has been highly successful in filling workforce opportunities within the broad range of geosciences positions. I.S.S. students are proficient in understanding and maneuvering the complex landscapes of interdisciplinary research, multidisciplinary multi-partner projects, traditional/western philosophies as well as being highly proficient in all areas of problem solving and communications. Research and on-site projects have heightened the educational experiences of all participants, in addition to addressing a perplexing geosciences challenge grounded in a Tribal environment. A number of the I.S.S. participants and students have found geosciences positions in Tribes, state/federal agencies, enterprize as well as International organizations. I.S.S. practices and has infused all research and projects with intergenerational teaching/learning, participation solution-focused initiatives, and holistic/multicultural mentoring. The presentation will highlight the vision, design, implementation, outcomes and future directions of I.S.S and participants.

Biomedical Science Ph.D. Career Interest Patterns by Race/Ethnicity and Gender

PubMed Central

Gibbs, Kenneth D.; McGready, John; Bennett, Jessica C.; Griffin, Kimberly

2014-01-01

Increasing biomedical workforce diversity remains a persistent challenge. Recent reports have shown that biomedical sciences (BMS) graduate students become less interested in faculty careers as training progresses; however, it is unclear whether or how the career preferences of women and underrepresented minority (URM) scientists change in manners distinct from their better-represented peers. We report results from a survey of 1500 recent American BMS Ph.D. graduates (including 276 URMs) that examined career preferences over the course of their graduate training experiences. On average, scientists from all social backgrounds showed significantly decreased interest in faculty careers at research universities, and significantly increased interest in non-research careers at Ph.D. completion relative to entry. However, group differences emerged in overall levels of interest (at Ph.D. entry and completion), and the magnitude of change in interest in these careers. Multiple logistic regression showed that when controlling for career pathway interest at Ph.D. entry, first-author publication rate, faculty support, research self-efficacy, and graduate training experiences, differences in career pathway interest between social identity groups persisted. All groups were less likely than men from well-represented (WR) racial/ethnic backgrounds to report high interest in faculty careers at research-intensive universities (URM men: OR 0.60, 95% CI: 0.36–0.98, p = 0.04; WR women: OR: 0.64, 95% CI: 0.47–0.89, p = 0.008; URM women: OR: 0.46, 95% CI: 0.30–0.71, p<0.001), and URM women were more likely than all other groups to report high interest in non-research careers (OR: 1.93, 95% CI: 1.28–2.90, p = 0.002). The persistence of disparities in the career interests of Ph.D. recipients suggests that a supply-side (or “pipeline”) framing of biomedical workforce diversity challenges may limit the effectiveness of efforts to attract and retain the best and most diverse workforce. We propose incorporation of an ecological perspective of career development when considering strategies to enhance the biomedical workforce and professoriate through diversity. PMID:25493425

Biomedical Science Ph.D. Career Interest Patterns by Race/Ethnicity and Gender.

PubMed

Gibbs, Kenneth D; McGready, John; Bennett, Jessica C; Griffin, Kimberly

2014-01-01

Increasing biomedical workforce diversity remains a persistent challenge. Recent reports have shown that biomedical sciences (BMS) graduate students become less interested in faculty careers as training progresses; however, it is unclear whether or how the career preferences of women and underrepresented minority (URM) scientists change in manners distinct from their better-represented peers. We report results from a survey of 1500 recent American BMS Ph.D. graduates (including 276 URMs) that examined career preferences over the course of their graduate training experiences. On average, scientists from all social backgrounds showed significantly decreased interest in faculty careers at research universities, and significantly increased interest in non-research careers at Ph.D. completion relative to entry. However, group differences emerged in overall levels of interest (at Ph.D. entry and completion), and the magnitude of change in interest in these careers. Multiple logistic regression showed that when controlling for career pathway interest at Ph.D. entry, first-author publication rate, faculty support, research self-efficacy, and graduate training experiences, differences in career pathway interest between social identity groups persisted. All groups were less likely than men from well-represented (WR) racial/ethnic backgrounds to report high interest in faculty careers at research-intensive universities (URM men: OR 0.60, 95% CI: 0.36-0.98, p = 0.04; WR women: OR: 0.64, 95% CI: 0.47-0.89, p = 0.008; URM women: OR: 0.46, 95% CI: 0.30-0.71, p<0.001), and URM women were more likely than all other groups to report high interest in non-research careers (OR: 1.93, 95% CI: 1.28-2.90, p = 0.002). The persistence of disparities in the career interests of Ph.D. recipients suggests that a supply-side (or "pipeline") framing of biomedical workforce diversity challenges may limit the effectiveness of efforts to attract and retain the best and most diverse workforce. We propose incorporation of an ecological perspective of career development when considering strategies to enhance the biomedical workforce and professoriate through diversity.

A Risk and Resilience Perspective on Unaccompanied Refugee Minors

ERIC Educational Resources Information Center

Carlson, Bonnie E.; Cacciatore, Joanne; Klimek, Barbara

2012-01-01

In the United States, unaccompanied refugee minors (URMs) are a diverse and extremely vulnerable group served by social workers about whom there is little research. URMs enter the United States from many lands without parents or kin, often having experienced war and other traumatic events. Using a risk and resilience framework, we summarize the…

Striving to Diversify the Geosciences Workforce

NASA Astrophysics Data System (ADS)

Velasco, Aaron A.; Jaurrieta de Velasco, Edith

2010-08-01

The geosciences continue to lag far behind other sciences in recruiting and retaining diverse populations [Czujko and Henley, 2003; Huntoon and Lane, 2007]. As a result, the U.S. capacity for preparedness in natural geohazards mitigation, natural resource management and development, national security, and geosciences education is being undermined and is losing its competitive edge in the global market. Two key populations must be considered as the United States looks to build the future geosciences workforce and optimize worker productivity: the nation's youth and its growing underrepresented minority (URM) community. By focusing on both of these demographics, the United States can address the identified shortage of high-quality candidates for knowledge-intensive jobs in the geosciences, helping to develop the innovative enterprises that lead to discovery and new technology [see National Research Council (NRCd), 2007].

Unaccompanied Refugee Minors; A Challenging Group to Teach

ERIC Educational Resources Information Center

Bean, Tammy; Eurelings-Bontekoe, Elisabeth; Spinhoven, Philip

2006-01-01

Unaccompanied Refugee Minors (URM), like all adolescents, have the right to be able to develop emotionally and cognitively to their fullest potential in host countries (Article 6, Convention of the Rights of the Child, 1991). URM make up a very special and vulnerable population of young people under the age of 18 who have been separated from their…

Implementation of a Learning Assistant Program Improves Student Performance on Higher-Order Assessments

PubMed Central

Sellami, Nadia; Shaked, Shanna; Laski, Frank A.; Eagan, Kevin M.; Sanders, Erin R.

2017-01-01

Learning assistant (LA) programs have been implemented at a range of institutions, usually as part of a comprehensive curricular transformation accompanied by a pedagogical switch to active learning. While this shift in pedagogy has led to increased student learning gains, the positive effect of LAs has not yet been distinguished from that of active learning. To determine the effect that LAs would have beyond a student-centered instructional modality that integrated active learning, we introduced an LA program into a large-enrollment introductory molecular biology course that had already undergone a pedagogical transformation to a highly structured, flipped (HSF) format. We used questions from a concept test (CT) and exams to compare student performance in LA-supported HSF courses with student performance in courses without LAs. Students in the LA-supported course did perform better on exam questions common to both HSF course modalities but not on the CT. In particular, LA-supported students’ scores were higher on common exam questions requiring higher-order cognitive skills, which LAs were trained to foster. Additionally, underrepresented minority (URM) students particularly benefited from LA implementation. These findings suggest that LAs may provide additional learning benefits to students beyond the use of active learning, especially for URM students. PMID:29167224

Hot topics, urgent priorities, and ensuring success for racial/ethnic minority young investigators in academic pediatrics.

PubMed

Flores, Glenn; Mendoza, Fernando S; Fuentes-Afflick, Elena; Mendoza, Jason A; Pachter, Lee; Espinoza, Juan; Fernandez, Cristina R; Arnold, Danielle D P; Brown, Nicole M; Gonzalez, Kymberly M; Lopez, Cynthia; Owen, Mikah C; Parks, Kenya M; Reynolds, Kimberly L; Russell, Christopher J

2016-12-09

The number of racial/ethnic minority children will exceed the number of white children in the USA by 2018. Although 38% of Americans are minorities, only 12% of pediatricians, 5% of medical-school faculty, and 3% of medical-school professors are minorities. Furthermore, only 5% of all R01 applications for National Institutes of Health grants are from African-American, Latino, and American Indian investigators. Prompted by the persistent lack of diversity in the pediatric and biomedical research workforces, the Academic Pediatric Association Research in Academic Pediatrics Initiative on Diversity (RAPID) was initiated in 2012. RAPID targets applicants who are members of an underrepresented minority group (URM), disabled, or from a socially, culturally, economically, or educationally disadvantaged background. The program, which consists of both a research project and career and leadership development activities, includes an annual career-development and leadership conference which is open to any resident, fellow, or junior faculty member from an URM, disabled, or disadvantaged background who is interested in a career in academic general pediatrics. As part of the annual RAPID conference, a Hot Topic Session is held in which the young investigators spend several hours developing a list of hot topics on the most useful faculty and career-development issues. These hot topics are then posed in the form of six "burning questions" to the RAPID National Advisory Committee (comprised of accomplished, nationally recognized senior investigators who are seasoned mentors), the RAPID Director and Co-Director, and the keynote speaker. The six compelling questions posed by the 10 young investigators-along with the responses of the senior conference leadership-provide a unique resource and "survival guide" for ensuring the academic success and optimal career development of young investigators in academic pediatrics from diverse backgrounds. A rich conversation ensued on the topics addressed, consisting of negotiating for protected research time, career trajectories as academic institutions move away from an emphasis on tenure-track positions, how "non-academic" products fit into career development, racism and discrimination in academic medicine and how to address them, coping with isolation as a minority faculty member, and how best to mentor the next generation of academic physicians.

Late-Onset PTSD in Unaccompanied Refugee Minors: Exploring the Predictive Utility of Depression and Anxiety Symptoms

ERIC Educational Resources Information Center

Smid, Geert E.; Lensvelt-Mulders, Gerty J. L. M.; Knipscheer, Jeroen W.; Gersons, Berthold P. R.; Kleber, Rolf J.

2011-01-01

Following resettlement in Western countries, unaccompanied refugee minors (URM) are at risk of developing posttraumatic stress disorder (PTSD). It is unclear to what extent PTSD in this group may become manifest at later stages following resettlement and which factors are associated with late onset. We examined data from URM collected 1 (T1) and 2…

Walking the Path Together from High School to STEM Majors and Careers: Utilizing Community Engagement and a Focus on Teaching to Increase Opportunities for URM Students

NASA Astrophysics Data System (ADS)

Finkel, Liza

2017-02-01

Despite decades of efforts to increase the participation of women and people from underrepresented minority groups (URM) in science and math majors and careers, and despite the increasing diversification of the US population as a whole (Planty et al in National Center for Education Statistics, Institute of Education Sciences, U.S. Department of Education, Washington, DC, 2008), participation in STEM majors and STEM careers (including STEM teaching) remains stubbornly male and white (Landivar in American Community Survey Reports, ACS-24, U.S. Census Bureau, Washington, DC, 2013; National Science Foundation and National Center for Science and Engineering Statistics in Special Report NSF 15-311, Arlington, VA, 2015). This paper describes a project with two central goals: (1) to provide opportunities for URM high school students to engage in authentic science and math inquiry with the support of skilled college undergraduate mentors in the hope that these experiences will encourage these high school students to choose and persist in pursuing careers in STEM fields and, even if they do not choose those careers, to feel confident making complex, science or math-based decisions in their everyday lives and (2) to help the mentors (young people, mostly STEM majors) see teaching as a vital, intellectually challenging career that can provide them the opportunity to work for social justice in their communities. While it is unlikely that any one experience will help young people overcome the long odds that face them as they consider either path, our analysis suggests that projects of this kind can make a meaningful contribution to the effort.

Minorities Striving and Pursuing Higher Degrees of Success in Earth System Science (MS PHD'S) Beyond the PhD Professional Development Program: A Pilot Project

NASA Astrophysics Data System (ADS)

Johnson, A.; Jearld, A.; Williamson Whitney, V.; Huggans, M.; Ricciardi, L.; Thomas, S. H.; Jansma, P. E.

2012-12-01

In 2011 the Minorities Striving and Pursuing Higher Degrees of Success in Earth System Science (MS PHD'S)® initiative launched its newest activity entitled the MS PHD'S "Beyond the PhD (B-PhD) Professional Development Program." This exciting new program was designed to facilitate the development of a new community of underrepresented minority (URM) doctoral candidates and recent doctorate degree recipients in Earth system science (ESS)-related fields. The MS PHD'S B-PhD provides customized support and advocacy for MS PHD'S B-PhD participants in order to facilitate smoother and informed transitions from graduate school, to postdoctoral and tenure-track positions, as well as other "first" jobs in government, industry, and non-profit organizations. In November 2011 the first cohort of MS PHD'S B-PhD participants engaged in intensive sessions on the following topics: "Toolkits for Success for Academia, Business/Industry, Federal Government and Non-Profits", "Defining Short, Mid and Long Term Career Goals", "Accessing and Refining Skill Sets and Other Door Openers", "International Preparation and Opportunities", "Paying it Forward/Lifting as You Climb", and "Customized Strategies for Next Steps". This pilot event, which was hosted by the University of Texas at Arlington's (UTA) College of Science, also provided opportunities for participants to serve as guest lecturers in the UTA's Colleges of Science and Engineering and included one-on-one discussions with MS PHD'S B-PhD mentors and guest speakers who are well established within their individual ESS fields. Insights regarding opportunities, challenges and obstacles commonly faced by URMs within the ESS fields, as well as strategies for success were shared by MS PHD'S B-PhD mentors and guest speakers. Survey results indicate that MS PHD'S B-PhD participants appreciated not only the material covered during this pilot activity, but also appreciated the opportunity to become part of a community of young URM ESS professionals who are committed to achieving successful careers and supporting one another. This presentation will discuss outcomes from this pilot project, the use of social media to track and support ongoing MS PHD'S B-PhD activities, and "next steps" for the MS PHD'S B-PhD Professional Development Program.

Persistence of interest in science, technology, engineering and mathematics: An analysis of persisting and non-persisting students

NASA Astrophysics Data System (ADS)

White, Jeffry L.

While there has been an increase in enrollment, interest in science, technology, engineering, and mathematics (STEM) has been declining on college campuses since 1967. Higher enrollment does not transfer to an increase in the number of minorities in the STEM fields. The majority-minority enrollment ratio is nearly 2:1 but the gap widens to 4:1 when it comes to graduation. In fact, underrepresented minorities (URM) earned only 12% of the STEM degrees awarded in 1998. When the higher attrition and lower graduation rates of URM are scrutinized, upwards of 60% changed majors or dropped out of STEM. Further investigation reveals the most frequently cited reasons for departure were loss of initial interest, developed a greater interest in another field, or were turned off by the STEM disciplines. A primarily exploratory study was conducted into the conditions necessary for academic interest in the STEM fields to persist. A model based on student engagement (Astin, 1977) and interest operations (Prenzel, 1988a) theories was used with a random sample of URM at universities participating in the Ohio Science and Engineering Alliance. Survey research was employed to investigate interest development and the effect of student retention programs and activities on such interest. The latter part of the study could not be fully examined when 95% reported not utilizing retention services. For the section on interest, an online survey using a 5-point Likert scale was validated using principal components analysis. A binominal logistic regression was used to predict membership in one of two possible groups: persisters and students at-risk for not persisting. The major conclusions are: (1) While 3 variables (feelings, learning and difficulty) were statistically significant only one, feelings was substantively significant. (2) Persistence increased 80.9% for each 1-unit increase in feelings and 9.9% for learning. (3) Persistence decreased 19.8% for each one-unit increase in difficulty. (4) The sample was not a very good fit with the parameter estimates. (5) The model fit the data at an acceptable level with an overall accuracy of 74.3%. (6) Using the model 72% fewer classification errors were made. (7) Multiple measures of association indicated a small-moderate effect size.

[Resilient or Risk Group? Psychological Burden at Unaccompanied Refugee Minors (URM) in Germany].

PubMed

Rücker, Stefan; Büttner, Peter; Lambertz, Birgit; Karpinski, Norbert; Petermann, Franz

2017-04-01

Resilient or Risk Group? Psychological Burden at Unaccompanied Refugee Minors (URM) in Germany Unaccompanied minors (umA in German) are considered as a risk group for psychological disorders. In international studies a high prevalence for trauma, anxiety, and depression were reported. A sample of N = 52 unaccompanied minors living in Germany was questioned on symptom severity as well as stress experience with the Refugee Health Screening-15. More than each second unaccompanied minor shows clinically relevant symptom severity and stress experience. In age-specific analyses the highest stress levels were found among the youngest unaccompanied minors. Therefore, specifically adapted settings for care should be applied for this high-risk group.

Underrepresented minority faculty in academic medicine: a systematic review of URM faculty development.

PubMed

Rodriguez, José E; Campbell, Kendall M; Fogarty, John P; Williams, Roxann L

2014-02-01

Retention and recruitment of minority faculty members continues to be a concern of medical schools because there is higher attrition and talent loss among this group. While much has been written, there has not been a systematic review published on this topic. This is the first study to use evidence-based medicine (EBM) criteria and apply it to this issue. We searched MEDLINE, Web of Knowledge, ProQuest, and Google Scholar for papers relating to the recruitment and retention of minority faculty. We then graded the evidence using the EBM criteria as defined by the American Academy of Family Physicians. The same criteria were applied to extract evidence-based observations of problems in recruitment and retention for minority faculty. Of the 548 studies identified and reviewed, 11 met inclusion criteria for this literature review. This article presents the data from the reviewed papers that described or evaluated minority faculty development programs. Faculty development programs in 15 different institutions showed mentoring and faculty development for minority faculty could increase retention, academic productivity, and promotion rates for this group. For medical schools to be successful in retention and recruitment of minority medical school faculty, specific programs need to be in place. Overall evidence is strong that faculty development programs and mentoring programs increase retention, productivity, and promotion for this group of medical faculty. This paper is a call to action for more faculty development and mentorship programs to reduce the disparities that exist between minority faculty and all other faculty members.

Graduate student driven efforts to increase diversity of department lecture series

NASA Astrophysics Data System (ADS)

Bryant, R.; Keisling, B. A.

2017-12-01

It is well documented that women and people of color (and especially women of color) remain underrepresented in the geoscience community. As graduate students we noticed this underrepresentation in our department lecture series. Since 2013, 40% of the invited speakers were women and 5% URM, with the majority of the URM scientists coming to campus for an annual special lecture that highlights the work of black geoscientists. Our goals for the 2017-18 lecture series are the following: 1) to increase the percentage of women speakers from 40% to 50% or higher, 2) to increase the participation of URM scientists from one per year to at least one per semester, 3) to expand the established annual special lecture highlighting contributions from black geoscientists from one lecture to four, and 4) to motivate a department-wide conversation surrounding the issues and significance of inclusion and equity in our departmental geoscience community and beyond. Our focus on gender, race, and ethnicity in diversifying the lecture series unfortunately falls short of capturing the full range of perspectives from groups that are underrepresented as defined by the NSF. We see our work as a first step and hope to encourage more conversations about broader diversity. To accomplish our goals, we will seek advice and counsel from scholars in fields like Sociology and Education, as well as pursue external funding to bolster the budget allocated by our department. As graduate students, it is important for us to envision facets of our peers and ourselves reflected in the perspectives, experiences and narratives of prominent speakers brought to campus. We find it therefore important that our department lecture series, a highly visible venue, be more inclusive and representative. Our efforts show that seeking external support and setting achievable goals can lead to better representation of underrepresented groups in such spaces.

What Do I Want to Be with My PhD? The Roles of Personal Values and Structural Dynamics in Shaping the Career Interests of Recent Biomedical Science PhD Graduates

PubMed Central

Gibbs, Kenneth D.; Griffin, Kimberly A.

2013-01-01

Interest in faculty careers decreases as graduate training progresses; however, the process underlying career-interest formation remains poorly defined. To better understand this process and whether/how it differs across social identity (i.e., race/ethnicity, gender), we conducted focus groups with 38 biomedical scientists who received PhDs between 2006 and 2011, including 23 women and 18 individuals from underrepresented minority (URM) backgrounds. Objective performance and quality of advisor relationships were not significantly different between scientists with high versus low interest in faculty careers. Career interests were fluid and formed in environments that generally lacked structured career development. Vicarious learning shaped similar outcome expectations about academic careers for all scientists; however, women and URMs recounted additional, distinct experiences and expectations. Scientists pursuing faculty careers described personal values, which differed by social identity, as their primary driver. For scientists with low interest in faculty careers, a combination of values, shared across social identity, and structural dynamics of the biomedical workforce (e.g., job market, grant funding, postdoc pay, etc.) played determinative roles. These findings illuminate the complexity of career choice and suggest attracting the best, most diverse academic workforce requires institutional leaders and policy makers go beyond developing individual skill, attending to individuals’ values and promoting institutional and systemic reforms. PMID:24297297

What do I want to be with my PhD? The roles of personal values and structural dynamics in shaping the career interests of recent biomedical science PhD graduates.

PubMed

Gibbs, Kenneth D; Griffin, Kimberly A

2013-01-01

Interest in faculty careers decreases as graduate training progresses; however, the process underlying career-interest formation remains poorly defined. To better understand this process and whether/how it differs across social identity (i.e., race/ethnicity, gender), we conducted focus groups with 38 biomedical scientists who received PhDs between 2006 and 2011, including 23 women and 18 individuals from underrepresented minority (URM) backgrounds. Objective performance and quality of advisor relationships were not significantly different between scientists with high versus low interest in faculty careers. Career interests were fluid and formed in environments that generally lacked structured career development. Vicarious learning shaped similar outcome expectations about academic careers for all scientists; however, women and URMs recounted additional, distinct experiences and expectations. Scientists pursuing faculty careers described personal values, which differed by social identity, as their primary driver. For scientists with low interest in faculty careers, a combination of values, shared across social identity, and structural dynamics of the biomedical workforce (e.g., job market, grant funding, postdoc pay, etc.) played determinative roles. These findings illuminate the complexity of career choice and suggest attracting the best, most diverse academic workforce requires institutional leaders and policy makers go beyond developing individual skill, attending to individuals' values and promoting institutional and systemic reforms.

Analysis of Postdoctoral Training Outcomes That Broaden Participation in Science Careers.

PubMed

Rybarczyk, Brian J; Lerea, Leslie; Whittington, Dawayne; Dykstra, Linda

2016-01-01

Postdoctoral training is an optimal time to expand research skills, develop independence, and shape career trajectories, making this training period important to study in the context of career development. Seeding Postdoctoral Innovators in Research and Education (SPIRE) is a training program that balances research, teaching, and professional development. This study examines the factors that promote the transition of postdocs into academic careers and increase diversity in science, technology, engineering, and mathematics. Data indicate that SPIRE scholars (n = 77) transition into faculty positions at three times the national average with a greater proportion of underrepresented racial minorities (URMs) and females represented among SPIRE scholars. Logistic regression models indicate that significant predictors are the intended career track at the start of the postdoctoral training and the number of publications. Factors necessary for successful transition are teaching experience as independent instructors, professional development opportunities, and the experience of balancing teaching with research. Scholars' continued commitment to increasing diversity in their faculty roles was demonstrated by their attainment of tenure-track positions at minority-serving institutions, continued mentorship of URMs, and engagement with diversity initiatives. These results suggest that a postdoctoral program structured to include research, teaching, and diversity inclusion facilitates attainment of desired academic positions with sustained impacts on broadening participation. © 2016 B. J. Rybarczyk et al. CBE—Life Sciences Education © 2016 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

Race and Gender Differences in Undergraduate Research Mentoring Structures and Research Outcomes.

PubMed

Aikens, Melissa L; Robertson, Melissa M; Sadselia, Sona; Watkins, Keiana; Evans, Mara; Runyon, Christopher R; Eby, Lillian T; Dolan, Erin L

2017-01-01

Participating in undergraduate research with mentorship from faculty may be particularly important for ensuring the persistence of women and minority students in science. Yet many life science undergraduates at research universities are mentored by graduate or postdoctoral researchers (i.e., postgraduates). We surveyed a national sample of undergraduate life science researchers about the mentoring structure of their research experiences and the outcomes they realized from participating in research. We observed two common mentoring structures: an open triad with undergraduate-postgraduate and postgraduate-faculty ties but no undergraduate-faculty tie, and a closed triad with ties among all three members. We found that men and underrepresented minority (URM) students are significantly more likely to report a direct tie to their faculty mentors (closed triad) than women, white, and Asian students. We also determined that mentoring structure was associated with differences in student outcomes. Women's mentoring structures were associated with their lower scientific identity, lower intentions to pursue a science, technology, engineering, and mathematics (STEM) PhD, and lower scholarly productivity. URM students' mentoring structures were associated with higher scientific identity, greater intentions to pursue a STEM PhD, and higher scholarly productivity. Asian students reported lower scientific identity and intentions to pursue a STEM PhD, which were unrelated to their mentoring structures. © 2017 M. L. Aikens et al. CBE—Life Sciences Education © 2017 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). Two months after publication it is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

Responses to conflict, family loss and flight: posttraumatic stress disorder among unaccompanied refugee minors from Africa.

PubMed

Völkl-Kernstock, Sabine; Karnik, Niranjan; Mitterer-Asadi, Michaela; Granditsch, Elisabeth; Steiner, Hans; Friedrich, Max H; Huemer, Julia

2014-01-01

To investigate African unaccompanied refugee minors (URMs) living in Austria for posttraumatic stress disorder (PTSD) prevalence and related symptoms, comorbidity, demographics and coping strategies. "UCLA PTSD Index and inventories" and "Scales for Children Afflicted by War and Persecution (SCWP)" were used to assess 41 African URMs. The study revealed lower PTSD rates than measured among URMs in previous studies. Girls were more likely to develop PTSD. PTSD was significantly correlated with single war-related traumatic events. The depression score for the sample was above the clinical cut-off value. Trauma-specific psychopathology was less severe than reported in other studies. These findings could be explained by concepts of resilience. Other implications, such as response bias, are discussed.

76 FR 68770 - Proposed Eligibility Criteria for the Centers of Excellence Program in Health Professions...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-11-07

... schools to recruit, train, and retain URM faculty. The COE program facilitates faculty and student...' graduates relating to minority health issues. Training students to provide health services to a significant... significant number of URM students enrolled, including individuals accepted for enrollment; (2) have been...

Medical education resources initiative for teens program in baltimore: A model pipeline program built on four pillars.

PubMed

Mains, Tyler E; Wilcox, Mark V; Wright, Scott M

2016-01-01

Less than 6% of U.S. medical school applicants are African-American. The lack of diversity among physicians, by race as well as other measures, confers a negative impact on the American healthcare system because underrepresented minority (URM) physicians are more likely to practice in underserved communities and deliver more equitable, culturally competent care. MERIT (Medical Education Resources Initiative for Teens) is a nonprofit organization based in Baltimore, Maryland, USA. MERIT prepares URM high school students for health careers by providing a holistic support system for seven consecutive years. The program model, which utilizes weekly Saturday sessions, summer internships, and longitudinal mentoring, is built on four foundational pillars: (1) Ignite the Fire, (2) Illuminate the Path, (3) Create the Toolkit, and (4) Sustain the Desire. Since 2011, MERIT has supported 51 students in the Baltimore City Public School System. For the past two years, 100% (n = 14) of MERIT seniors enrolled in universities, compared to only 20.2% of Baltimore City students overall. While it is too early to know whether MERIT alumni will realize their goals of becoming healthcare professionals, they are currently excelling in universities and over 75% (n = 17) are still planning to pursue graduate degrees in health-related fields. After piloting an effective program model, MERIT now has three key priorities moving forward: (1) Creating a sustainable and thriving organization, (2) increasing the number of scholars the program supports in Baltimore, and (3) expanding MERIT to other cities.

Decelerated medical education.

PubMed

McGrath, Brian; McQuail, Diane

2004-09-01

The aim of the study was to obtain information regarding the prevalence, structure, student characteristics and outcomes of formal decelerated medical education programs. A 13-item survey was mailed to all US medical schools examining characteristics of decelerated curricular programs. Responses were received from 77 schools (62% response). Some 24 (31%) indicated a formal decelerated option; 13 (57%) decelerate the first year while four (17%) decelerate year 1 or year 2. Participants may be selected before matriculation or after difficulty in 14 (61%) programs while four (17%) select only after encountering difficulty. Students may unilaterally choose deceleration in 10 (43%); 4.3% (0.1-12) of total matriculants were decelerated. The proportion of decelerated students identified as underrepresented minority (URM) was 37% (0-100), representing 10.5% (0-43) of total URM enrollment. Twelve (52%) programs do not provide unique support beyond deceleration. Standards for advancement are identical for decelerated and regular students in 17 schools (81%). In total, 10% (0-100) of decelerated students were dismissed within the last five years, representing 24% (0-90) of all dismissals. Few schools provided grade point average (GPA) or Medical College Admissions Test (MCAT) data but the limited responses indicate that many decelerated students are at risk for academic difficulty. It is concluded that decelerated curricular options are available at a significant number of US medical schools. Decelerated students comprise a small proportion of total enrollment but URM matriculants represent a disproportionate share of participants. Decelerated programs appear to be successful as measured by dismissal rates if one accepts attrition which exceeds that for regular MD students. Variation in dismissal rates is difficult to interpret given the lack of GPA and MCAT data. One half of all programs offer no additional support activities beyond deceleration. More data are needed to determine the relative contribution of deceleration vs. other support measures to the advancement of students at academic risk.

An Integrative and Collaborative Approach to Creating a Diverse and Computationally Competent Geoscience Workforce

NASA Astrophysics Data System (ADS)

Moore, S. L.; Kar, A.; Gomez, R.

2015-12-01

A partnership between Fort Valley State University (FVSU), the Jackson School of Geosciences at The University of Texas (UT) at Austin, and the Texas Advanced Computing Center (TACC) is engaging computational geoscience faculty and researchers with academically talented underrepresented minority (URM) students, training them to solve grand challenges . These next generation computational geoscientists are being trained to solve some of the world's most challenging geoscience grand challenges requiring data intensive large scale modeling and simulation on high performance computers . UT Austin's geoscience outreach program GeoFORCE, recently awarded the Presidential Award in Excellence in Science, Mathematics and Engineering Mentoring, contributes to the collaborative best practices in engaging researchers with URM students. Collaborative efforts over the past decade are providing data demonstrating that integrative pipeline programs with mentoring and paid internship opportunities, multi-year scholarships, computational training, and communication skills development are having an impact on URMs developing middle skills for geoscience careers. Since 1997, the Cooperative Developmental Energy Program at FVSU and its collaborating universities have graduated 87 engineers, 33 geoscientists, and eight health physicists. Recruited as early as high school, students enroll for three years at FVSU majoring in mathematics, chemistry or biology, and then transfer to UT Austin or other partner institutions to complete a second STEM degree, including geosciences. A partnership with the Integrative Computational Education and Research Traineeship (ICERT), a National Science Foundation (NSF) Research Experience for Undergraduates (REU) Site at TACC provides students with a 10-week summer research experience at UT Austin. Mentored by TACC researchers, students with no previous background in computational science learn to use some of the world's most powerful high performance computing resources to address a grand geosciences problem. Students increase their ability to understand and explain the societal impact of their research and communicate the research to multidisciplinary and lay audiences via near-peer mentoring, poster presentations, and publication opportunities.

The STEM Lecture Hall: A Study of Effective Instructional Practices for Diverse Learners

NASA Astrophysics Data System (ADS)

Reimer, Lynn Christine

First-generation, low-income, underrepresented minority (URM) and female undergraduates are matriculating into science, technology, engineering, and math (STEM) majors at unprecedented levels. However, a disproportionate number of these students end up graduating in non-STEM disciplines. Attrition rates have been observed to spike in conjunction with introductory STEM courses in chemistry, biology, and physics. These "gateway" courses tend to be housed in large, impersonal lecture halls. First-generation and URM students struggle in this environment, possibly because of instructors' reliance on lecture-based content delivery and rote memorization. Recent social psychological studies suggest the problem may be related to cultural mismatch, or misalignment between independent learning norms typical of American universities and interdependent learning expectancies for first-generation and URM students. Value-affirming and utility-value interventions yield impressive academic achievement gains for these students. These findings overlap with a second body of literature on culturally responsive instruction. Active gateway learning practices that emphasize interactive instruction, frequent assessment, and epistemological instruction can be successful because of their propensity to incorporate values affirming and utility-value techniques. The present study observed instruction for gateway STEM courses over a three-year period at the University of California, Irvine (N = 13,856 undergraduates in 168 courses). Exploratory polychoric factor analysis was used to identify latent variables for observational data on gateway STEM instructional practices. Variables were regressed on institutional student data. Practices implemented in large lecture halls fall into three general categories: Faculty-Student Interaction, Epistemological Instruction, and Peer Interaction . The present study found that Faculty-Student Interaction was negatively associated with student outcomes for female and first-generation students; and Epistemological Instruction was negatively associated with student outcomes for Hispanic students. More importantly, Peer Interaction was positively associated with student outcomes for female, first-generation, and Hispanic students. Study implications and limitations are discussed with reference to the research literature.

Addressing Underrepresentation: Physics Teaching for All

NASA Astrophysics Data System (ADS)

Rifkin, Moses

2016-02-01

Every physics teacher wants to give his or her students the opportunity to learn physics well. Despite these intentions, certain groups of students—including women and underrepresented minorities (URMs)—are not taking and not remaining in physics. In many cases, these disturbing trends are more significant in physics than in any other science. This is a missed opportunity for our discipline because demographic diversity strengthens science. The question is what we can do about these trends in our classrooms, as very few physics teachers have been explicitly prepared to address them. In this article, I will share some steps that I've taken in my classroom that have moved my class in the right direction. In the words of Nobel Prize-winning physicist Carl Wieman and psychologists Lauren Aguilar and Gregory Walton: "By investing a small amount of class time in carefully designed and implemented interventions, physics teachers can promote greater success among students from diverse backgrounds. Ultimately, we hope such efforts will indeed improve the diversity and health of the physics profession."

The California State University Louis Stokes Alliance for Minority Participation (CSU-LSAMP): A Collaborative, Comprehensive Approach to Broadening Participation in STEM.

NASA Astrophysics Data System (ADS)

Hammersley, L. C.

2016-12-01

The National Science Foundation's Louis Stokes Alliances for Minority Participation (LSAMP) program supports alliances of institutions in their efforts to broaden participation in STEM and diversify the STEM workforce. There are currently 42 LSAMP alliances across the nation. Formed in 1993, the California State University LSAMP program (CSU-LSAMP) is an alliance of all 23 campuses of the CSU system and serves over 3,000 students per year. The primary goals of CSU-LSAMP are to increase persistence and graduation rates for URM participants, increase the number of STEM degrees awarded by the CSU to URM students, and increase the number of CSU-LSAMP students who advance to STEM graduate study. CSU-LSAMP activities are focused on four objectives - academic support (e.g. supplemental instruction & peer mentoring), support at transition points (e.g. first time freshmen & transfer students), research experiences (including international research experiences), and professional development (e.g. conference presentations & graduate school preparation activities). Financial support is offered in the form of textbook assistance, research stipends, and travel awards. We maintain a structure that allows campuses to tailor their programs to meet the needs of their own student populations but that also ties the Alliance together with a set of common activities, goals and policies. External evaluation of the program shows that our approach has been highly successful and can provide useful lessons for other programs focused on broadening participation. Since 1994, the number of URM students enrolled in STEM disciplines at CSU campuses has more than doubled and the number of STEM degrees to URM students has almost tripled. Persistence and graduation rates for URM students who participate in CSU-LSAMP are almost twice those of URM non-participants and equal to those of non-URM students. Of the students who participated in the past 15 years, 42 percent either earned a post-baccalaureate degree or are currently enrolled in a graduate STEM program.

Diversity in academic medicine no. 1 case for minority faculty development today.

PubMed

Nivet, Marc A; Taylor, Vera S; Butts, Gary C; Strelnick, A Hal; Herbert-Carter, Janice; Fry-Johnson, Yvonne W; Smith, Quentin T; Rust, George; Kondwani, Kofi

2008-12-01

For the past 20 years, the percentage of the American population consisting of nonwhite minorities has been steadily increasing. By 2050, these nonwhite minorities, taken together, are expected to become the majority. Meanwhile, despite almost 50 years of efforts to increase the representation of minorities in the healthcare professions, such representation remains grossly deficient. Among the underrepresented minorities are African and Hispanic Americans; Native Americans, Alaskans, and Pacific Islanders (including Hawaiians); and certain Asians (including Hmong, Vietnamese, and Cambodians). The underrepresentation of underrepresented minorities in the healthcare professions has a profoundly negative effect on public health, including serious racial and ethnic health disparities. These can be reduced only by increased recruitment and development of both underrepresented minority medical students and underrepresented minority medical school administrators and faculty. Underrepresented minority faculty development is deterred by barriers resulting from years of systematic segregation, discrimination, tradition, culture, and elitism in academic medicine. If these barriers can be overcome, the rewards will be great: improvements in public health, an expansion of the contemporary medical research agenda, and improvements in the teaching of both underrepresented minority and non-underrepresented minority students.

Small Groups, Big Change: Preliminary Findings from the Sparks for Change Institute

NASA Astrophysics Data System (ADS)

Kirsch, R.; Batchelor, R. L.; Habtes, S. Y.; King, B.; Crockett, J.

2017-12-01

The geoscience professoriate continues to under represent women and minorities, yet the value of diversity, both for science as well as recruiting and retaining diverse students, is well known. While there are growing numbers of early career tenure-track minority faculty, low retention rates pose a challenge for sustained diversity in the professoriate. Part of this challenge is the lack of institutional support and recognition in tenure and promotion pathways for faculty who undertake broadening participation efforts. Sparks for Change is a NSF Geoscience Opportunities for Leadership in Diversity (GOLD)-funded project that aims to change departmental culture to better value and reward inclusion and broadening participation efforts. By encouraging, recognizing, and rewarding diversity, equity, and inclusion (DEI) efforts at the department level, we aim to support and retain underrepresented minority (URM) faculty, who often disproportionately undertake these efforts, and to build more inclusive environments for faculty, staff and students alike. Sparks for Change utilizes a small group theory of change, arguing that the effort of a small group of committed individuals inside the organization is the best way to overcome the institutional inertia of academic departments that makes them resistant to change. For this effort, we propose that the ideal composition of these small groups is a junior faculty URM who is interested in DEI in the geosciences, a senior member of that same department who can lend weight to efforts and is positioned to help enact department policy, and an external broadening participation expert who can share best practices and provide accountability for the group. Eleven of these small groups, representing a range of institutions, will be brought together at the Sparks for Change Institute in Boulder, CO, in September. There they will receive leadership training on adaptive, transformative, and solidarity practices, share DEI experiences and best practices, build a community of "change agents", and develop department-specific action plans for their own institution. In this talk we will discuss our findings from the institute and highlight some of the action plans the small groups developed for changing their department.

The Role of Professional Identity in Graduate School Success for Under-Represented Minority Students

ERIC Educational Resources Information Center

Kim-Prieto, Chu; Copeland, H. Liesel; Hopson, Rodney; Simmons, Toya; Leibowitz, Michael J.

2013-01-01

We examined the relationship between sense of professional identity and academic success among under-represented minority graduate students in a biomedical doctoral program. We found that a sense of professional identity is related to science success among under-represented minority students, but not for non-underrepresented minority students.…

75 FR 152 - Submission for OMB Review; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2010-01-04

... OMB Review; Comment Request Title: Refugee Unaccompanied Minor Placement Report & Minor Progress... to administer the Unaccompanied Refugee Minor (URM) program. The ORR-3 (Placement Report) is submitted to the Office of Refugee Resettlement (ORR) by the State agency at initial placement within 30...

U.S. dental school applicants and enrollees, 2006 and 2007 entering classes.

PubMed

Okwuje, Ifie; Anderson, Eugene; Siaya, Laura; Brown, L Jackson; Valachovic, Richard W

2008-11-01

The number of applicants to dental schools in the United States continues to rise at a double-digit rate, 12 percent from 2005 to 2006 and 14 percent from 2006 to 2007. The number of applicants to the 2006 and 2007 years' entering classes of U.S. dental schools was 12,500 and 13,700, respectively. The number of first-time enrollees (4,600) in 2007 was the highest recorded since 1989. Men continue to comprise the majority of all applicants, 55 percent in 2006 and 53 percent in 2007. However, the percentage of women applicants to each school ranged from a third to more than half. Underrepresented minority (URM) applicants comprised 12 percent of the applicant pools in both 2006 and 2007. For the 2007 entering class, URM enrollees comprised 13 percent of enrollees. As in previous years, in 2007, the largest number of applicants and enrollees came from states that are among the largest in population in the United States: California, Texas, New York, and Florida. Grade point average and Dental Admission Test scores were the highest in more than a decade. More than three out of four of the 2007 first-time, first-year enrollees earned a baccalaureate degree either in biological/life or physical sciences or in health. Regardless of major field of study, the percent rates of enrollment generally exceeded 30 percent, though there were exceptions (e.g., engineering and education). The majority of enrollees to the 2007 entering classes were twenty-two or twenty-three years of age.

How Many Graduating Family Medicine Residents Have Chosen Financial Support for Service Commitments?

PubMed

Phillips, Julie; Peterson, Lars E; Fang, Bo; Kovar-Gough, Iris; Phillips, Robert L

2017-09-01

New family physicians have opportunities to avoid accruing educational debt or have loans repaid by making a commitment to public service. Little information is available about the numbers of early career family physicians who have made service commitments to fund their education. The purpose of this study is to describe the proportion of graduating family medicine residents who have enrolled in US military and National Health Service Corps (NHSC) scholarship and loan repayment programs, thus obligating them to future public service. The study was a secondary analysis of de-identified data from the 2014 and 2015 American Board of Family Medicine examination registration questionnaire, which is required of all residents applying for board certification. Descriptive statistics were used to indicate the numbers and proportions of respondents who indicated military or NHSC financial support. Chi square analyses were used to analyze differences between groups. Of the 6,231 residents studied, 271 (4.4%) had either obtained military support (n=191, 3.1%) or enrolled in the NHSC (n=80, 1.3%). More men had enrolled in the military than women (4.2% vs 2.2%, P<0.01), but there was no significant NHSC gender difference. Underrepresented minorities (URM) were twice as likely to have enrolled in NHSC as non-URM residents (2.5% vs 1.0%, P<0.01). Only a small fraction of graduating family medicine residents have used either military enrollment or NHSC scholarships to fund their education. Family medicine should advocate strongly for expansion of the NHSC scholarship program, which receives many more applications than it can support.

Improving diversity through strategic planning: a 10-year (2002-2012) experience at theMedical University of South Carolina.

PubMed

Deas, Deborah; Pisano, Etta D; Mainous, Arch G; Johnson, Natalie G; Singleton, Myra Haney; Gordon, Leonie; Taylor, Wanda; Hazen-Martin, Debra; Burnham, Willette S; Reves, J G

2012-11-01

The Medical University of South Carolina launched a systematic plan to infuse diversity among its students, resident physicians, and faculty in 2002. The dean and stakeholders of the College of Medicine (COM) embraced the concept that a more population-representative physician workforce could contribute to the goals of providing quality medical education and addressing health care disparities in South Carolina. Diversity became a central component of the COM's strategic plan, and all departments developed diversity plans consistent with the overarching plan of the COM. Liaisons from the COM diversity committee facilitated the development of the department's diversity plans. By 2011, the efforts resulted in a doubling of the number of underrepresented-in-medicine (URM, defined as African American, Latino, Native American) students (21% of student body); matriculation of 10 African American males as first-year medical students annually for four consecutive years; more than a threefold increase in URM residents/fellows; expansion of pipeline programs; expansion of mentoring programs; almost twice as many URM faculty; integration of cultural competency throughout the medical school curriculum; advancement of women and URM individuals into leadership positions; and enhanced learning for individuals from all backgrounds. This article reports the implementation of an institutional plan to create a more racially representative workforce across the academic continuum. The authors emphasize the role of the stakeholders in promoting diversity, the value of annual assessment to evaluate outcomes, and the positive benefits for individuals of all backgrounds.

Race and diversity in U.S. Biological Anthropology: A decade of AAPA initiatives.

PubMed

Antón, Susan C; Malhi, Ripan S; Fuentes, Agustín

2018-01-01

Biological Anthropology studies the variation and evolution of living humans, non-human primates, and extinct ancestors and for this reason the field should be in an ideal position to attract scientists from a variety of backgrounds who have different views and experiences. However, the origin and history of the discipline, anecdotal observations, self-reports, and recent surveys suggest the field has significant barriers to attracting scholars of color. For a variety of reasons, including quantitative research that demonstrates that diverse groups do better science, the discipline should strive to achieve a more diverse composition. Here we discuss the background and underpinnings of the current and historical dearth of diversity in Biological Anthropology in the U.S. specifically as it relates to representation of minority and underrepresented minority (URM) (or racialized minority) scholars. We trace this lack of diversity to underlying issues of recruitment and retention in the STEM sciences generally, to the history of Anthropology particularly around questions of race-science, and to the absence of Anthropology at many minority-serving institutions, especially HBCUs, a situation that forestalls pathways to the discipline for many minority students. The AAPA Committee on Diversity (COD) was conceived as a means of assessing and improving diversity within the discipline, and we detail the history of the COD since its inception in 2006. Prior to the COD there were no systematic AAPA efforts to consider ethnoracial diversity in our ranks and no programming around questions of diversity and inclusion. Departmental survey data collected by the COD indicate that undergraduate majors in Biological Anthropology are remarkably diverse, but that the discipline loses these scholars between undergraduate and graduate school and systematically up rank. Our analysis of recent membership demographic survey data (2014 and 2017) shows Biological Anthropology to have less ethnoracial diversity than even the affiliated STEM disciplines of Biology and Anatomy; nearly 87% of AAPA members in the United States identify as white and just 7% as URM scholars. These data also suggest that the intersection of race and gender significantly influence scholarly representation. In response to these data, we describe a substantial body of programs that have been developed by the COD to improve diversity in our ranks. Through these programs we identify principal concerns that contribute to the loss of scholars of color from the discipline at different stages in their careers, propose other directions that programming for recruitment should take, and discuss the beginnings of how to develop a more inclusive discipline at all career stages. © 2018 American Association of Physical Anthropologists.

Hospital-based, Multidisciplinary, youth mentoring and medical exposure program positively influences and reinforces health care career choice: "The Reach One Each One Program early Experience".

PubMed

Danner, Omar K; Lokko, Carl; Mobley, Felicia; Dansby, Montreka; Maze, Michael; Bradley, Brene'; Williams, Elizabeth; Matthews, Leslie Ray; Harrington, Emma; Mack, Lisa; Clark, Clarence; Wilson, Ken; Beech, Derrick; Heron, Sheryl; Childs, Ed

2017-04-01

According to the National Center for Educational Statistics, underrepresented minorities (URMs) are more likely to leave science, technology, engineering and mathematics (STEM) fields at higher rates than their peers during undergraduate studies. Many institutions of higher learning have implemented pipeline programs aimed at preparing and inspiring high school and college aged students in select careers in health sciences with varying levels of success. Research has shown that a health care workforce that mirrors the community they serve is more effective in reducing health disparities and increasing positive health outcomes. We hypothesize that a hospital-based, multidisciplinary youth mentoring and medical exposure program will enhance the decision of URM high school students to choose healthcare careers. A retrospective analysis of the Reach One Each One Program (ROEO) was performed. ROEO is a hospital based, 11-week multidisciplinary youth mentoring and medical exposure program for inner-city high school students. The analysis was based on a phone survey of the twenty-six (26) seniors who completed the program and subsequently graduated from high school between May 2013 and May 2015 to assess the following: 1) College enrollment/attendance, 2) Health profession majors, and 3) Pre-med status. The study was approved by the Morehouse School of Medicine Institutional Review Board. Of the twenty-six students, 23 were female and 3 were male; 25 (96%) of the students were African American and one student was a Caucasian female. Twenty-four (92.3%) of the students were enrolled in college and 2 (7.7%) were scheduled to begin in the spring semester of 2016. Twenty-one of the 24 attending college at the time of the survey (87.5%) were enrolled in a health science degree program and 16 (66.7%) confirmed that they were enrolled in pre-medical (Pre-med) curriculum. Hospital-based, multidisciplinary medical mentoring programs can have a positive impact on the lives and health care career decisions of aspiring URM high school students. Further study will be necessary to validate the most influential components needed for the success of such programs. Copyright © 2016 Elsevier Inc. All rights reserved.

Mental health issues in unaccompanied refugee minors

PubMed Central

Huemer, Julia; Karnik, Niranjan S; Voelkl-Kernstock, Sabine; Granditsch, Elisabeth; Dervic, Kanita; Friedrich, Max H; Steiner, Hans

2009-01-01

Previous studies about unaccompanied refugee minors (URMs) showed that they are a highly vulnerable group who have greater psychiatric morbidity than the general population. This review focuses on mental health issues among URMs. Articles in databases PsycINFO, Medline and PubMed from 1998 to 2008 addressing this topic were reviewed. The literature had a considerable emphasis on the assessment of PTSD symptoms. Results revealed higher levels of PTSD symptoms in comparison to the norm populations and accompanied refugee minors. In several studies, age and female gender predicted or influenced PTSD symptoms. The existing literature only permits limited conclusions on this very hard to reach population. Future research should include the analysis of long-term outcomes, stress management and a more thorough analysis of the whole range of psychopathology. Additionally, the development of culturally sensitive norms and standardized measures for diverse ethnic groups is of great importance. PMID:19341468

Why students drop out of the pipeline to health professions careers: a follow-up of gifted minority high school students.

PubMed

Thurmond, V B; Cregler, L L

1999-04-01

To track gifted underrepresented minority (URM) students who entered the pipeline to health professional school when they were in high school and to determine whether and why students left the pipeline to enter other professions. A questionnaire was mailed to 162 students who had participated in the Student Educational Enrichment Program (SEEP) in health sciences at the Medical College of Georgia between 1984 and 1991; 123 (75%) responded. Students in the study population had higher graduation rates than the average state or national student. Fifty-nine (48%) of the students had entered health care careers; 98% had stated that intention when they were in high school. Although some of the students stated trouble with course work and GPA as reasons for their decisions to change career tracks, many students said that their interests in non-medical careers had been fostered by mentors or by opportunities to serve internships. Early intervention is important to retaining students in a pipeline that leads to a health care career. Summer programs are successful, but may not be enough to help students with difficult science courses in college, especially chemistry. However, another important conclusion is that much more needs to be done to help students find mentors with whom they can develop relationships and to give them opportunities to work in health care settings.

Transition to Independence: Characteristics and Outcomes of Mentored Career Development (KL2) Scholars at Clinical and Translational Science Award Institutions.

PubMed

Sweeney, Carol; Schwartz, Lisa S; Toto, Robert; Merchant, Carol; Fair, Alecia S; Gabrilove, Janice L

2017-04-01

To describe the transition from mentored to independent research funding for clinical and translational scholars supported by institutional KL2 Mentored Career Development programs. In 2013, faculty leaders at Clinical and Translational Science Award institutions completed an online survey, reporting characteristics of scholars in their KL2 programs from 2006 to 2013. The primary outcome variable was a report that the scholar had received independent funding as a principal investigator. Data analysis included descriptive summaries and mixed-effects regression models. Respondents from 48 institutions (of 62 eligible; 77%) provided information about 914 KL2 scholars. Of those, 620 (68%) were medical doctors, 114 (12%) had other clinical training, and 177 (19%) were nonclinician PhDs. Fifty-three percent (487) were female; 12% (108/865) were members of racial or ethnic groups underrepresented in medicine (URM). After completing KL2 training, 96% (558/582) remained engaged in research. Among scholars who completed KL2 training two or more years earlier, 39% (149/374) received independent funding. Independent funding was from non-National Institutes of Health (NIH) sources (120 scholars) more often than from NIH (101 scholars). The odds of a nonclinician attaining independent funding were twice those of a clinician (odds ratio 2.05; 95% confidence interval 1.11-3.78). Female and URM scholars were as likely as male and non-URM scholars to attain independent funding. KL2 programs supported the transition to independent funding for clinical and translational scientists. Female and URM scholars were well represented. Future studies should consider non-NIH funding sources when assessing the transition to research independence.

Transition to Independence: Characteristics and Outcomes of Mentored Career Development (KL2) Scholars at Clinical and Translational Science Award Institutions

PubMed Central

Sweeney, Carol; Schwartz, Lisa S.; Toto, Robert; Merchant, Carol; Fair, Alecia S.; Gabrilove, Janice L.

2016-01-01

Purpose To describe the transition from mentored to independent research funding for clinical and translational scholars supported by institutional KL2 Mentored Career Development programs. Method In 2013, faculty leaders at Clinical and Translational Science Award institutions completed an online survey, reporting characteristics of scholars in their KL2 programs from 2006–2013. The primary outcome variable was a report that the scholar had received independent research funding as a principal investigator. Data analysis included descriptive summaries and mixed effects regression models. Results Respondents from 48 institutions (of 62 eligible; 77%) provided information about 914 KL2 scholars. Of those, 620 (68%) were medical doctors, 114 (12%) had other clinical training, and 177 (19%) were non-clinician PhDs. Fifty-three percent (487) were female; 12% (108/865) were members of racial or ethnic groups underrepresented in medicine (URM). After completing KL2 training, 96% (558/582) remained engaged in research. Among scholars who completed KL2 training two or more years earlier, 39% (149/374) had received independent funding. Independent funding was from non-National Institutes of Health (NIH) sources (120 scholars) more often than from NIH (101 scholars). The odds of a non-clinician attaining independent funding were twice those of a clinician (odds ratio 2.05, 95% confidence interval 1.11–3.78). Female and URM scholars were equally as likely as male and non-URM scholars to attain independent funding. Conclusions KL2 programs supported the transition to independent funding for clinical and translational scientists. Female and URM scholars were well represented. Future studies should consider non-NIH funding sources when assessing the transition to research independence. PMID:28351069

Research and Education Program for Underrepresented Minority Engineering Students in the JIAFS

NASA Technical Reports Server (NTRS)

Whitesides, John L.

2000-01-01

This paper is a final report on Research and Education Program for Underrepresented Minority Engineering Students in the JIAFS (Joint Institute for Advancement of Flight Sciences). The objectives of the program were to conduct research at the NASA Langley Research Center and to increase the number of underrepresented minorities in aerospace engineering.

Urban Underrepresented Minority Students in Science, Technology, Engineering, and Math: An Analysis of the Differences between Developmental Assets and Academic Achievement

ERIC Educational Resources Information Center

Wells, Jovan Grant

2013-01-01

The purpose of this study is to determine the relationship between the developmental assets and academic achievement of urban underrepresented minority male and female students in a specialized science, technology, engineering, and math program, and the developmental assets and academic achievement of urban underrepresented minority male and…

A survey and analysis of student academic support programs in medical schools focus: underrepresented minority students.

PubMed

Shields, P H

1994-05-01

This article describes an investigation that compiled information regarding academic support for medical students at 120 US medical schools. Specifically, the purpose of the study was to identify programs for underrepresented minority medical students and to review prospective applicant materials for photographic evidence that underrepresented minorities are involved in medical education. Eighty-three responses were returned and analyzed. Academic support services described most frequently were prematriculation, tutoring, and counseling and advising. Forty-one of the 83 schools indicated they offer prematriculation programs, 28 of which were required of under-represented minority freshmen entrants. Fifteen described offerings for undergraduate students and six for both undergraduate and secondary school students. Materials from the University of Iowa, the University of Medicine and Dentistry of New Jersey, and Stanford University revealed a variety of services and the largest numbers of photographs of under-represented minorities. These institutions are also among the leaders in underrepresented minority enrollment. Effective communication of academic support and minority presence appear to be contributory factors in enhancing diversity in medical education. Further investigation of academic support, evaluation of support services by participants, and dialogue about effective components of quality academic support are logical next steps to achieve the Association of American Medical College's goal of 3000 by 2000.

An examination of how women and underrepresented racial/ethnic minorities experience barriers in biomedical research and medical programs

NASA Astrophysics Data System (ADS)

Chakraverty, Devasmita

Women in medicine and biomedical research often face challenges to their retention, promotion, and advancement to leadership positions (McPhillips et al., 2007); they take longer to advance their careers, tend to serve at less research-intensive institutions and have shorter tenures compared to their male colleagues (White, McDade, Yamagata, & Morahan, 2012). Additionally, Blacks and Hispanics are the two largest minority groups that are vastly underrepresented in medicine and biomedical research in the United States (AAMC, 2012; NSF, 2011). The purpose of this study is to examine specific barriers reported by students and post-degree professionals in the field through the following questions: 1. How do women who are either currently enrolled or graduated from biomedical research or medical programs define and make meaning of gender-roles as academic barriers? 2. How do underrepresented groups in medical schools and biomedical research institutions define and make meaning of the academic barriers they face and the challenges these barriers pose to their success as individuals in the program? These questions were qualitatively analyzed using 146 interviews from Project TrEMUR applying grounded theory. Reported gender-role barriers were explained using the "Condition-Process-Outcome" theoretical framework. About one-third of the females (across all three programs; majority White or Black between 25-35 years of age) reported gender-role barriers, mostly due to poor mentoring, time constraints, set expectations and institutional barriers. Certain barriers act as conditions, causing gender-role issues, and gender-role issues influence certain barriers that act as outcomes. Strategies to overcome barriers included interventions mostly at the institutional level (mentor support, proper specialty selection, selecting academia over medicine). Barrier analysis for the two largest URM groups indicated that, while Blacks most frequently reported racism, gender barriers, mentoring, and personal barriers, Hispanics most frequently reported economic barriers, language barriers, institutional and workplace environment barriers, and gender-role barriers. Examining barriers using the "Individual-Institutional" theoretical framework indicated that barriers do not occur in isolation, but due to an interaction between the individual and its institution. Additionally, the barriers of the two groups are qualitatively different and the "one size fits all" approach may not be suitable for interventions. Implications and recommendations were stated.

Increasing Diversity in the Geosciences at the City University of New York

NASA Astrophysics Data System (ADS)

Damas, C.; Johnson, L.; McHugh, C.; Marchese, P. J.

2007-12-01

The City University of New York (CUNY) is the nation's largest urban university, with 23 institutions serving a large number of underrepresented minority (URM) and women students at all levels of the pipeline - community college to graduate school. CUNY has a strong record of recruiting, enrolling, retaining and graduating URMs in science, technology, engineering and mathematics (STEM) fields. Current efforts are underway to increase the number of URMs in the geosciences. These efforts include: 1) involving students in research at all levels of the pipeline; 2) incorporating innovative and proven pedagogical methods into the classroom; and 3) mentoring of students by research scientists from CUNY and other participating institutions. At all levels of the pipeline, students are actively engaged in Space and Earth Science research. At the community college level, students are introduced to the scientific research process through familiar software such as MS Excel to analyze simple time series. At the senior colleges, students progress to multi-variate data analysis, and they also have the opportunity to go into the field to collect data. As graduate students, they are involved as mentors and supervise undergraduate student research. Program initiatives such as the CUNY pipeline provide stipends and academic enrichment activities (i.e., GRE training, applying to graduate school, etc.) throughout the summer and academic year. During the summer, students also have the opportunity to work with and be mentored by research scientists at a CUNY campus, at a NASA center or a national laboratory. Mentors advise students about graduate school and careers, serve as role models, and perhaps more importantly, provide encouragement to students who lack confidence in their ability to do scientific research. Students also are expected to present their research findings at meetings and conferences, both locally and nationally. In addition to their research experiences, students also benefit from classroom instructions that emphasize active learning, and the integration of research related activities. Proven educational materials and pedagogical methods developed at Medgar Evers College and Queensborough Community College have proven quite effective at engaging and assisting students who have conceptual difficulties in their science and mathematics courses. Overall, students demonstrate an increase in their conceptual understanding of the subject matter, as well an increase in their confidence to solve scientific problems and to become scientists.

Effects of comprehensive educational reforms on academic success in a diverse student body.

PubMed

Lieberman, Steven A; Ainsworth, Michael A; Asimakis, Gregory K; Thomas, Lauree; Cain, Lisa D; Mancuso, Melodee G; Rabek, Jeffrey P; Zhang, Ni; Frye, Ann W

2010-12-01

Calls for medical curriculum reform and increased student diversity in the USA have seen mixed success: performance outcomes following curriculum revisions have been inconsistent and national matriculation of under-represented minority (URM) students has not met aspirations. Published innovations in curricula, academic support and pipeline programmes usually describe isolated interventions that fail to affect curriculum-level outcomes. United States Medical Licensing Examination (USMLE) Step 1 performance and graduation rates were analysed for three classes of medical students before (matriculated 1995-1997, n=517) and after (matriculated 2003-2005, n=597) implementing broad-based reforms in our education system. The changes in pipeline recruitment and preparation programmes, instructional methods, assessment systems, academic support and board preparation were based on sound educational principles and best practices. Post-reform classes were diverse with respect to ethnicity (25.8% URM students), gender (51.8% female), and Medical College Admissions Test (MCAT) score (range 20-40; 24.1% scored ≤ 25). Mean±standard deviation MCAT scores were minimally changed (from 27.2±4.7 to 27.8±3.6). The Step 1 failure rate decreased by 69.3% and mean score increased by 14.0 points (effect size: d=0.67) overall. Improvements were greater among women (failure rate decreased by 78.9%, mean score increased by 15.6 points; d=0.76) and URM students (failure rate decreased by 76.5%, mean score increased by 14.6 points; d=0.74), especially African-American students (failure rate decreased by 93.6%, mean score increased by 20.8 points; d=1.12). Step 1 scores increased across the entire MCAT range. Four- and 5-year graduation rates increased by 7.1% and 5.8%, respectively. The effect sizes in these performance improvements surpassed those previously reported for isolated interventions in curriculum and student support. This success is likely to have resulted from the broad-based, mutually reinforcing nature of reforms in multiple components of the education system. The results suggest that a narrow reductionist view of educational programme reform is less likely to result in improved educational outcomes than a system perspective that addresses the coordinated functioning of multiple aspects of the academic enterprise. © Blackwell Publishing Ltd 2010.

Women and Underrepresented Minorities in the it Workforce

NASA Astrophysics Data System (ADS)

Levin, Sharon G.; Stephan, Paula E.

This study examines the composition of the information technology "IT" workforce and focuses on recruitment and retention and how they differ by gender and minority status. Data are from SESTAT, the largest nationally representative sample of college-educated scientists and engineers living in the United States. The data indicate that only about one in three individuals in the IT workforce in 1999 actually had a formal degree in an IT discipline; thus, recruitment from non-IT disciplines plays an important role in determining the size of the IT workforce. Similarly, retention, especially for women and underrepresented minorities, is very important. Indeed, the 1999 IT workforce would have been larger and even more balanced in terms of gender and minority status if women and underrepresented minorities had retention rates similar to that of their white male counterparts. Furthermore, women and underrepresented minorities have different recruitment and retention patterns than do men and whites. These differences persist even after controlling for variables such as family structure, age, citizenship status and field of training, gender, and race-ethnicity.

Underrepresented Minority Dentists: Quantifying Their Numbers And Characterizing The Communities They Serve

PubMed Central

Mertz, Elizabeth A.; Wides, Cynthia; Kottek, Aubri; Calvo, Jean Marie; Gates, Paul E.

2017-01-01

The underrepresentation of Blacks, Hispanics or Latinos, and American Indians or Alaska Natives among dentists raises concerns about the diversity of the dental workforce, disparities in access to dental care and in oral health status, and social justice. We quantified the shortage of underrepresented minority dentists and examined these dentists’ practice patterns in relation to the characteristics of the communities they serve. The underrepresented minority dentist workforce is disproportionately smaller than, and unevenly distributed in relation to, minority populations in the United States. Members of minority groups represent larger shares of these dentists’ patient panels than of the populations in the communities where the dentists are located. Compared to counties with no underrepresented minority dentists, counties with one or more such dentists are more racially diverse and affluent but also have greater economic and social inequality. Current policy approaches to improve the diversity of the dental workforce are a critical first step, but more must be done to improve equity in dental health. PMID:27920306

Surviving as an underrepresented minority scientist in a majority environment

PubMed Central

Jarvis, Erich D.

2015-01-01

I believe the evidence will show that the science we conduct and discoveries we make are influenced by our cultural experience, whether they be positive, negative, or neutral. I grew up as a person of color in the United States of America, faced with challenges that many had as members of an underrepresented minority group. I write here about some of the lessons I have learned that have allowed me to survive as an underrepresented minority ­scientist in a majority environment. PMID:26515973

Underrepresented Minority Dentists: Quantifying Their Numbers And Characterizing The Communities They Serve.

PubMed

Mertz, Elizabeth A; Wides, Cynthia D; Kottek, Aubri M; Calvo, Jean Marie; Gates, Paul E

2016-12-01

The underrepresentation of Blacks, Hispanics or Latinos, and American Indians or Alaska Natives among dentists raises concerns about the diversity of the dental workforce, disparities in access to dental care and in oral health status, and social justice. We quantified the shortage of underrepresented minority dentists and examined these dentists' practice patterns in relation to the characteristics of the communities they serve. The underrepresented minority dentist workforce is disproportionately smaller than, and unevenly distributed in relation to, minority populations in the United States. Members of minority groups represent larger shares of these dentists' patient panels than of the populations in the communities where the dentists are located. Compared to counties with no underrepresented minority dentists, counties with one or more such dentists are more racially diverse and affluent but also have greater economic and social inequality. Current policy approaches to improve the diversity of the dental workforce are a critical first step, but more must be done to improve equity in dental health. Project HOPE—The People-to-People Health Foundation, Inc.

Cultural Perspectives on Teacher Education

NASA Astrophysics Data System (ADS)

Muhoro, Peter; Cochran, Geraldine; Gonzalez, Victor; Rockward, Willie; Sunda-Meya, Anderson; Incera, Vivian

2012-02-01

Populations that are underrepresented in physics generally are even more severely underrepresented among US physics teachers. Based on national data from the American Institute of Physics (AIP), 95% of physics teachers are White/non-Hispanic, about 1.5% are Hispanic, and approximately another 1.5% African-American. While 25% of our nation's African-American and Hispanic students now take physics in high school, they are very unlikely to have a role model, of similar race and ethnicity, teaching their physics classes. PhysTEC is making an effort to find and disseminate successful models for attracting more underrepresented minority students to high school physics teaching. This panel discussion, focusing on cultural perspectives on teacher education, will feature faculty from Minority Serving Institutions, which educate almost 60% of underrepresented minorities who get college degrees in the US, and individuals who have taught high school physics in areas with a dense minority population.

More than "Getting Us through": A Case Study in Cultural Capital Enrichment of Underrepresented Minority Undergraduates

ERIC Educational Resources Information Center

Ovink, Sarah M.; Veazey, Brian D.

2011-01-01

Minority students continue to be underrepresented among those who seek graduate and professional degrees in the sciences. Much previous research has focused on academic preparation. Equally important, however, are the psychological-social barriers and lack of institutional support encountered by many minority students. We present a case study of a…

Minority Student Success: The Role of Teachers in Advanced Placement Program® (AP®) Courses. Research Report No. 2002-8. ETS RR-02-17

ERIC Educational Resources Information Center

Burton, Nancy W.; Whitman, Nancy Burgess; Yepes-Baraya, Mario; Cline, Frederick; Kim, R. Myung-in

2002-01-01

This project described the characteristics and teaching behaviors of those successfully teaching AP® Calculus AB and AP English Literature and Composition to underrepresented minority students. Its purpose was to assist educators in improving the participation and performance of underrepresented minority students in AP classes. Study results…

Innovative Training Experience for Advancing Entry Level, Mid-Skilled and Professional Level URM Participation in the Geosciences Workforce

NASA Astrophysics Data System (ADS)

Okoro, M. H.; Johnson, A.

2015-12-01

The representation of URMs in the U.S. Geosciences workforce remains proportionally low compared to their representation in the general population (Bureau of Labor Sta.s.cs, 2014). Employment in this and related industries is projected to grow 32% by 2030 for minority workers (Gillula and Fullenbaum, 2014), corresponding to an additional 48,000 jobs expected to be filled by minorities (National Research Council, 2014). However, there is a shortage of employees with proper training in the hard sciences (Holeywell, 2014; Ganzglass, 2011), as well as craft skills (Hoover and Duncan, 2013), both important for middle skill employment. Industry recognizes the need for developing and retaining a diverse workforce, therefore we hightlight a program to serve as a potential vanguard initative for developing an innovative training experience for URM and underserved middle skilled workers with essential knowledge, experience and skills necessary to meet the demands of the Geosciences industry's growing need for a safe, productive and diverse workforce. Objectives are for participants to achieve the following: understanding of geosciences workforce trends and associated available opportunities; mastery of key environmental, health and safety topics; improvements in decision making skills and preparedness for responding to potential environmental, health and safety related situations; and engagement in one-on-one coaching sessions focused on resume writing, job interviewing and key "soft skills" (including conflict resolution, problem solving and critical observation, representing 3 major skills that entry- level workers typically lack.

Enhancing Productivity in Naval Aviation Training in a Market of Changing Demographics.

DTIC Science & Technology

1988-03-01

minorities (especially Blacks) remain underrepresented among recent naval aviation accessions. -7- Despite some movement toward parity in accession...proportion of minority high school graduates attending college is declining (Hodgkinson, 1985) and minorities are underrepresented among college graduates...Vol leyballI r ___U Baseboll/softbal1; aC a --- ---- ---- Basketball t~ Footbal l/ rugby - --- ---- -- Runn ing 2OZ A Exercises *Track & field 0

Campus Climate and the Underrepresented Minority Engineering Student Experience: A Critical Race Study

NASA Astrophysics Data System (ADS)

Mayes, Terrance

In the current technological era, the number of minorities in science, technology, engineering, and mathematics (STEM) is a crucial factor in predetermining the economic growth of the United States. Since the minority population is growing at much faster rates than the non-minority population, the lack of proportionate production of minority engineers poses a threat to the United States' ability to remain a global competitor in technological innovation. Sixty-three per cent (63%) of undergraduate students who enter engineering majors continue on to graduate in that major. The graduation rate, however, for African-American, Hispanic, and Native-American students in engineering is significantly lower at 39%. As this group represents only a small fraction of the annual student enrollment, engineering programs are graduating these minority groups at rates that are greatly disproportionate to United States demographics. Therefore, researchers are thoroughly investigating certain initiatives that promote academic success among underrepresented minority students in engineering. Colleges and universities have attempted to address the growing achievement gap between underrepresented minority and non-minority engineering students, predominately through various deficit-based interventions, focusing on the student's flaws and problems. As the pipeline for minorities in engineering continues to narrow, it begs the question of whether institutions are focusing on the right solutions to the problem. Critical Race Theory scholars argue that colleges and universities must address institutional climate issues around students, such as racism, microaggressions, and marginalization, before members of oppressed groups can truly succeed. This dissertation explored the unique experiences of underrepresented minority engineering students in a predominately White and Asian campus.

ePortfolios Reveal an Emerging Community of Underrepresented Minority Scholars

ERIC Educational Resources Information Center

Singer-Freeman, Karen; Bastone, Linda; Skrivanek, Joseph

2014-01-01

We used ePortfolios to promote and assess identity change in a summer research program for 81 underrepresented minority community college students. We hypothesized that ePortfolios would increase students' development of academic identity, future orientation, and scholarly community. Students completed weekly ePortfolio journal entries and…

Identifying Qualified Underrepresented-Minority Students Who Otherwise Appear to Be at Academic Risk.

ERIC Educational Resources Information Center

Van Winkle, Lon J.; Perhac, Peter A.

1996-01-01

Sixteen premedical students from underrepresented minority groups participated in a six-week, six-course program at the Chicago College of Osteopathic Medicine (Illinois). Academic performance before and during program participation was compared for students subsequently offered or denied admission. Accepted and denied students could be…

Understanding Underrepresented Populations in the Business School Pipeline. GMAC® Research Report RR-16-02

ERIC Educational Resources Information Center

Daniel, Rhonda; Caruthers, Devina

2016-01-01

This white paper, "Understanding Underrepresented Populations in the Business School Pipeline," examines the shifting US racial and ethnic demographics and projected growth among US minority populations and the challenges--and incentives--these developments pose for US business schools to increase the opportunities for minority students…

Summer research training provides effective tools for underrepresented minorities to obtain doctoral level degrees

USDA-ARS?s Scientific Manuscript database

The ethnic, racial, and cultural diversity of the USA is not reflected in its healthcare and biomedical workforce. Undergraduate research programs are used to encourage underrepresented minorities to pursue training for biomedical careers, but there is limited published data on doctoral degree compl...

Expanding Underrepresented Minority Participation: America's Science and Technology Talent at the Crossroads

ERIC Educational Resources Information Center

National Academies Press, 2011

2011-01-01

In order for the United States to maintain the global leadership and competitiveness in science and technology that are critical to achieving national goals, we must invest in research, encourage innovation, and grow a strong and talented science and technology workforce. "Expanding Underrepresented Minority Participation" explores the…

Mentoring for women and underrepresented minority faculty and students: experience at two institutions of higher education.

PubMed

Kosoko-Lasaki, Omofolasade; Sonnino, Roberta E; Voytko, Mary Lou

2006-09-01

Women and minority faculty and students are seriously underrepresented in university and academic healthcare institutions. The role of mentoring has been identified as one of the significant factors in addressing this underrepresentation. We have described the mentoring efforts at two institutions of higher learning in assisting women and minority students and faculty in being accomplished in their academic pursuits. One-hundred-thirty students and >50 women and minority faculty have participated in the mentoring programs described. The number of participants has increased dramatically over the years and continues to evolve positively. These programs appear to be quite successful in the short term. Further evaluation of measurable outcomes will be necessary to fully determine their true impact. The mentoring models for women and underrepresented minority faculty and students at Creighton University Health Sciences Schools and Wake Forest University School of Medicine will serve as a guide for other Health Sciences Schools.

The 1991/92 graduate student researchers program, including the underrepresented minority focus component

NASA Technical Reports Server (NTRS)

1991-01-01

The Graduate Student Research Program (GSRP) was expanded in 1987 to include the Underrepresented Minority Focus Component (UMFC). This program was designed to increase minority participation in graduate study and research, and ultimately, in space science and aerospace technology careers. This booklet presents the areas of research activities at NASA facilities for the GSRP and summarizes and presents the objectives of the UMFC.

Leadership Competencies: Do They Differ for Women and Under-Represented Minority Faculty Members?

ERIC Educational Resources Information Center

Skarupski, Kimberly A.; Levine, Rachel B.; Yang, Wan Rou; González-Fernández, Marlís; Bodurtha, Joann; Barone, Michael A.; Fivush, Barbara

2017-01-01

The literature on leadership competencies does not include an understanding of how stakeholders perceive competencies for women and under-represented minority faculty members. We surveyed three groups of leaders (N = 113) to determine their perceptions of the importance of 23 leadership competencies. All three groups endorsed the same five…

Effectiveness of a Formal Post-Baccalaureate Pre-Medicine Program for Underrepresented Minority Students.

ERIC Educational Resources Information Center

Giordani, Bruno; Edwards, Amy S.; Segal, Stuart S.; Gillum, Linda H.; Lindsay, Angela; Johnson, Nakia

2001-01-01

Assessed the effectiveness of an intense, year-long experience of course work, research, and personal development for underrepresented minority students before medical school. Program participants demonstrated competency in the first year of medical school consistent with traditional students even though they had lower MCAT scores and college…

Integrating Disability: Boomerang Effects When Using Positive Media Exemplars to Reduce Disability Prejudice

ERIC Educational Resources Information Center

Kallman, Davi

2017-01-01

Individuals with disabilities comprise the largest minority group in the world, yet they are the most underrepresented minority group in higher education, the job market and entertainment media such as literature. This population is often underrepresented because of the overlapping physical, attitudinal and policy barriers that prevent them from…

U.S. Department of Energy student research participation programs. Underrepresented minorities in U.S. Department of Energy student research participation programs

DOE Office of Scientific and Technical Information (OSTI.GOV)

NONE

1996-03-01

The purpose of this study was to identify those particular aspects of US Department of Energy (DOE) research participation programs for undergraduate and graduate students that are most associated with attracting and benefiting underrepresented minority students and encouraging them to pursue careers in science, engineering, and technology. A survey of selected former underrepresented minority participants, focus group analysis, and critical incident analysis serve as the data sources for this report. Data collected from underrepresented minority participants indicate that concerns expressed and suggestions made for conducting student research programs at DOE contractor facilities are not remarkably different from those made bymore » all participants involved in such student research participation programs. With the exception of specific suggestions regarding recruitment, the findings summarized in this report can be interpreted to apply to all student research participants in DOE national laboratories. Clearly defined assignments, a close mentor-student association, good communication, and an opportunity to interact with other participants and staff are those characteristics that enhance any educational program and have positive impacts on career development.« less

Outcomes and Processes in the Meyerhoff Scholars Program: STEM PhD Completion, Sense of Community, Perceived Program Benefit, Science Identity, and Research Self-Efficacy

PubMed Central

Maton, Kenneth I.; Beason, Tiffany S.; Godsay, Surbhi; Sto. Domingo, Mariano R.; Bailey, TaShara C.; Sun, Shuyan; Hrabowski, Freeman A.

2016-01-01

Previous research has shown that the Meyerhoff Scholars Program at the University of Maryland, Baltimore County, is an effective intervention for high-achieving underrepresented minority (URM) students; African-American Meyerhoff students are significantly more likely to enter science, technology, engineering, and mathematics (STEM) PhD programs than comparison students. The first of two studies in this report extends the prior research by examining levels of PhD completion for Meyerhoff (N = 479) versus comparison sample (N = 249) students among the first 16 cohorts. Entering African-American Meyerhoff students were 4.8 times more likely to complete STEM PhDs than comparison sample students. To enhance understanding of potential mechanisms of influence, the second study used data from the 22nd (Fall 2010) to 25th (Fall 2013) cohorts (N = 109) to test the hypothesis that perceived program benefit at the end of freshman year would mediate the relationship between sense of community at the end of Summer Bridge and science identity and research self-efficacy at the end of sophomore year. Study 2 results indicated that perceived program benefit fully mediated the relationship between sense of community and both criterion measures. The findings underscore the potential of comprehensive STEM intervention programs to enhance PhD completion, and suggest mechanisms of influence. PMID:27587857

Recruitment, Retention and Socialization of Underrepresented Minority Populations to West Virginia Higher Education Administrative Leadership Positions

ERIC Educational Resources Information Center

Taylor, Dedriell Dewin

2016-01-01

This study contributed to the body of knowledge dealing with recruitment, retention and socialization of underrepresented (UREP) minority populations for academic leadership positions in West Virginia higher education. The purpose of the study was to examine both the institutional and personal factors that are most effective in attracting members…

STEM Field Persistence: The Impact of Engagement on Postsecondary STEM Persistence for Underrepresented Minority Students

ERIC Educational Resources Information Center

Flynn, Daniel T.

2016-01-01

Persistence studies in science, technology, engineering, and math (STEM) fields indicate that the pipeline to degree attainment is "leaky" and underrepresented minorities are not persisting in the STEM fields. Those students who do not persist in the STEM fields either migrate to other fields of study or drop out of higher education…

Science and Engineering Doctorate Recipients Entering the Labor Market: Income Disparities for Underrepresented Minorities

ERIC Educational Resources Information Center

Campbell, Throy Alexander; Adamuti-Trache, Maria

2016-01-01

This study discusses the issue of earning disparities experienced by underrepresented minorities, by examining how earning gaps manifest even at the top of the education degree hierarchy--science and engineering doctorate recipients. The study uses four cycles of data (2003, 2006, 2008, 2010) from the National Science Foundation's Survey of…

Beyond the Classroom: The Impact of Informal STEM Experiences on Student Attitudes and Interest

NASA Astrophysics Data System (ADS)

Scinski, Lidia

A lack of social capital can be a critical factor impeding underrepresented minority (URM) students from obtaining the mathematical and scientific background required to achieve educational and career success in STEM fields. In this study, the effects of generating and utilizing social capital within an informal STEM outreach summer camp are examined as resources in strengthening the academic pipeline for Hispanic students towards careers in STEM. Empirical studies have shown that economically disadvantaged and minority students experience larger learning losses during "unschooled" periods of time than their middle-class and White counterparts. The "faucet theory" explains how the achievement gap widens during unschooled periods of time when the resource faucet is turned off and families of students from disadvantaged backgrounds are unable to make up for these resources. Consequently, minority and students of disadvantaged backgrounds are quickly shortcircuited in taking advantage of opportunities to pursue careers in STEM fields. To address the research questions, this study employed a qualitative research design, specifically an instrumental case study design using mixed methods within a bounded program. The methods included multiple measures to collect and analyze data from focus group interviews, electronic documents, observations, and survey administrations. The sample population included forty-nine Hispanic 7th and 8th grade students from middle schools in San Diego County. Results of the study demonstrated that the informal STEM outreach summer camp positively impacted Hispanic students and increased interest and attitudes toward STEM choices. STEM programs offered during out-of-school time need to be relationship based to support young students' social and emotional development (Goldstein, Lee, & Chung, 2010). The resource faucet continued to flow during the summer for iQUEST science camp participants because they were able to tap into social capital in the surrounding community. More specifically, participants were able to generate social capital in two key forms of institutional support: "funds of knowledge" and "emotional and moral support".

Mentoring for women and underrepresented minority faculty and students: experience at two institutions of higher education.

PubMed Central

Kosoko-Lasaki, Omofolasade; Sonnino, Roberta E.; Voytko, Mary Lou

2006-01-01

Women and minority faculty and students are seriously underrepresented in university and academic healthcare institutions. The role of mentoring has been identified as one of the significant factors in addressing this underrepresentation. We have described the mentoring efforts at two institutions of higher learning in assisting women and minority students and faculty in being accomplished in their academic pursuits. One-hundred-thirty students and >50 women and minority faculty have participated in the mentoring programs described. The number of participants has increased dramatically over the years and continues to evolve positively. These programs appear to be quite successful in the short term. Further evaluation of measurable outcomes will be necessary to fully determine their true impact. The mentoring models for women and underrepresented minority faculty and students at Creighton University Health Sciences Schools and Wake Forest University School of Medicine will serve as a guide for other Health Sciences Schools. PMID:17019912

Considering Student Voices: Examining the Experiences of Underrepresented Students in Intervention Programs

ERIC Educational Resources Information Center

Gibau, Gina Sanchez

2015-01-01

Qualitative studies that examine the experiences of underrepresented minority students in science, technology, engineering, and mathematics fields are comparatively few. This study explores the self-reported experiences of underrepresented graduate students in the biomedical sciences of a large, midwestern, urban university. Document analysis of…

The Deaf Mentoring Survey: A Community Cultural Wealth Framework for Measuring Mentoring Effectiveness with Underrepresented Students

ERIC Educational Resources Information Center

Braun, Derek C.; Gormally, Cara; Clark, M. Diane

2017-01-01

Disabled individuals, women, and individuals from cultural/ethnic minorities continue to be underrepresented in science, technology, engineering, and mathematics (STEM). Research has shown that mentoring improves retention for underrepresented individuals. However, existing mentoring surveys were developed to assess the majority population, not…

Narrowing the Achievement Gap: A Case Study of One Outperforming Urban School Making A Difference

ERIC Educational Resources Information Center

Garner, Dionne M.

2017-01-01

Despite efforts to positively impact educational outcomes for underrepresented youth, the achievement gap persists in the United States. Underrepresented youth are students representing lower socioeconomic, racial, ethnic, or language minority populations that are underrepresented in higher educational attainment relative to their numbers in the…

Diversity in the American Society of Anesthesiologists Leadership.

PubMed

Toledo, Paloma; Duce, Lorent; Adams, Jerome; Ross, Vernon H; Thompson, Kelli M; Wong, Cynthia A

2017-05-01

Women and minorities are underrepresented in US academic medicine. The Sullivan Commission on Diversity in the Healthcare Workforce emphasized the importance of diverse leadership for reducing health care disparities. The objective of this study was to evaluate the demographics of the American Society of Anesthesiologists leadership. We hypothesized that the percentage of women and underrepresented minorities is less than that of their respective proportions in the general physician workforce. An electronic survey was developed by the authors and mailed to 595 members of the American Society of Anesthesiologists leadership who had valid email addresses, including the members of the 2014 House of Delegates and state society leaders who were not the members of the House of Delegates. Univariate statistics were used to characterize survey responses and the probability distributions were estimated using the binomial distribution. A one-sample t test was used to compare the percentage of women and minorities in the survey pool to that of the corresponding percentages in the general physician workforce (38.0% women and 8.9% minorities), and the US population (51.0% women and 32.0% minorities). The survey response rate was 54%. A total of 21.1% (95% confidence interval: 16.4%-25.7%) of respondents were women and 6.0% (95% confidence interval: 3.3%-8.7%) were minorities. The proportion of women in the American Society of Anesthesiologist leadership was lower than the general medical workforce and the US population (P < .001 for both); the proportion of underrepresented minorities was lower than the US population (P < .001). Women and minorities are underrepresented in the leadership of the American Society of Anesthesiologists. Efforts should be made to increase the diversity of the American Society of Anesthesiologists leadership with the goal of reducing overall anesthesia workforce disparities.

A Phenomenological Study of High School Counselor Advocacy as It Relates to the College Access of Underrepresented Students

ERIC Educational Resources Information Center

Schaeffer, Kelly; Akos, Patrick; Barrow, Jennifer

2010-01-01

Data indicate that minority students, economically disadvantaged students, and first-generation students are underrepresented in four-year colleges. Contemporary models encourage school counselors to act as advocates in their schools while addressing inequities and promoting the college access of underrepresented groups of students. This…

Enhancing Ocean Literacy and Expertise of Diverse Populations via Graduate School Fellowship Opportunities

NASA Astrophysics Data System (ADS)

Mayo, M.; Ithier-Guzman, W.; Pyrtle, A. J.; Betzer, P.; Batson, B.; Bhansali, S.; Greene, B.; Turner, R.

2007-05-01

In 2004, the University of South Florida (USF) was granted by the National Science Foundation a Louis Stokes Alliance for Minority Participation (LSAMP) Bridge to the Doctorate (BD) site award (HRD# 0217675). As part of the Florida-Georgia Louis Stokes Alliance for Minority Participation (FGLSAMP), USF is one of thirteen institutions in an alliance that is dedicated to significantly increasing the number of underrepresented minority students who obtain undergraduate and graduate STEM degrees. The BD program at USF incorporates the goals of FGLSAMP and facilitates the recruitment of underrepresented minorities pursuing careers in the STEM fields at the graduate level. The thematic focus of the FGLSAMP USF BD program is focused on the development and application of biogeochemical sensors for marine, aquatic, environmental, remote sensing and biomedical applications. After recruitment, BD graduate fellowship recipients are provided with NSF-funded financial support for two years, and opportunities to participate in professional development workshops, seminars and short courses, as well as additional financial support to pursue and complete their doctoral studies (beyond the initial two years of NSF BD funding), in a variety of forms, including, but not limited to, Alfred P. Sloan Minority Scholarships, Florida Education Fund's McKnight Doctoral Fellowships, USF College of Graduate Studies Fellowships, USF CMS endowed fellowships, USF CMS research assistantships, and USF CMS teaching assistantships. Collectively, 3 LSAMP BD grants have been awarded at USF to support 56 underrepresented minority fellowship recipients, of which 14 are currently graduate students at the USF College of Marine Science (CMS). Since the arrival of the BD Fellowship program, the graduate community has diversified, showing an increase of over 40% in underrepresented minorities at CMS. The BD program has enhanced the research and learning environment for all CMS students, as well as fostered a nurturing community of underrepresented minority CMS graduate students committed to obtaining their doctoral degrees. As of spring 2007, a total of 4 BD fellowship recipients have obtained marine science master's degrees and are currently pursuing their doctoral degrees in the CMS. In addition, in less than two years, a BD endowment fund of more than $900,000 was established. This fund will provide financial support for at least two minority CMS graduate students in perpetuity! Lastly, in response to an identified need for increased ocean literacy among underrepresented groups, several BD fellowship recipients have engaged in activities designed to "give back" via informal and formal education and outreach opportunities within their native communities.

Finding A Way: Encouraging Underrepresented Groups in Geography. An Annotated Bibliography. Pathways in Geography Series Resource Publication, Title No. 5.

ERIC Educational Resources Information Center

LeVasseur, Michal

This bibliography is intended to begin the process of awareness necessary to encourage young women and racial and ethnic minorities in geography classes across the nation. Women and minority racial and ethnic groups have long been seriously underrepresented in the discipline of geography both in the applied and professional world and in academic…

Emotional expressiveness and avoidance in narratives of unaccompanied refugee minors

PubMed Central

Huemer, Julia; Nelson, Kristin; Karnik, Niranjan; Völkl-Kernstock, Sabine; Seidel, Stefan; Ebner, Nina; Ryst, Erika; Friedrich, Max; Shaw, Richard J.; Realubit, Cassey; Steiner, Hans; Skala, Katrin

2016-01-01

Objective The aim of this study was to examine a cohort of unaccompanied refugee minors (URMs) by means of psycholinguistic methods in order to obtain a more subtle picture of their degree of traumatization. Methods Twenty-eight participants were included in the Stress-Inducing Speech Task (SIST) consisting of a free association (FA) and a stress (STR) condition. Narratives were examined by means of (1) quantitative parameters (word count); (2) psycholinguistic variables (temporal junctures, TJs), narrative structure, referential activity (RA)—a measure of emotional expressivity; and (3) content analysis ratings. Results Word count was significantly lower than in age-matched norms. In the FA condition, TJs were lower, but in the STR condition, rates were comparable. RA was significantly higher in both conditions. Content analysis ratings showed that the experiences described by these youths were potentially traumatic in nature. Conclusions This pattern of narrative shows a mixture of fulfilling the task demand, while containing an emotionally charged narrative. Narrative structure was absent in the FA condition, but preserved in the STR condition, as URMs struggled with the description of non-normative events. This indicates that these youths have not yet emotionally dealt with and fully integrated their trauma experiences. PMID:26955827

ALVA: A Successful Program for Increasing the Number of Minority Undergraduates who Earn Engineering Degrees

PubMed Central

Peterson, Lisa; Pinkham, Scott; Jordan, Cathryne

2010-01-01

A highly successful minority outreach and support program for incoming college freshmen in engineering is described. The University of Washington has been running ALVA (Alliances for Learning and Vision for underrepresented Americans) for 11 years and continuously tracks its participants. Partners in ALVA come from the government, education, and industry. This program targets talented underrepresented minority students and addresses four major hurdles that face minority students in engineering: lack of vision of themselves as an engineer, finances, community, and academic preparation. We will present ALVA as a model that can be duplicated at other colleges and universities. PMID:25242894

The Fisk-Vanderbilt Masters-to-PhD Bridge Program: A Model for Broadening Participation of Underrepresented Groups in the Physical Sciences through Effective Partnerships with Minority-Serving Institutions

ERIC Educational Resources Information Center

Stassun, Keivan Guadalupe; Burger, Arnold; Lange, Sheila Edwards

2010-01-01

We describe the Fisk-Vanderbilt Masters-to-PhD Bridge program as a successful model for effective partnerships with minority-serving institutions toward significantly broadening the participation of underrepresented groups in the physical sciences. The program couples targeted recruitment with active retention strategies, and is built upon a…

Can a Strategic Pipeline Initiative Increase the Number of Women and Underrepresented Minorities in Orthopaedic Surgery?

PubMed

Mason, Bonnie S; Ross, William; Ortega, Gezzer; Chambers, Monique C; Parks, Michael L

2016-09-01

Women and minorities remain underrepresented in orthopaedic surgery. In an attempt to increase the diversity of those entering the physician workforce, Nth Dimensions implemented a targeted pipeline curriculum that includes the Orthopaedic Summer Internship Program. The program exposes medical students to the specialty of orthopaedic surgery and equips students to be competitive applicants to orthopaedic surgery residency programs. The effect of this program on women and underrepresented minority applicants to orthopaedic residencies is highlighted in this article. (1) For women we asked: is completing the Orthopaedic Summer Internship Program associated with higher odds of applying to orthopaedic surgery residency? (2) For underrepresented minorities, is completing the Orthopaedic Summer Internship Program associated with higher odds of applying to orthopaedic residency? Between 2005 and 2012, 118 students completed the Nth Dimensions/American Academy of Orthopaedic Surgeons Orthopaedic Summer Internship Program. The summer internship consisted of an 8-week clinical and research program between the first and second years of medical school and included a series of musculoskeletal lectures, hands-on, practical workshops, presentation of a completed research project, ongoing mentoring, professional development, and counselling through each participant's subsequent years of medical school. In correlation with available national application data, residency application data were obtained for those Orthopaedic Summer Internship Program participants who applied to the match between 2011 through 2014. For these 4 cohort years, we evaluated whether this program was associated with increased odds of applying to orthopaedic surgery residency compared with national controls. For the same four cohorts, we evaluated whether underrepresented minority students who completed the program had increased odds of applying to an orthopaedic surgery residency compared with national controls. Fifty Orthopaedic Summer Internship scholars applied for an orthopaedic residency position. For women, completion of the Orthopaedic Summer Internship was associated with increased odds of applying to orthopaedic surgery residency (after summer internship: nine of 17 [35%]; national controls: 800 of 78,316 [1%]; odds ratio [OR], 51.3; 95% confidence interval [CI], 21.1-122.0; p < 0.001). Similarly, for underrepresented minorities, Orthopaedic Summer Internship completion was also associated with increased odds of orthopaedic applications from 2011 to 2014 (after Orthopaedic Summer Internship: 15 of 48 [31%]; non-Orthopaedic Summer Internship applicants nationally: 782 of 25,676 [3%]; OR, 14.5 [7.3-27.5]; p < 0.001). Completion of the Nth Dimensions Orthopaedic Summer Internship Program has a positive impact on increasing the odds of each student participant applying to an orthopaedic surgery residency program. This program may be a key factor in contributing to the pipeline of women and underrepresented minorities into orthopaedic surgery. Level III, therapeutic study.

Recruitment of minority students to U.S. epidemiology degree programs. The American College of Epidemiology Committee on Minority Affairs.

PubMed

St George, D M; Schoenbach, V J; Reynolds, G H; Nwangwu, J; Adams-Campbell, L

1997-05-01

African-, Hispanic-, and Native Americans are underrepresented in the field of epidemiology including degree programs. As part of the assessment component of its mandate, the American College of Epidemiology Committee on Minority Affairs conducted a survey of minority recruitment activities of U.S. epidemiology degree programs. The survey, containing questions related to marketing activities, institution infrastructure, financial support, academic offerings, and receptive/supportive environment, was mailed to all programs identified in Episource as offering epidemiology degrees. Separate responses were requested concerning activities at the department and school levels. Fifty-two completed questionnaires were received (response rate of 79%). All but two institutions had at least one activity conducted by either the department or the school. However, all activities were more common at the school- than at the department-level. Indeed, some activities [a written minority student recruitment plan (6% of departments and 52% of schools), personnel with minority recruitment responsibilities (4% of departments and 73% of schools)] were almost exclusively school-sponsored. Although marketing-type activities were the most common minority recruitment tool used by departments, only 21% made visits to minority schools, 17% visited other colleges specifically to recruit minorities, and 12% produced materials targeted to ethnic/racial minorities. Six percent of the departments and 19% of the schools offered financial support (grants, fellowships, scholarships) to almost all underrepresented minority students. Even though individual epidemiology degree programs may not see a need for general recruitment activities in order to maintain the size of their applicant pool, minority-specific recruitment activities should be undertaken to enhance and diversify that pool. We recommend that epidemiology departments develop, adopt, and implement comprehensive written plans for the recruitment of underrepresented minority students into their programs.

The Ulysses Reference Mission (URM); Proceedings of the EUROAVIA Design Workshop, Friedrichshafen, Federal Republic of Germany, Apr. 8-19, 1991

NASA Astrophysics Data System (ADS)

The present design symposium on the Ulysses Reference Mission (URM) provides data on the feasibility of the URM with particular attention given to reference data for Ulysses in the ecliptic plane as it passes the southern and northern pole areas of the sun. Specific issues addressed during the design workshop include the scientific objectives of the URM, the elements of the URM payload, the configuration and structural elements of the spacecraft, thermal control requirements and considerations, a system-engineering analysis, and the scientific subsystems of the URM. Also examined are the solar array and battery package, power control and distribution, technology considerations for the transmission of telemetric data, and a functional analysis of the URM on-board data-handling equipment. The description of the workshop concludes by noting that design studies are required to establish the moment of inertia and center of gravity of the URM spacecraft as well as specific mission parameters.

Current Status of Gender and Racial/Ethnic Disparities Among Academic Emergency Medicine Physicians.

PubMed

Madsen, Tracy E; Linden, Judith A; Rounds, Kirsten; Hsieh, Yu-Hsiang; Lopez, Bernard L; Boatright, Dowin; Garg, Nidhi; Heron, Sheryl L; Jameson, Amy; Kass, Dara; Lall, Michelle D; Melendez, Ashley M; Scheulen, James J; Sethuraman, Kinjal N; Westafer, Lauren M; Safdar, Basmah

2017-10-01

A 2010 survey identified disparities in salaries by gender and underrepresented minorities (URM). With an increase in the emergency medicine (EM) workforce since, we aimed to 1) describe the current status of academic EM workforce by gender, race, and rank and 2) evaluate if disparities still exist in salary or rank by gender. Information on demographics, rank, clinical commitment, and base and total annual salary for full-time faculty members in U.S. academic emergency departments were collected in 2015 via the Academy of Administrators in Academic Emergency Medicine (AAAEM) Salary Survey. Multiple linear regression was used to compare salary by gender while controlling for confounders. Response rate was 47% (47/101), yielding data on 1,371 full-time faculty: 33% women, 78% white, 4% black, 5% Asian, 3% Asian Indian, 4% other, and 7% unknown race. Comparing white race to nonwhite, 62% versus 69% were instructor/assistant, 23% versus 20% were associate, and 15% versus 10% were full professors. Comparing women to men, 74% versus 59% were instructor/assistant, 19% versus 24% were associate, and 7% versus 17% were full professors. Of 113 chair/vice-chair positions, only 15% were women, and 18% were nonwhite. Women were more often fellowship trained (37% vs. 31%), less often core faculty (59% vs. 64%), with fewer administrative roles (47% vs. 57%; all p < 0.05) but worked similar clinical hours (mean ± SD = 1,069 ± 371 hours vs. 1,051 ± 393 hours). Mean overall salary was $278,631 (SD ± $68,003). The mean (±SD) salary of women was $19,418 (±$3,736) less than men (p < 0.001), even after adjusting for race, region, rank, years of experience, clinical hours, core faculty status, administrative roles, board certification, and fellowship training. In 2015, disparities in salary and rank persist among full-time U.S. academic EM faculty. There were gender and URM disparities in rank and leadership positions. Women earned less than men regardless of rank, clinical hours, or training. Future efforts should focus on evaluating salary data by race and developing systemwide practices to eliminate disparities. © 2017 by the Society for Academic Emergency Medicine.

Strategies for Improving Diversity at Bell Labs, Lucent Technologies

NASA Astrophysics Data System (ADS)

Murray, Cherry A.

2001-03-01

Over the last quarter century, top management in Bell Labs Research has initiated efforts to train, recruit, and encourage underrepresented minorities into science and engineering positions, and in hiring and retaining underrepresented minority scientists and engineers. I will give some historical background of some of the programs which have worked over the years and some of the new programs in recruiting, mentoring and career planning that we have recently initiated in order to better create a workplace that is accepting and even welcoming of diversity.

Minorities and Women and Honors Education.

ERIC Educational Resources Information Center

Harvey, Maria Luisa Alvarez

1986-01-01

Although honors education can be a key to the liberation of women and minorities, both groups continue to be underrepresented, perhaps because bright women and minority students are uncomfortable displaying their talents and adding pressure in an already stressful situation. (MSE)

Recruitment of Underrepresented Minority Researchers into HIV Prevention Research: The HIV Prevention Trials Network Scholars Program

PubMed Central

Hamilton, Erica L.; Griffith, Sam B.; Jennings, Larissa; Dyer, Typhanye V.; Mayer, Kenneth; Wheeler, Darrell

2018-01-01

Abstract Most U.S. investigators in the HIV Prevention Trials Network (HPTN) have been of majority race/ethnicity and sexual orientation. Research participants, in contrast, have been disproportionately from racial/ethnic minorities and men who have sex with men (MSM), reflecting the U.S. epidemic. We initiated and subsequently evaluated the HPTN Scholars Program that mentors early career investigators from underrepresented minority groups. Scholars were affiliated with the HPTN for 12–18 months, mentored by a senior researcher to analyze HPTN study data. Participation in scientific committees, trainings, protocol teams, and advisory groups was facilitated, followed by evaluative exit surveys. Twenty-six trainees have produced 17 peer-reviewed articles to date. Research topics typically explored health disparities and HIV prevention among black and Hispanic MSM and at-risk black women. Most scholars (81% in the first five cohorts) continued HIV research after program completion. Alumni reported program-related career benefits and subsequent funding successes. Their feedback also suggested that we must improve the scholars' abilities to engage new research protocols that are developed within the network. Mentored engagement can nurture the professional development of young researchers from racial/ethnic and sexual minority communities. Minority scientists can benefit from training and mentoring within research consortia, whereas the network research benefits from perspectives of underrepresented minority scientists. PMID:29145745

Promoting careers in health care for urban youth: What students, parents and educators can teach us

PubMed Central

Holden, Lynne; Rumala, Bernice; Carson, Patricia; Siegel, Elliot

2014-01-01

There are many obstacles that urban youth experience in pursuing health careers, but the benefits of diversifying the classroom and workforce are clear. This is especially true today as educators and policymakers seek to enhance underrepresented minority students’ access to health careers, and also achieve the health workforce needed to support the Affordable Care Act. The creation of student pipeline programs began more than 40 years ago, but success has been equivocal. In 2008, Mentoring in Medicine (MIM) conducted a research project to identify how students learn about health careers; develop strategies for an integrated, experiential learning program that encourages underrepresented minority students to pursue careers in health; and translate these into best practices for supporting students through their entire preparatory journey. Six focus groups were conducted with educators, students, and their parents. The inclusion of parents was unusual in studies of this kind. The outcome yielded important and surprising differences between student and parent knowledge, attitudes and beliefs. They informed our understanding of the factors that motivate and deter underrepresented minority students to pursue careers in health care. Specific programmatic strategies emerged that found their place in the subsequent development of new MIM programming that falls into the following three categories: community-based, school-based and Internet based. Best practices derived from these MIM programs are summarized and offered for consideration by other health career education program developers targeting underrepresented minority students, particularly those located in urban settings. PMID:25580044

Promoting careers in health care for urban youth: What students, parents and educators can teach us.

PubMed

Holden, Lynne; Rumala, Bernice; Carson, Patricia; Siegel, Elliot

2014-01-01

There are many obstacles that urban youth experience in pursuing health careers, but the benefits of diversifying the classroom and workforce are clear. This is especially true today as educators and policymakers seek to enhance underrepresented minority students' access to health careers, and also achieve the health workforce needed to support the Affordable Care Act. The creation of student pipeline programs began more than 40 years ago, but success has been equivocal. In 2008, Mentoring in Medicine (MIM) conducted a research project to identify how students learn about health careers; develop strategies for an integrated, experiential learning program that encourages underrepresented minority students to pursue careers in health; and translate these into best practices for supporting students through their entire preparatory journey. Six focus groups were conducted with educators, students, and their parents. The inclusion of parents was unusual in studies of this kind. The outcome yielded important and surprising differences between student and parent knowledge, attitudes and beliefs. They informed our understanding of the factors that motivate and deter underrepresented minority students to pursue careers in health care. Specific programmatic strategies emerged that found their place in the subsequent development of new MIM programming that falls into the following three categories: community-based, school-based and Internet based. Best practices derived from these MIM programs are summarized and offered for consideration by other health career education program developers targeting underrepresented minority students, particularly those located in urban settings.

Biotreatment of textile effluent in static bioreactor by Curvularia lunata URM 6179 and Phanerochaete chrysosporium URM 6181.

PubMed

Miranda, Rita de Cássia M de; Gomes, Edelvio de Barros; Pereira, Nei; Marin-Morales, Maria Aparecida; Machado, Katia Maria Gomes; Gusmão, Norma Buarque de

2013-08-01

Investigations on biodegradation of textile effluent by filamentous fungi strains Curvularia lunata URM 6179 and Phanerochaete chrysosporium URM 6181 were performed in static bioreactors under aerated and non-aerated conditions. Spectrophotometric, HPLC/UV and LC-MS/MS analysis were performed as for to confirm, respectively, decolourisation, biodegradation and identity of compounds in the effluent. Enzymatic assays revealed higher production of enzymes laccase (Lac), lignin peroxidase (LiP) and manganese-dependent peroxidase (MnP) by P. chrysosporium URM 6181 in aerated bioreactor (2020; 39 and 392 U/l, respectively). Both strains decolourised completely the effluent after ten days and biodegradation of the most predominant indigo dye was superior in aerated bioreactor (96%). Effluent treated by P. chrysosporium URM 6181 accumulated a mutagenic metabolite derived from indigo. The C. lunata URM 6179 strain, showed to be more successful for assure the environmental quality of treated effluent. These systems were found very effective for efficient fungal treatment of textile effluent. Copyright © 2013 Elsevier Ltd. All rights reserved.

AstroCom NYC: A Partnership to Support Underrepresented Minorities in Astronomy and Astrophysics Research and Education

NASA Astrophysics Data System (ADS)

Ford, K. E. Saavik; Paglione, Timothy; Robbins, Dennis; Mac Low, Mordecai-Mark; Agueros, Marcel A.

2015-01-01

AstroCom NYC is an NSF-funded partnership between astronomers at The City University of New York (CUNY), The American Museum of Natural History (AMNH) and Columbia University, designed to increase recruitment and retention of underrepresented minorities in astronomy and astrophysics. I will discuss the major program elements, including: recruitment, student selection, a 'Methods of Scientific Research' (MSR) course, summer research experience and ongoing structured mentoring. I will also discuss how the programs are integrated into each institution and present progress updates from our first two years.

Extended Education's Role: Facilitating Higher Education to Historically Underrepresented Groups

ERIC Educational Resources Information Center

Moore, Scott D.; Statham, Russel D.; Zelezny, Lynnette

2013-01-01

Extended Education, the home for outreach and access, is an often overlooked resource for accomplishing the university's mission. This article focuses on the role Extended Education has played in serving underrepresented minority groups in the California Central Valley. Through both description and analytical review of data generated from the…

34 CFR 367.22 - What selection criteria does the Secretary use?

Code of Federal Regulations, 2010 CFR

2010-07-01

... eligible project participants who are members of groups that have been traditionally under-represented, including members of racial or ethnic minority groups; and (7) The extent to which the plan of operation and... who are members of groups that have been traditionally under-represented, including— (A) Members of...

Macrosystem Analysis of Programs and Strategies to Increase Underrepresented Populations in the Geosciences

ERIC Educational Resources Information Center

Wolfe, Benjamin A.; Riggs, Eric M.

2017-01-01

Meeting the future demand for a qualified geoscience workforce will require efforts to increase recruitment, retention, and graduation of an increasingly diverse student body. Doing this successfully requires renewed attention to the needs and characteristics of underrepresented students, which include ethnic and cultural minorities, women, and…

Enhancing Gifted Education for Underrepresented Students: Promising Recruitment and Programming Strategies

ERIC Educational Resources Information Center

Ecker-Lyster, Meghan; Niileksela, Christopher

2017-01-01

For decades, our educational system has been criticized for the limited recruitment and retention of minority students in gifted education programs. Unfortunately, relatively little progress has been made to alleviate these concerns. An examination of the literature on gifted education for underrepresented students reveals a dearth of information…

Encouraging Minority Undergraduates to Choose Science Careers: Career Paths Survey Results

ERIC Educational Resources Information Center

Villarejo, Merna; Barlow, Amy E. L.; Kogan, Deborah; Veazey, Brian D.; Sweeney, Jennifer K.

2008-01-01

To explore the reasons for the dearth of minorities in Ph.D.-level biomedical research and identify opportunities to increase minority participation, we surveyed high-achieving alumni of an undergraduate biology enrichment program for underrepresented minorities. Respondents were asked to describe their career paths and to reflect on the…

External and Internal Barriers to Studying Can Affect Student Success and Retention in a Diverse Classroom.

PubMed

Clement, Laurence

2016-12-01

Although a majority of under-represented minority (URM) students begin their postsecondary education at community colleges, little is known about barriers to success and retention for transfer-bound science students. This study focuses on some of the barriers that affect these students' ability to study adequately for a community college "gateway" course. It tests whether instructors' expectations of study time were realistic for community college students and whether students reported facing external barriers, such as job and family responsibilities, or internal barriers to studying, such as lack of motivational, cognitive, and metacognitive abilities, all of which have been shown to impact academic success and retention. It also tests whether students who faced such barriers were less likely to succeed in and complete the course, as well as whether time spent studying was related to course success. The findings reported here show that community college students do not have enough available time to study and that external and internal barriers are both prevalent among these students. In addition, students who faced such barriers are more likely to fail or drop the class. Results also show that study time is positively correlated with retention, but not performance, as well as with some motivational, cognitive, and metacognitive dimensions of self-regulated learning. These findings lead to new questions, including whether student success in a community college class is associated with the use of cognitive and metacognitive learning strategies for students with no prior degrees, and whether increased course structure may improve success for college students with lower self-regulated abilities.

External and Internal Barriers to Studying Can Affect Student Success and Retention in a Diverse Classroom

PubMed Central

Clement, Laurence

2016-01-01

Although a majority of under-represented minority (URM) students begin their postsecondary education at community colleges, little is known about barriers to success and retention for transfer-bound science students. This study focuses on some of the barriers that affect these students’ ability to study adequately for a community college “gateway” course. It tests whether instructors’ expectations of study time were realistic for community college students and whether students reported facing external barriers, such as job and family responsibilities, or internal barriers to studying, such as lack of motivational, cognitive, and metacognitive abilities, all of which have been shown to impact academic success and retention. It also tests whether students who faced such barriers were less likely to succeed in and complete the course, as well as whether time spent studying was related to course success. The findings reported here show that community college students do not have enough available time to study and that external and internal barriers are both prevalent among these students. In addition, students who faced such barriers are more likely to fail or drop the class. Results also show that study time is positively correlated with retention, but not performance, as well as with some motivational, cognitive, and metacognitive dimensions of self-regulated learning. These findings lead to new questions, including whether student success in a community college class is associated with the use of cognitive and metacognitive learning strategies for students with no prior degrees, and whether increased course structure may improve success for college students with lower self-regulated abilities. PMID:28101261

The impact of testing accommodations on MCAT scores: descriptive results.

PubMed

Julian, Ellen R; Ingersoll, Deborah J; Etienne, Patricia M; Hilger, Anthony E

2004-04-01

Medical College Admission Test (MCAT) examinees with disabilities who receive accommodations receive flagged scores indicating nonstandard administration. This report compares MCAT examinees who received accommodations and their performances with standard examinees. Aggregate history records of all 1994-2000 MCAT examinees were identified as flagged (2,401) or standard (297,880), then further sorted by race/ethnicity (broadly identified as underrepresented minority and non-URM, at the time of testing) and gender. Those with flagged scores were also classified by disability (LD = learning disability, ADHD = attention deficit hyperactivity disorder, LD/ADHD = learning disability and attention deficit hyperactivity disorder, and Other = other disability) and type of accommodation. Mean MCAT scores were calculated for all groups. A group of 866 examinees took the MCAT first as a standard administration and subsequently with accommodations. In a separate analysis, their two sets of scores were compared. Less than 1% of examinees (2,401) had accommodations; of these, 55% were LD, 17% ADHD, 5% LD/ADHD, and 23% Other. Extended time was the most frequently provided accommodation. Mean flagged scores slightly exceeded mean standard scores on all MCAT sections. Examinees who retook the MCAT with accommodations after a standard administration increased their scores by six points, quadrupling the average gain Standard-Standard retest cohort from another study. The small but statistically significant different higher flagged scores may reflect either appropriate compensation or overly generous accommodations. Extended time had a positive impact on the scores of those who retested with this accommodation. The validity the flagged MCAT in predicting success in medical school is not known, and further investigation is underway.

Minorities Are Disproportionately Underrepresented in Special Education

ERIC Educational Resources Information Center

Morgan, Paul L.; Farkas, George; Hillemeier, Marianne M.; Mattison, Richard; Maczuga, Steve; Li, Hui; Cook, Michael

2015-01-01

We investigated whether minority children attending U.S. elementary and middle schools are disproportionately represented in special education. We did so using hazard modeling of multiyear longitudinal data and extensive covariate adjustment for potential child-, family-, and state-level confounds. Minority children were consistently less likely…

Motivation and career outcomes of a precollege life science experience for underrepresented minorities

NASA Astrophysics Data System (ADS)

Ortega, Robbie Ray

Minorities continue to be underrepresented in professional science careers. In order to make Science, Technology, Engineering, and Mathematics (STEM) careers more accessible for underrepresented minorities, informal science programs must be utilized to assist in developing interest in STEM for minority youth. In addition to developing interest in science, informal programs must help develop interpersonal skills and leadership skills of youth, which allow youth to develop discrete social behaviors while creating positive and supportive communities thus making science more practical in their lives. This study was based on the premise that introducing underrepresented youth to the agricultural and life sciences through an integrated precollege experience of leadership development with university faculty, scientist, and staff would help increase youths' interest in science, while also increasing their interest to pursue a STEM-related career. Utilizing a precollege life science experience for underrepresented minorities, known as the Ag Discovery Camp, 33 middle school aged youth were brought to the Purdue University campus to participate in an experience that integrated a leadership development program with an informal science education program in the context of agriculture. The week-long program introduced youth to fields of agriculture in engineering, plant sciences, food sciences, and entomology. The purpose of the study was to describe short-term and intermediate student outcomes in regards to participants' interests in career activities, science self-efficacy, and career intentions. Youth were not interested in agricultural activities immediately following the precollege experience. However, one year after the precollege experience, youth expressed they were more aware of agriculture and would consider agricultural careers if their first career choice did not work out for them. Results also showed that the youth who participated in the precollege experience were self-efficacious to learn science, and they were self-efficacious to learn science one year after the precollege experience. Youth reported they did not develop interpersonal and leadership skills during the precollege experience, yet they said the interpersonal and leadership skills were useful throughout the following year after the precollege experience. Participants were interested in science careers, and their career plans did not change after the precollege experience.

Outreach to Underrepresented Groups in Plasma Physics

NASA Astrophysics Data System (ADS)

Dominguez, A.; Zwicker, A.; Ortiz, D.; Greco, S. L.

2017-10-01

Physics, and specifically plasma physics, has a recruitment and retention problem for women and historically underrepresented minorities at all levels of their academic careers. For example, women make up approximately 8% of the APS-DPP membership while making up 13% of APS membership at large. In this presentation, we describe outreach activities we have undertaken targeting retention of these groups after their undergraduate careers. These include: Targeted recruitment visits for undergraduate research internships, as well as plasma physics workshops aimed at undergraduate women in physics, faculty members of minority serving institutions, and underrepresented undergraduates. After the first year of implementation, we have already seen results, including students reached through these programs participating in SULI undergraduate internships at PPPL. This work was support by a Grant from the DOE Office of Workforce Development for Teachers and Scientists (WDTS).

Increasing Diversity at the PhD Level in Astronomy: The Fisk-Vanderbilt Masters-to-PhD Bridge Program

NASA Astrophysics Data System (ADS)

Stassun, Keivan; Holley-Bockelmann, K.; Berlind, A. A.

2013-01-01

We briefly review the current status of underrepresented minorities in the physical sciences: The underrepresentation of Black-, Hispanic-, and Native-Americans is an order of magnitude problem. We then describe the Fisk-Vanderbilt Masters-to-PhD Bridge program as a successful model for effective partnerships with minority-serving institutions toward addressing this problem. Since 2004 the program has admitted 60 students, 54 of them underrepresented minorities (60% female), with a retention rate of 92%. The program leads the nation in master’s degrees in physics for African Americans, is one of the top ten producers of physics master’s degrees among all US citizens in general, and has become the nation’s top producer of underrepresented minority PhDs in physics, astronomy, and materials science. We summarize the main features of the program including two of its core strategies: (1) partnering a minority-serving institution and a major research university through collaborative research, and (2) using the master’s degree as a deliberate stepping stone to the PhD. We also specifically discuss one of the emerging core theories of the program: the concept of properly identifying students with 'unrealized or unrecognized potential'. We discuss our methods to recognize and select for unrealized potential during the admissions process, and how we cultivate that unrealized potential toward development of successful scientists and leaders.

The Establishment of Minority Affairs Offices in Schools of Dentistry: Pros and Cons.

ERIC Educational Resources Information Center

Ballard, Billy R.

2003-01-01

Discusses the establishment of Minority Affairs Offices in dental schools, which follow the American Association of Medical Colleges' model as one method of addressing the declining enrollment and compounding oral health disparities of underrepresented minorities--African Americans, Hispanics, and Native Americans. (EV)

An Initiative to Broaden Diversity in Undergraduate Biomathematics Training

PubMed Central

Chen, Mingxiang; White, Catherine; Clemence, Dominic; Redd, Thomas; Kelkar, Vinaya

2010-01-01

At North Carolina A&T State University (NCATSU), there was a critical need to better coordinate genuine research and classroom experiences for undergraduates early in their academic career. We describe the development and implementation of a faculty alliance across academic departments to increase biomathematics research opportunities for underrepresented minorities. Our faculty alliance is called the Integrative Biomathematical Learning and Empowerment Network for Diversity (iBLEND). The fundamental purpose of the iBLEND alliance was to inspire underrepresented minorities to pursue research careers by increasing the visibility of research conducted at the interface of mathematics and biology at NCATSU. Because of the many positive impacts, iBLEND gained significant buy-in from administration, faculty, and students by 1) working from the ground up with administration to promote campus-wide biomathematics research and training, 2) fostering associations between research and regular undergraduate academic courses, 3) creating and disseminating biomathematics teaching and learning modules, and 4) enhancing learning community support at the interface of mathematics and biology. Currently, iBLEND is viewed as a productive site for graduate schools to recruit underrepresented minority students having specific competencies related to mathematical biology. PMID:20810956

The Characteristics and Experiences of Successful Undergraduate Latina Students Who Persist in Engineering

ERIC Educational Resources Information Center

Robinson, Carrie

2012-01-01

Females and underrepresented ethnic minorities earn a small percentage of engineering and computer science bachelor's degrees awarded in the United States, earn an even smaller proportion of master's and doctoral degrees, and are underrepresented in the engineering workforce (Engineering Workforce Commission, [2006], as cited in National Science…

Students with Disabilities Choosing Science Technology Engineering and Math (STEM) Majors in Postsecondary Institutions

ERIC Educational Resources Information Center

Lee, Ahlam

2014-01-01

Many science, technology, engineering and math (STEM) studies have focused on issues related to underrepresented groups' participation in STEM disciplines. Most of these studies have targeted women and individuals from racial minorities as the underrepresented groups of interest, while little attention has been paid to people with disabilities.…

Diversity Matters in Academic Radiology: Acknowledging and Addressing Unconscious Bias.

PubMed

Allen, Brenda J; Garg, Kavita

2016-12-01

To meet challenges related to changing demographics, and to optimize the promise of diversity, radiologists must bridge the gap between numbers of women and historically underrepresented minorities in radiology and radiation oncology as contrasted with other medical specialties. Research reveals multiple ways that women and underrepresented minorities can benefit radiology education, research, and practice. To achieve those benefits, promising practices promote developing and implementing strategies that support diversity as an institutional priority and cultivate shared responsibility among all members to create inclusive learning and workplace environments. Strategies also include providing professional development to empower and equip members to accomplish diversity-related goals. Among topics for professional development about diversity, unconscious bias has shown positive results. Unconscious bias refers to ways humans unknowingly draw upon assumptions about individuals and groups to make decisions about them. Researchers have documented unconscious bias in a variety of contexts and professions, including health care, in which they have studied differential treatment, diagnosis, prescribed care, patient well-being and compliance, physician-patient interactions, clinical decision making, and medical school education. These studies demonstrate unfavorable impacts on members of underrepresented groups and women. Learning about and striving to counteract unconscious bias points to promising practices for increasing the numbers of women and underrepresented minorities in the radiology and radiation oncology workforce. Copyright © 2016 American College of Radiology. Published by Elsevier Inc. All rights reserved.

NIH Minority Programs.

ERIC Educational Resources Information Center

National Institutes of Health (DHHS), Bethesda, MD.

This publication contains brief descriptions of National Institutes of Health programs for underrepresented minorities, including fellowships, programs for high school students, graduate research assistantships, postdoctoral training, and programs for college students. The publication provides a description of each program, eligibility…

Toward a Model of Social Influence that Explains Minority Student Integration into the Scientific Community

ERIC Educational Resources Information Center

Estrada, Mica; Woodcock, Anna; Hernandez, Paul R.; Schultz, P. Wesley

2011-01-01

Students from several ethnic minority groups are underrepresented in the sciences, indicating that minority students more frequently drop out of the scientific career path than nonminority students. Viewed from a perspective of social influence, this pattern suggests that minority students do not integrate into the scientific community at the same…

The Deaf Mentoring Survey: A Community Cultural Wealth Framework for Measuring Mentoring Effectiveness with Underrepresented Students

PubMed Central

Braun, Derek C.; Gormally, Cara; Clark, M. Diane

2017-01-01

Disabled individuals, women, and individuals from cultural/ethnic minorities continue to be underrepresented in science, technology, engineering, and mathematics (STEM). Research has shown that mentoring improves retention for underrepresented individuals. However, existing mentoring surveys were developed to assess the majority population, not underrepresented individuals. We describe the development of a next-generation mentoring survey built upon capital theory and critical race theory. It emphasizes community cultural wealth, thought to be instrumental to the success of individuals from minority communities. Our survey targets relationships between deaf mentees and their research mentors and includes Deaf community cultural wealth. From our results, we identified four segregating factors: Being a Scientist, which incorporated the traditional capitals; Deaf Community Capital; Asking for Accommodations; and Communication Access. Being a Scientist scores did not vary among the mentor and mentee variables that we tested. However, Deaf Community Capital, Asking for Accommodations, and Communication Access were highest when a deaf mentee was paired with a mentor who was either deaf or familiar with the Deaf community, indicating that cultural competency training should improve these aspects of mentoring for deaf mentees. This theoretical framework and survey will be useful for assessing mentoring relationships with deaf students and could be adapted for other underrepresented groups. PMID:28188283

Building on the Success of Increasing Diversity in the Geosciences: A Bridging Program From Middle School to College

NASA Astrophysics Data System (ADS)

Kovacs, T.; Robinson, D.; Suleiman, A.; Maggi, B.

2004-12-01

A bridging program to increase the diversity in the geosciences was created at Hampton University (HU) to inspire underrepresented minorities to pursue an educational path that advances them towards careers in the geosciences. Three objectives were met to achieve this goal. First, we inspired a diverse population of middle and high school students outside of the classroom by providing an after school geoscience club, a middle school geoscience summer enrichment camp, and a research/mentorship program for high school students. Second, we helped fill the need for geoscience curriculum content requested of science teachers who work primarily with underrepresented middle school populations by providing a professional development workshop at HU led by geoscience professors, teachers, and science educators. Third, we built on the successful atmospheric sciences research and active Ph.D. program by developing our geoscience curriculum including the formation of a new space, earth, and atmospheric sciences minor. All workshops, camps, and clubs have been full or nearly full each year despite restrictions on participants repeating any of the programs. The new minor has 11 registered undergraduates and the total number of students in these classes has been increasing. Participants of all programs gave the quality of the program good ratings and participant perceptions and knowledge improved throughout the programs based on pre-, formative, and summative assessments. The ultimate goal is to increase the number of degrees granted to underrepresented minorities in the geosciences. We have built a solid foundation with our minor that prepares students for graduate degrees in the geosciences and offer a graduate degree in physics with a concentration in the atmospheric sciences. However, it's from the geoscience pipeline that students will come into our academic programs. We expect to continue to develop these formal and informal education programs to increase our reputation and utilize the network of schools with which we have built relationships to recruit underrepresented minority students into our academic programs. We also plan to continue to enhance our undergraduate minor and graduate degree programs to build a self-sustaining graduate degree-granting program in the geosciences.

Creating an Environment for Diversity in Dental Schools: One School's Approach.

ERIC Educational Resources Information Center

Formicola, Allan J.; Klyvert, Marlene; McIntosh, James; Thompson, Albert; Davis, Martin; Cangialosi, Thomas

2003-01-01

Describes how the Columbia University School of Dental and Oral Surgery strives to admit more underrepresented minority students. Discusses its D.D.S. minority admissions program, postdoctoral minority admissions program, Science and Technology Entry Program (STEP) for middle and high school students, and "zero" tuition dental assisting…

Minorities in Medicine: A Guide for Premedical Students.

ERIC Educational Resources Information Center

California State Dept. of Health, Sacramento.

This booklet explains the need for more physicians from underrepresented minority groups and guides the minority student considering a medical career in preparing for and gaining admission to a medical school. Organized in nine sections, the book first introduces the Health Professions Career Opportunity Program and its services which work to…

Distinctives of High Producers of Minority Science and Engineering Doctoral Starts.

ERIC Educational Resources Information Center

Brazziel, William F.; Brazziel, Marian E.

This study examined the distinctive characteristics of colleges and universities shown to be exceptionally successful in sending underrepresented minorities on to doctoral study in science and engineering. The minorities referred to include Indian, Hispanic, and Black Americans. Primary data for the study were generated by the National Research…

Bioremediation Education Science and Technology (BEST) Program Annual Report 1999

DOE Office of Scientific and Technical Information (OSTI.GOV)

Hazen, Terry C.

2000-07-01

The Bioremediation, Education, Science and Technology (BEST) partnership provides a sustainable and contemporary approach to developing new bioremedial technologies for US Department of Defense (DoD) priority contaminants while increasing the representation of underrepresented minorities and women in an exciting new biotechnical field. This comprehensive and innovative bioremediation education program provides under-represented groups with a cross-disciplinary bioremediation cirruculum and financial support, coupled with relevant training experiences at advanced research laboratories and field sites. These programs are designed to provide a stream of highly trained minority and women professionals to meet national environmental needs.

Women and minorities in orthopaedic residency programs.

PubMed

Templeton, Kimberly; Wood, V Jamaica; Haynes, Richard

2007-01-01

Women and underrepresented minorities make up smaller proportions of orthopaedic residency programs than their numbers in medical school would predict, according to our evaluation of self-reported orthopaedic residency data from 1998 and 2001, as well as information on medical students published in 2002. Based on race, ethnicity, and sex, comparisons were made between students entering and graduating from medical school and those in orthopaedic residency programs. With few exceptions, the percentages of women and underrepresented minorities were statistically significantly lower among those training in orthopaedic residency programs compared with those same groups entering and graduating from medical school. The percentage of women and minorities in orthopaedic residency programs remained constant between 1998 and 2001. Further study is necessary to determine whether fewer students of color and women apply to orthopaedic residency programs because of lack of interest, lack of appropriate mentoring and role models, or other factors.

Participation in a Professional Association's Annual National Conference: A Phenomenological Inquiry into the Perceptions of Underrepresented Educational Leadership Faculty

ERIC Educational Resources Information Center

MacLean, William Patrick

2010-01-01

Researchers have noted the persistent challenges that underrepresented faculty still encounter in higher education. For example, female and ethnic minority faculty members continue to experience barriers in achieving tenure and promotion. In spite of efforts to increase their presence and visibility, structural barriers account for the continued…

Under-representation of racial minorities in prostate cancer studies submitted to the US Food and Drug Administration to support potential marketing approval, 1993-2013.

PubMed

Wissing, Michel D; Kluetz, Paul G; Ning, Yang-Min; Bull, Jonca; Merenda, Christine; Murgo, Anthony J; Pazdur, Richard

2014-10-01

US Food and Drug Administration (FDA) approval of new drugs depends on results from clinical trials that must be generalized to the US population. However, racial minorities are frequently under-represented in clinical studies. The enrollment of racial minorities was compared in key clinical studies submitted to the FDA in the last 10 years in support of potential marketing approval for prostate cancer (PCa) prevention or treatment. Patient demographic data were obtained from archival data sets of large registration trials submitted to the FDA to support proposed PCa indications. Six countries/regions were analyzed: the United States, Canada, Australia, Europe, the United Kingdom, and Eastern Europe. Background racial demographics were collected from national census data. Seventeen key PCa clinical trials were analyzed. These trials were conducted in the past 20 years, comprising 39,574 patients with known racial information. Most patients were enrolled in the United States, but there appeared to be a trend toward increased non-US enrollment over time. In all countries, racial minorities were generally under-represented. There was no significant improvement in racial minority enrollment over time. The United States enrolled the largest nonwhite population (7.1%). Over the past 20 years, racial minorities were consistently under-represented in key PCa trials. There is a need for effective measures that will improve enrollment of racial minorities. With increased global enrollment, drug developers should aim to recruit a patient population that resembles the racial demographics of the patient population to which drug use will be generalized upon approval. © 2014 American Cancer Society.

Impact of a mentored student clerkship on underrepresented minority diversity in otolaryngology-head and neck surgery.

PubMed

Nellis, Jason C; Eisele, David W; Francis, Howard W; Hillel, Alexander T; Lin, Sandra Y

2016-12-01

To describe the impact of a mentored clerkship initiative on underrepresented minority medical students interested in otolaryngology-head and neck surgery (OHNS). Prospective observational study. An outreach effort to recruit underrepresented minority students was initiated in 2008, consisting of either a 3-month research clerkship or a 1-month clinical rotation. Financial assistance and faculty mentorship was provided for students. Upon conclusion of the clerkship, students completed a post-clerkship evaluation form. Students were followed regarding residency applications, match status, and publications. Evaluations were compiled and analyzed. The number of publications resulting from interaction with faculty mentors was calculated. Fifteen students participated in the clerkship from 11 medical schools. Of those, 10 students participated in the clinical clerkship, four in the research clerkship, and one in both clerkships. Evaluation (5-point Likert scale) average scores and comments revealed high student satisfaction with the rotations (4.85), provided individual mentorship (4.85), and provided exposure to academic medicine (4.92). Participants indicated the rotation favorably impacted their decision to apply for OHNS residency training and increased their interest in academic medicine. The participants had an average number of 1.7 publications, with 1.18 publications in OHNS journals. Six publications resulted from direct interaction between students and faculty during the clerkship. Seven students applied for OHNS residency programs, and six matched successfully. Mentored clerkships for underrepresented minority medical students increases interest in applying to OHNS residency training programs and is a successful approach to increasing physician diversity. It provides a pathway to expand research opportunities and increase student interest in academic medicine. NA Laryngoscope, 126:2684-2688, 2016. © 2016 The American Laryngological, Rhinological and Otological Society, Inc.

Minority Achievement Gaps in STEM: Findings of a Longitudinal Study of Project Excite

ERIC Educational Resources Information Center

Olszewski-Kubilius, Paula; Steenbergen-Hu, Saiying; Thomson, Dana; Rosen, Rhoda

2017-01-01

This longitudinal study examined the outcomes of Project Excite on reducing minority students' achievement gaps in STEM over 14 years. Project Excite was designed to provide intensive supplemental enrichment and accelerated programming for high-potential, underrepresented minority students from third through eighth grades to better prepare them…

Racial/Ethnic Minority Undergraduate Psychology Majors' Perceptions about School Psychology: Implications for Minority Recruitment

ERIC Educational Resources Information Center

Bocanegra, Joel O.; Newell, Markeda L.; Gubi, Aaron A.

2016-01-01

Racial and ethnic minorities are underrepresented within school psychology. Increased racial/ethnic diversity within university training programs has been shown to reduce prejudices and anxiety within students while increasing empathy for other racial/ethnic groups. The reduction of prejudices and anxiety and increased empathy for racial/ethnic…

Opportunity Knocks: Pipeline Programs Offer Minority Students a Path to Dentistry

ERIC Educational Resources Information Center

Fauteux, Nicole

2012-01-01

Minority students have traditionally been underrepresented in dental schools, which is why enrichment and pipeline programs aimed at helping minority students are necessary. That reality is reflected in their woeful underrepresentation among practicing dentists. Hispanics made up only 5.8 percent of practicing dentists in 2011, according to the…

Strategies for Recruitment and Retention of Underrepresented Minority Students at the University of Pennsylvania School of Dental Medicine.

ERIC Educational Resources Information Center

Wadenya, Rose O.; Schwartz, Susan; Lopez, Naty; Fonseca, Raymond

2003-01-01

Describes the university's focus on leadership, financial support, institutional commitment, and creation of an inclusive environment for minority students; an accelerated program leading to combined bachelor's and dental degrees, which includes agreements with Xavier University and Hampton University; and peer mentorship and minority mentorship…

Women and Minorities in High-Tech Careers. ERIC Digest No. 226.

ERIC Educational Resources Information Center

Brown, Bettina Lankard

Women and minorities are underrepresented in technology-related careers for many reasons, including lack of access, level of math and science achievement, and emotional and social attitudes about computer capabilities. Schools and teachers can use the following strategies to attract women and minorities to high-tech careers and prepare them for…

Broader Impact Actualized: Collaborative Efforts that Facilitate Successful Movement of Underrepresented Students Through the Pipeline

NASA Astrophysics Data System (ADS)

Pyrtle, A. J.; Whitney, V. W.

2007-12-01

The Minorities Striving and Pursuing Higher Degrees of Success in Earth System Science Initiative \\(MS PHD'S)\\ was established by and for underrepresented minorities to facilitate increased and sustained participation in Earth system science community. Based on successful experiences of students within the SOARS program, the MS PHD'S 2003 pilot project incorporated a team mentoring structure. Student interaction with multiple mentors resulted in exposure to multiple learning perspectives and increased one-on-one, mentee/mentor interaction. Since program inception, eleven \\(11)\\ minority Earth system scientists have served as Program mentors and eighty-two (82) minority and non-minority scientists have served as Meeting Mentors to MS PHD'S student participants A total of ninety-nine \\(99)\\ undergraduate and graduate students from underrepresented populations have participated in the MS PHD'S program. Twenty-five undergraduate and graduate students participated in the MS PHD'S pilot program in 2003 as Cohort I. During FY 04-05, Cohort II consisted of twenty-seven students and twenty-three students formed Cohort III. FY 06-07, twenty-four (24) students formed Cohort IV. Of the ninety-nine \\(99)\\ student participants, fifty-four \\(54)\\ MS PHD'S student participants self-identified as African American, twenty-seven \\(27)\\ as Puerto Rican, six \\(6)\\ as Hispanic/Mexican American, eight \\(8)\\ as Native American and one \\(1)\\ each as African, Asian, Pacific Islander and Multi-Ethnic. During the five \\(5)\\ year span of MS PHD'S programming, fourteen \\(14)\\ student participants completed BS degrees, ten (10) completed MS degrees and seven \\(7\\ completed the Doctoral degrees. How did MS PHD'S establish meaningful engagement of the science community to enhance diversity within the Earth system science community? This case study reveals replicable processes and constructs to enhance the quality of meaningful collaboration and engagement. In addition, the study addresses frequently asked questions \\ (FAQ's)\\ on outreach, recruitment, engagement, retention and success of students from underrepresented populations within diversity-focused programs.

Mentoring Faculty of Color.

ERIC Educational Resources Information Center

Singh, Delar K.; Stoloff, David L.

Minorities are underrepresented in the departments of education at institutions of higher learning. This underrepresentation is due to more attractive opportunities in other fields, rigorous promotion and tenure requirements, and isolation of minority professors. This paper asserts that cultivation of mentoring relationships between senior members…

Assessing the efficacy of advancing underrepresented minority groups through AGU's Student Programs

NASA Astrophysics Data System (ADS)

Marasco, L.; Hurtado, C.; Gottschall, H.; Meisenhelder, K.; Hankin, E. R.; Harwell, D. E.

2017-12-01

The American Geophysical Union (AGU) strives to cultivate a diverse and inclusive organization that uses its position to build the global talent pool in Earth and space science. To cultivate a diverse talent pool, AGU must also foster a diverse student member population. The two largest AGU programs serving students are the Outstanding Student Paper Award (OSPA) and the Student Grants programs. OSPA allows students to practice their presentation skills and receive valuable feedback from experienced scientists. Over 3,000 students participated in OSPA at Fall Meeting 2016. The Student Grants program includes a suite of 14 travel and research grant opportunities. Over 2,000 students applied for grant opportunities in 2016 and 246 grants and fellowships were awarded. The OSPA and Student Grants programs also engage non-student members through volunteering opportunities for program roles, such as OSPA judge or grant reviewer. This presentation will look at the temporal participation trends of underrepresented minority groups in AGU's OSPA and Student Grants programs. The participation of underrepresented minority groups will also be compared before and after the implementation of policy changes to the Student Grants program in 2012.

Strategies for Increasing IT Enrollment: Recruiting, Retaining and Encouraging the Transfer of Women and Underrepresented Groups to Four-Year Colleges

ERIC Educational Resources Information Center

Tupper, Donna Hiestand; Leitherer, Barbara; Sorkin, Sylvia; Gore, Mary Elizabeth

2010-01-01

Through the support of the National Science Foundation,, The Community College of Baltimore County has begun two separate initiatives to increase the number of women and underrepresented minorities enrolled in technological majors. Started in 2003, the Grace Hopper Scholars Program targets specifically women interested in careers in technology,…

Contending with Stereotype Threat at Work: A Model of Long-Term Responses

ERIC Educational Resources Information Center

Block, Caryn J.; Koch, Sandy M.; Liberman, Benjamin E.; Merriweather, Tarani J.; Roberson, Loriann

2011-01-01

Women and people of color are still underrepresented in many occupational roles. Being in a situation where one is underrepresented, and thus in the demographic minority, has been shown to be a factor leading to the experience of stereotype threat--the expectation that one will be judged or perceived on the basis of social identity group…

Valuing state parks: Accounting for diverse visitor perspectives

Treesearch

Jason W. Whiting; Lincoln R. Larson; Gary T. Green

2012-01-01

Current and estimated future changes in the United States population suggest that racial and ethnic minority groups are growing rapidly. Minority groups, however, continue to be underrepresented in visitation to state parks. It is also unclear how minority groups value natural settings, such as state parks. The lack of visitation and lack of information pertaining to...

"Politics" of Upward Mobility for Women and Minorities in Higher Education

ERIC Educational Resources Information Center

Omachonu, Florence

2012-01-01

A recent publication by the American Council on Education's, Office of Women in Higher Education (2010), shows that women and minorities promoted to senior level administrative positions have made gains. However, they remain underrepresented on most campuses. This paper argues that the slow emergence of women and minorities into senior level…

Capitolizing on the Digital Divide.

ERIC Educational Resources Information Center

Roach, Ronald

2000-01-01

Discussion of opportunities for minorities in information technology (IT), especially in the Washington, DC area, focuses on the region's exploding IT growth, opportunities for public and private postsecondary institutions, outreach initiatives to attract underrepresented minorities to the IT field, government's role, and the role of black…

Ultrasensitive response motifs: basic amplifiers in molecular signalling networks

PubMed Central

Zhang, Qiang; Bhattacharya, Sudin; Andersen, Melvin E.

2013-01-01

Multi-component signal transduction pathways and gene regulatory circuits underpin integrated cellular responses to perturbations. A recurring set of network motifs serve as the basic building blocks of these molecular signalling networks. This review focuses on ultrasensitive response motifs (URMs) that amplify small percentage changes in the input signal into larger percentage changes in the output response. URMs generally possess a sigmoid input–output relationship that is steeper than the Michaelis–Menten type of response and is often approximated by the Hill function. Six types of URMs can be commonly found in intracellular molecular networks and each has a distinct kinetic mechanism for signal amplification. These URMs are: (i) positive cooperative binding, (ii) homo-multimerization, (iii) multistep signalling, (iv) molecular titration, (v) zero-order covalent modification cycle and (vi) positive feedback. Multiple URMs can be combined to generate highly switch-like responses. Serving as basic signal amplifiers, these URMs are essential for molecular circuits to produce complex nonlinear dynamics, including multistability, robust adaptation and oscillation. These dynamic properties are in turn responsible for higher-level cellular behaviours, such as cell fate determination, homeostasis and biological rhythm. PMID:23615029

Outcomes and Processes in the Meyerhoff Scholars Program: STEM PhD Completion, Sense of Community, Perceived Program Benefit, Science Identity, and Research Self-Efficacy.

PubMed

Maton, Kenneth I; Beason, Tiffany S; Godsay, Surbhi; Sto Domingo, Mariano R; Bailey, TaShara C; Sun, Shuyan; Hrabowski, Freeman A

2016-01-01

Previous research has shown that the Meyerhoff Scholars Program at the University of Maryland, Baltimore County, is an effective intervention for high-achieving underrepresented minority (URM) students; African-American Meyerhoff students are significantly more likely to enter science, technology, engineering, and mathematics (STEM) PhD programs than comparison students. The first of two studies in this report extends the prior research by examining levels of PhD completion for Meyerhoff (N = 479) versus comparison sample (N = 249) students among the first 16 cohorts. Entering African-American Meyerhoff students were 4.8 times more likely to complete STEM PhDs than comparison sample students. To enhance understanding of potential mechanisms of influence, the second study used data from the 22nd (Fall 2010) to 25th (Fall 2013) cohorts (N = 109) to test the hypothesis that perceived program benefit at the end of freshman year would mediate the relationship between sense of community at the end of Summer Bridge and science identity and research self-efficacy at the end of sophomore year. Study 2 results indicated that perceived program benefit fully mediated the relationship between sense of community and both criterion measures. The findings underscore the potential of comprehensive STEM intervention programs to enhance PhD completion, and suggest mechanisms of influence. © 2016 K. I. Maton et al. CBE—Life Sciences Education © 2016 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

A Nursing Workforce Diversity Project: Strategies for Recruitment, Retention, Graduation, and NCLEX-RN Success.

PubMed

Murray, Ted A; Pole, David C; Ciarlo, Erica M; Holmes, Shearon

2016-01-01

The purpose of this article is to describe a collaborative project designed to recruit and retain students from underrepresented minorities and disadvantaged backgrounds into nursing education. Ethnic minorities remain underrepresented in the nursing workforce in comparison to the general population. The numbers of minorities enrolled in nursing education programs are insufficient to meet the health care workforce diversity needs of the future. High school students were provided with a preprofessional education program to prepare them for admission into a nursing program. Retention strategies were implemented for newly admitted and enrolled nursing education students. Twenty-one high school students enrolled in a nursing education program. The students enrolled in the nursing education program graduated and passed the licensure examination. Early recruitment and multiprong retention programs can be successful in diversifying the registered nurse workforce.

Bayer Facts of Science Education XV: A View from the Gatekeepers--STEM Department Chairs at America's Top 200 Research Universities on Female and Underrepresented Minority Undergraduate STEM Students

ERIC Educational Resources Information Center

Journal of Science Education and Technology, 2012

2012-01-01

Diversity and the underrepresentation of women, African-Americans, Hispanics and American Indians in the nation's science, technology, engineering and mathematics (STEM) fields are the subjects of the XV: A View from the Gatekeepers--STEM Department Chairs at America's Top 200 Research Universities on Female and Underrepresented Minority…

The Minorities Affairs Committee of the American Society for Cell Biology-Fostering the Professional Development of Scientists from Underrepresented Minority Backgrounds.

PubMed

Segarra, Verónica A; Carrero-Martínez, Franklin; Shugart, Erika

2017-01-01

As part of its mission, the American Society for Cell Biology (ASCB) works to increase diversity in the scientific workforce, in part through the work of its Minorities Affairs Committee. It is for this reason that the ASCB was happy to welcome the special September 2016 issue of CBE-Life Sciences Education ( LSE ) focused on broadening participation. As a response to this special issue, we update our ASCB community and LSE readership on the society's efforts to broaden participation of underrepresented minorities in the biological sciences. © 2017 V. A. Segarra et al. CBE—Life Sciences Education © 2017 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

Increasing minority enrollment utilizing dental admissions workshop strategies.

PubMed

Price, Shelia S; Crout, Richard J; Mitchell, Dennis A; Brunson, W David; Wearden, Stanley

2008-11-01

Oral Health in America, the landmark U.S. surgeon general's report, inextricably connects oral health disparities with poor access to oral care by vulnerable populations. Furthermore, the report associates an insufficiently diverse dental workforce with oral health disparities among some minority groups. Successful strategies to curtail oral health disparities and remedy work-force issues require collaboration among all involved in dental education. As gatekeepers to dental programs, admissions committees are significant stakeholders in diversifying the dental workforce. The purpose of this article is to demonstrate that a workshop on diversity in admissions can modify the perceptions of individuals involved in the student recruitment and admissions processes and lead to increased matriculation of underrepresented minority students. Emerging from the workshop were key concepts and action steps for promoting a holistic review of dental applicants. Results since implementing the workshop recommendations have been positive, with underrepresented minority dental student acceptances increasing sixfold. The workshop was cosponsored by the Robert Wood Johnson Foundation and facilitated by two nationally recognized dental educators.

Using Data-Collection Sensors to Improve Reasoning About Experiment Design and Hypothesis Testing: An Undergraduate Course for Underrepresented Minorities Pursuing Careers Astrophysics Research

NASA Astrophysics Data System (ADS)

Robbins, Dennis M.; Ford, K. E. Saavik

2015-01-01

Strategies to improve the retention of underrepresented students in STEM fields include directly targeted programs and specialized courses. The NSF-supported 'AstroCom NYC' program, a collaboration of the City University of New York, American Museum of Natural History (AMNH), and Columbia University is one example of such a program with the explicit goal of increasing the participation of underrepresented minorities in astronomy and astrophysics through pedagogical mentoring and research experiences for undergraduate students. In addition, 'AstroCom NYC' provides students with a semester-long specialized course emphasizing scientific reasoning and mathematical modeling. The course curriculum uses computers and interfaced digital probeware (sensors) in a laboratory environment that encourages collaborative and active learning.We share course materials on preparing students to reason about control of variable experiment design and hypothesis testing and provide course data on student understanding of scientific reasoning, mathematical modeling and views about science.

Affirmative Action: Should the Army Mend It or End It

DTIC Science & Technology

1996-04-01

or minorities are 394underrepresented in similar positions.. Even if there is an underrepresentation of women and minorities in similar positions, the...During this coordination, equal employment opportunity representatives tell managers whether there is an underrepresentation of women or minorities in...opportunity office to increase their representation in those positions. The statistical disparity of Black women in engineering positions would not

Predicting Transition and Adjustment to College: Biomedical and Behavioral Science Aspirants' and Minority Students' First Year of College

ERIC Educational Resources Information Center

Hurtado, Sylvia; Han, June C.; Saenz, Victor B.; Espinosa, Lorelle L.; Cabrera, Nolan L.; Cerna, Oscar S.

2007-01-01

The purpose of this study is to explore key factors that impact the college transition of aspiring underrepresented minority students in the biomedical and behavioral sciences, in comparison with White, Asian students and non-science minority students. We examined successful management of the academic environment and sense of belonging during the…

Underrepresentation of Ethiopian-Israeli Minority Students in Programmes for the Gifted and Talented: A Policy Discourse Analysis

ERIC Educational Resources Information Center

Lifshitz, Chen C.; Katz, Chana

2015-01-01

Students from disadvantaged or minority backgrounds are often underrepresented in public educational programmes for the gifted and talented (G&T), a phenomenon that has concerned educators for the last two decades. Ethiopian-Israeli minority students (EIMS) are a good example of this phenomenon, as more than 95% of the vast resources allocated…

Women and Minority Ph.D.'s in the 1970's: A Data Book.

ERIC Educational Resources Information Center

Gilford, Dorothy M.; Snyder, Joan

Selected data from the Commission on Human Resources data base are reported for two major groups that have been underrepresented in doctoral education in the past: minorities and women. A wide selection of tabulations of data on doctorate holders by sex and racial/ethnic group membership is presented. Characteristics of minority and women Ph.D.…

Effectiveness of a Science Agricultural Summer Experience (SASE) in Recruiting Students to Natural Resources Management

NASA Astrophysics Data System (ADS)

Martinez, Edward; Lindline, Jennifer; Petronis, Michael S.; Pilotti, Maura

2012-12-01

The Bureau of Labor Statistics projects an increase in Natural Resource Management (NRM) jobs within the next 10 years due to baby-boomer retirements and a 12% increase in demand for these occupations. Despite this trend, college enrollment in NRM disciplines has declined. Even more critical is the fact that the soon-to-be-majority Hispanic population is underrepresented in NRM disciplines. The goal of the present study was to determine if an in-residence, two-week, summer science program for underrepresented minorities would not only increase interest in science, actual science knowledge, and perceived science knowledge, but also have an overall impact on underrepresented minority students' decisions to attend college, major in a scientific discipline and pursue a career in science. During a four-year period, 76 high school students participated in a Science Agricultural Summer Experience (SASE) in Northern New Mexico. A pre/post science-knowledge exam and satisfaction survey were administered to participants. We demonstrate that participants improved significantly ( p < .05) in all areas measured. In particular, comfort with science field and lab activities, science knowledge and perceived science knowledge were enhanced after exposure to the program. Students not only found science exciting and approachable after participation, but also exhibited increased interest in pursuing a degree and career in science. Of the 76 SASE participants within graduation age ( n = 44), all graduated from high school; and 86% enrolled in college. These findings suggest that the implemented SASE initiative was effective in recruiting and increasing the confidence and abilities of underrepresented minority students in science.

Number of Minority Students in Colleges Rose by 9% from 1990 to 1991, U.S. Reports; Fact File: State-by-State Enrollment by Racial and Ethnic Group, Fall 1991.

ERIC Educational Resources Information Center

Evangelauf, Jean

1993-01-01

A national survey shows that total minority enrollment in colleges is at an all-time high at 20.6 percent of overall enrollment. Despite this, minority groups continue to be underrepresented in college student populations. Enrollments by state indicate wide geographic variation in percentages of students from ethnic and racial minorities. (MSE)

Participation of Students from Under-Represented Groups in Gifted Programs. A Planning Guide To Implement Gifted Rule 6A-6.03019, FAC, As Revised on 9-12-91.

ERIC Educational Resources Information Center

Florida State Dept. of Education, Tallahassee. Bureau of Education for Exceptional Students.

This planning guide is intended to facilitate flexibility in meeting the needs of under-represented groups in Florida programs for gifted students. An introduction defines these students (racial or ethnic minorities, limited English proficient, or from a low socioeconomic background), lists the required components of a district plan for increasing…

Taking Stock

ERIC Educational Resources Information Center

Miranda, Maria Eugenia

2011-01-01

During the past 10 years, Cornell University has made significant strides in recruiting underrepresented minorities and women in its faculty ranks, but a new internal study at the university is revealing that its success is a mixed bag. The number of minority faculty has grown about 52 percent, and the number of female faculty members has…

Minority Students Severely Underrepresented in Science, Technology Engineering and Math

ERIC Educational Resources Information Center

Slovacek, Simeon P.; Whittinghill, Jonathan C.; Tucker, Susan; Rath, Kenneth A.; Peterfreund, Alan R.; Kuehn, Glenn D.; Reinke, Yvonne G.

2011-01-01

This study documents the system of funded interventions employed at three public universities to support minority students studying science and examines targeted students' career paths to discern the general efficacy of these interventions and other factors influencing success toward earning Ph.D.s. Interventions, including supplemental…

Minority Engineering Programs at a Crossroads: An Empirical Multiple Case Study of Two Historically White Public Research Universities

ERIC Educational Resources Information Center

Newman, Christopher B.

2016-01-01

Purpose: Underrepresented groups have fought for equal access to higher education, which spurred the development of "minority" initiatives. However, the assault on affirmative action and race-based initiatives have led many universities to retreat toward more all-encompassing "diversity" initiatives.…

INSPIRED High School Computing Academies

ERIC Educational Resources Information Center

Doerschuk, Peggy; Liu, Jiangjiang; Mann, Judith

2011-01-01

If we are to attract more women and minorities to computing we must engage students at an early age. As part of its mission to increase participation of women and underrepresented minorities in computing, the Increasing Student Participation in Research Development Program (INSPIRED) conducts computing academies for high school students. The…

STEM Symposium

NASA Image and Video Library

2012-02-28

Lorenzo L. Esters, Vice President, APLU (Association of Public and Land-grant Universities), and Project Director, MMSI (Minority Male STEM Initiative) addresses STEM initiative report findings at the Symposium on Supporting Underrepresented Minority Males in Science, Technology, Engineering and Mathematics (STEM), Tuesday, February 28, 2012 at NASA Headquarters in Washington. Photo Credit: (NASA/Carla Cioffi)

Understanding How Science Diversity Programs Are Implemented at Two Predominantly White Research Universities

ERIC Educational Resources Information Center

Comella, Bonnie E.

2012-01-01

Over the past 20 years, many colleges and universities have developed diversity support programs aimed at improving underrepresented minority student success in undergraduate science, technology, engineering, and math (STEM) disciplines. Developing such programs is important for facilitating higher minority-graduation rates in STEM and broadening…

34 CFR 429.31 - What selection criteria does the Secretary use?

Code of Federal Regulations, 2010 CFR

2010-07-01

... been traditionally underrepresented, such as— (A) Members of racial or ethnic minority groups; (B... racial or ethnic minority groups; (B) Women; (C) Handicapped persons; and (D) The elderly. (3) To...) Costs are reasonable in relation to the objectives of the project. (e) Evaluation plan. (10 points) (1...

CU-STARs: Promoting STEM Diversity by Addressing First-year Attrition of Underrepresented Minorities

NASA Astrophysics Data System (ADS)

Battersby, Cara; Silvia, Devin W.; Ellingson, Erica; Sturner, Andrew P.; Peck, Courtney

2015-01-01

Upon first entering university, the fraction of students interested in pursuing a STEM major are distributed according to societal demographics (with 25% being underrepresented minorities), but by graduation, the fraction of students receiving STEM degrees is unbalanced, with underrepresented minorities receiving only 15% of STEM bachelor's degrees. The CU-STARs (CU Science, Technology, and Astronomy Recruits) program at the University of Colorado, Boulder is targeted to address the main triggers of early career attrition for underrepresented minorities in STEM disciplines. A select group of students are given financial support through work-study at the Fiske planetarium on campus, while resources to address other triggers of attrition are available to the entire cohort of interested students (typically ~5-10 per year). These resources are designed to promote social engagement and mentorship, while also providing a support network and resources to combat inadequate high school preparation for STEM courses. We achieve these goals through activities that include social events, mentor meetings, free tutoring, and special events to meet and talk with scientists. The culmination of the program for the recruits are a series of high school outreach events in underserved areas (inner city and rural alike), in which they become the expert. The STARs are paid for their time and take the lead in planning, teaching, and facilitating programs for the high school students, including classroom presentations, interactive lab activities, solar observing, and star parties. The high school outreach events provide role models and STEM exposure for the underserved high school community while simultaneously cementing the personal achievements and successes for the STARs. CU-STARs is now in its 4th year and is still growing. We are beginning the process of formal assessments of the program's success. We present details of the program implementation, a discussion of potential obstacles and future plans, and initial results of the program assessment, which speak highly of the program's contribution to individual student success.

Shattering the Glass Ceiling. Issues and Solutions in Promoting the Advancement of Women and Minorities to Executive Management in Corporate America. White Paper 1966.

ERIC Educational Resources Information Center

Microquest Corp., San Rafael, CA.

Despite their progress in the workplace in recent years, women and minorities still remain greatly underrepresented in executive roles in major U.S. companies. The barriers, attitudes, and practices that deter the advancement of women and minorities into executive ranks collectively result in the phenomenon known as the "Glass Ceiling."…

Differences in STEM degree attainment by region, ethnicity, and degree type

NASA Astrophysics Data System (ADS)

Koledoye, Kimberly A.

Purpose One purpose of this study was to determine the extent to which a difference was present in the STEM degree attainment of all students and particularly of URMs between the 2001 and the 2009 academic year. The second purpose of this study was to determine the extent to which a difference was present in the attainment of STEM associate degrees and bachelor degrees of all students and particularly of URMs awarded between the 2001 and the 2009 academic year. Another purpose of this study was to determine the extent to which a difference existed in STEM associate degree and STEM bachelor degree attainment among geographic regions between the 2001 and the 2009 academic years. The extent to which a difference existed in the STEM bachelor degree and associate degree attainment of URMs among geographic regions between the 2001 to the 2009 academic year was ascertained. The final purpose of this study was to determine the extent to which a difference was present in STEM associate degree and bachelor degree attainment of all students and particularly URMs as a function of degree type between the 2001 academic year and the 2009 academic year. Methodology Archival data from the Integrated Postsecondary Education Data System were utilized to compare STEM degree attainment for regions, regions for URMs, STEM degree attainment overall and for URMs, STEM degree attainment classified by associate degrees and bachelor degrees for all students and URMs, and STEM degree attainment of associate degrees and bachelor degrees for all students and URMs by specific degree type between 2001 and 2009. Findings In this non-experimental causal comparative investigation, statistically significant differences were revealed in 95 of the 165 comparisons. Declining associate degree attainment was concerning, particularly in the computer and information sciences and engineering and engineering technologies. Moderate increases were determined in bachelor degree attainment with statistically significant differences identified in all STEM degree areas. Women had more increases than other URMs, and degree attainment by geographic region varied widely. Given the strong national need for more STEM graduates, reason for concerns are raised by the results of this investigation. KEY WORDS: STEM degrees, Associate, Bachelor, IPEDS

Considering Student Voices: Examining the Experiences of Underrepresented Students in Intervention Programs

PubMed Central

Gibau, Gina Sanchez

2015-01-01

Qualitative studies that examine the experiences of underrepresented minority students in science, technology, engineering, and mathematics fields are comparatively few. This study explores the self-reported experiences of underrepresented graduate students in the biomedical sciences of a large, midwestern, urban university. Document analysis of interview transcripts from program evaluations capture firsthand accounts of student experiences and reveal the need for a critical examination of current intervention programs designed to reverse the trend of underrepresentation in the biomedical sciences. Findings point to themes aligned around the benefits and challenges of program components, issues of social adjustment, the utility of supportive relationships, and environmental impacts. PMID:26163562

Clinical trial resources on the internet must be designed to reach underrepresented minorities.

PubMed

Wilson, John J; Mick, Rosemarie; Wei, S Jack; Rustgi, Anil K; Markowitz, Sanford D; Hampshire, Maggie; Metz, James M

2006-01-01

Internet-based clinical trial information services are being developed to increase recruitment to studies. However, there are limited data that evaluate their ability to reach elderly and underrepresented minority populations. This study was designed to evaluate the ability of an established clinical trials registry to reach these populations based on expected Internet use. This study compares general Internet users to participants who enrolled in an Internet based colorectal cancer clinical trials registry established by OncoLink (www.oncolink.org) and the National Colorectal Cancer Research Alliance. Observed rates of demographic groupings were compared to those established for general Internet users. Two thousand, four hundred and thirty-seven participants from the continental United States used the Internet to register for the database. New England, the Mid-Atlantic region, and the Southeast had the highest relative frequency of participation in the database, whereas the Upper Midwest, California, and the South had the lowest rates. Compared to general Internet users, there was an overrepresentation of women (73% vs. 50%) and participants over 55 years old (27% vs. 14%). However, there was an underrepresentation of minorities (10.3% vs. 22%), particularly African Americans (3.1% vs. 8%) and Hispanics (2.8% vs. 9%). The Internet is a growing medium for registry into clinical trials databases. However, even taking into account the selection bias of Internet accessibility, there are still widely disparate demographics between general Internet users and those registering for clinical trials, particularly the underrepresentation of minorities. Internet-based educational and recruitment services for clinical trials must be designed to reach these underrepresented minorities to avoid selection biases in future clinical trials.

14 CFR 1259.401 - Responsibilities.

Code of Federal Regulations, 2010 CFR

2010-01-01

... industry, research laboratories, State and local governments and other colleges and universities... minorities who are under-represented in science and technology; and (e) Provide nonfederal matching funds...

The HTLV-1 oncoprotein Tax is modified by the ubiquitin related modifier 1 (Urm1).

PubMed

Hleihel, Rita; Khoshnood, Behzad; Dacklin, Ingrid; Omran, Hayssam; Mouawad, Carine; Dassouki, Zeina; El-Sabban, Marwan; Shirinian, Margret; Grabbe, Caroline; Bazarbachi, Ali

2018-04-17

Adult T-cell leukemia/lymphoma (ATL) is an aggressive malignancy secondary to chronic human T-cell lymphotropic virus 1 infection, triggered by the virally encoded oncoprotein Tax. The transforming activity and subcellular localization of Tax is strongly influenced by posttranslational modifications, among which ubiquitylation and SUMOylation have been identified as key regulators of the nuclear/cytoplasmic shuttling of Tax, as well as its ability to activate NF-κB signaling. Adding to the complex posttranslational modification landscape of Tax, we here demonstrate that Tax also interacts with the ubiquitin-related modifier 1 (Urm1). Conjugation of Urm1 to Tax results in a redistribution of Tax to the cytoplasm and major increase in the transcription of the NF-ĸB targets Rantes and interleukin-6. Utilizing a tax-transgenic Drosophila model, we show that the Urm1-dependent subcellular targeting of Tax is evolutionary conserved, and that the presence of Urm1 is strongly correlated with the transcriptional output of Diptericin, an antimicrobial peptide and established downstream target of NF-κB in flies. These data put forward Urm1 as a novel Tax modifier that modulates its oncogenic activity and hence represents a potential novel target for developing new strategies for treating ATL.

Planning for the Future: Revealing Underrepresented Stories in the History of Physics and Astronomy

NASA Astrophysics Data System (ADS)

DiTomasso, Victoria; Spytek, Samantha; Neal, Stephen; Burch, Lance; Good, Gregory

2017-01-01

Women and minorities are, and have historically been, underrepresented in the physical sciences. This summer we wrote and revised over 40 teaching guides that highlight the often forgotten contributions of women and minorities to the physical sciences. Of these guides, 18 focus on astronomy/astrophysics specifically. We have ensured that these teaching guides meet national educational standards, fit well into social and natural science curricula, and are available for free online. They include lesson plans, worksheets, PowerPoints and readings. We intend for these resources to be easily integrated into classrooms from the first grade through the college level, and that they provide students with a diverse set of role models while also calling attention to ongoing diversity issues in STEM.

Diversity in the US Infectious Diseases Workforce: Challenges for Women and Underrepresented Minorities.

PubMed

Aberg, Judith A; Blankson, Joel; Marrazzo, Jeanne; Adimora, Adaora A

2017-09-15

Research documents significant gender-based salary inequities among physicians and ongoing inadequacies in recruitment and promotion of physicians from underrepresented minority groups. Given the complexity of the social forces that promote these disparities, their elimination will likely require quantitative and qualitative research to understand the pathways that lead to them and to develop effective solutions. Interventions to combat implicit bias will be required, and structural interventions that hold medical school leadership accountable are needed to achieve and maintain salary equity and racial and gender diversity at all levels. © The Author 2017. Published by Oxford University Press for the Infectious Diseases Society of America. All rights reserved. For permissions, e-mail: journals.permissions@oup.com.

Navigating the transition to college: First-generation undergraduates negotiate identities and search for success in STEM and non-STEM fields

NASA Astrophysics Data System (ADS)

Mussey, Season Shelly

2009-12-01

Historically, racial and ethnic minority students from low income backgrounds have faced unequal access to colleges and universities. Recently, both K-12 and higher education institutions, specifically the University of California, in response to Proposition 209, have made efforts to increase access and opportunities for all students. Similarly, female minority students are underrepresented in selected science, technology, engineering and math (STEM) majors and careers. Using a qualitative research design, this study investigates how first generation, low income, underrepresented minority students who graduated from an innovative college preparatory high school enact coping strategies that they were explicitly taught to achieve success within the context of university science and math courses. The presence of a unique, college-prep high school on the campus of UC San Diego, which accepts exclusively low-income students through a randomized lottery system, creates an unusual opportunity to study the transition from high school to college for this population, a cohort of underrepresented students who were taught similar academic coping strategies for success in college. This study aims to understand how students develop their college-going, academic identities within the context of their colleges and universities. Furthermore, this study intends to understand the phenomenon of "transition to college" as a lived experience of first-generation, low income, minority students, who all share a similar college preparatory, high school background. The main research questions are: (1) How do underrepresented students experience the transition from a college preparatory high school to college? (2) How are students developing their college-going, academic identities in the context of their educational institutions? and (3) What factors support or constrain student participation and success in college science courses? Twenty-eight students participated in this study. Based on surveys and individual interviews with the participants, twenty student narratives were written and analyzed. The students' narratives provide a picture of how these underrepresented students are experiencing the transition to college. In this sample, five factors impact the students' college-going academic identity development, major choice, and career path: (1) college preparation in high school, (2) self-efficacy, (3) success in college academics, (4) affinity group participation, and (5) interaction with college faculty.

Strengthening the network of mentored, underrepresented minority scientists and leaders to reduce HIV-related health disparities.

PubMed

Sutton, Madeline Y; Lanier, Yzette A; Willis, Leigh A; Castellanos, Ted; Dominguez, Ken; Fitzpatrick, Lisa; Miller, Kim S

2013-12-01

We reviewed data for the Minority HIV/AIDS Research Initiative (MARI), which was established in 2003 to support underrepresented minority scientists performing HIV prevention research in highly affected communities. MARI was established at the Centers for Disease Prevention and Control as a program of competitively awarded, mentored grants for early career researchers conducting HIV prevention research in highly affected racial/ethnic and sexual minority communities. We have described progress from 2003 to 2013. To date, MARI has mentored 27 scientist leaders using low-cost strategies to enhance the development of effective HIV prevention interventions. These scientists have (1) developed research programs in disproportionately affected communities of color, (2) produced first-authored peer-reviewed scientific and programmatic products (including articles and community-level interventions), and (3) obtained larger, subsequent funding awards for research and programmatic work related to HIV prevention and health disparities work. The MARI program demonstrates how to effectively engage minority scientists to conduct HIV prevention research and reduce racial/ethnic investigator disparities and serves as a model for programs to reduce disparities in other public health areas in which communities of color are disproportionately affected.

Strengthening the Network of Mentored, Underrepresented Minority Scientists and Leaders to Reduce HIV-Related Health Disparities

PubMed Central

Lanier, Yzette A.; Willis, Leigh A.; Castellanos, Ted; Dominguez, Ken; Fitzpatrick, Lisa; Miller, Kim S.

2013-01-01

Objectives. We reviewed data for the Minority HIV/AIDS Research Initiative (MARI), which was established in 2003 to support underrepresented minority scientists performing HIV prevention research in highly affected communities. Methods. MARI was established at the Centers for Disease Prevention and Control as a program of competitively awarded, mentored grants for early career researchers conducting HIV prevention research in highly affected racial/ethnic and sexual minority communities. We have described progress from 2003 to 2013. Results. To date, MARI has mentored 27 scientist leaders using low-cost strategies to enhance the development of effective HIV prevention interventions. These scientists have (1) developed research programs in disproportionately affected communities of color, (2) produced first-authored peer-reviewed scientific and programmatic products (including articles and community-level interventions), and (3) obtained larger, subsequent funding awards for research and programmatic work related to HIV prevention and health disparities work. Conclusions. The MARI program demonstrates how to effectively engage minority scientists to conduct HIV prevention research and reduce racial/ethnic investigator disparities and serves as a model for programs to reduce disparities in other public health areas in which communities of color are disproportionately affected. PMID:24134360

Insights into Implementing Research Collaborations between Research-Intensive Universities and Minority-Serving Institutions

ERIC Educational Resources Information Center

Thao, Mao; Lawrenz, Frances; Brakke, Mary; Sherman, Jamie; Matute, Martin

2016-01-01

With the high demand to build the science, technology, engineering, and mathematics (STEM) workforce and the disparity of underrepresented minorities in STEM fields, there have been increased educational efforts to diversify STEM fields. This article describes what works in research collaborations between research-intensive universities (RIUs) and…

Assessing the Usefulness of SAT and ACT Tests in Minority Admissions

ERIC Educational Resources Information Center

Micceri, Theodore

2010-01-01

This study sought to determine whether the use of standardized test scores contributes any useful information regarding First Time in College (FTIC) students' probable success at USF, using more detailed analysis of underrepresented minorities and women, who Micceri (2009) shows, experience substantial negative bias relative to males and whites on…

Women, Minorities, and Persons with Disabilities in Science and Engineering: 1996.

ERIC Educational Resources Information Center

National Science Foundation, Arlington, VA.

In an increasingly global economy, making full use of all of the United States' human resources is essential to successful international competition, world leadership in science and engineering, and an improved quality of life. However, some groups--women, minorities, and persons with disabilities--are still underrepresented in science and…

An Urban Minority Outreach Program in Space Science: A Collaborative Effort Between NASA/JSC, University of Houston Downtown, Texas Southern University and Houston Museum of Natural Science

NASA Astrophysics Data System (ADS)

Morris, P. A.; Lindstrom, M. M.; Allen, J.; Sumners, C.; Obot, V.; Wooten, J.

2002-03-01

The program includes short term and long term programs for grades pre-K-16, graduate and inservice teacher training. The goal is to encourage more minority and underrepresented groups to pursue space science.

Exploratory Investigation of Drivers of Attainment in Ethnic Minority Adult Learners

ERIC Educational Resources Information Center

Frumkin, Lara A.; Koutsoubou, Maria

2013-01-01

There is evidence that ethnic minority learners in further education in England either under-achieve or are under-represented because they face various inhibitors connected to their ethnicity. Motivators may be in place, however, which increase attainment specifically for some ethnic groups. This exploratory study intends to examine what works and…

Tomorrow's Professorate: Insuring Minority Participation through Talent Development Today.

ERIC Educational Resources Information Center

Adams, Howard G.

Two trends will impact the academic labor force through the rest of this century: approximately half of the existing professorial positions are held by persons within 15 years of retirement, and demographic projections are that by the year 2000, ethnic minority groups will constitute 30% of the national population. Underrepresented minority…

34 CFR 637.4 - What definitions apply to the Minority Science and Engineering Improvement Program?

Code of Federal Regulations, 2014 CFR

2014-07-01

... Engineering Improvement Program? 637.4 Section 637.4 Education Regulations of the Offices of the Department of... ENGINEERING IMPROVEMENT PROGRAM General § 637.4 What definitions apply to the Minority Science and Engineering... American origin), Pacific Islander or other ethnic group underrepresented in science and engineering...

34 CFR 637.4 - What definitions apply to the Minority Science and Engineering Improvement Program?

Code of Federal Regulations, 2012 CFR

2012-07-01

... Engineering Improvement Program? 637.4 Section 637.4 Education Regulations of the Offices of the Department of... ENGINEERING IMPROVEMENT PROGRAM General § 637.4 What definitions apply to the Minority Science and Engineering... American origin), Pacific Islander or other ethnic group underrepresented in science and engineering...

34 CFR 637.4 - What definitions apply to the Minority Science and Engineering Improvement Program?

Code of Federal Regulations, 2010 CFR

2010-07-01

... Engineering Improvement Program? 637.4 Section 637.4 Education Regulations of the Offices of the Department of... ENGINEERING IMPROVEMENT PROGRAM General § 637.4 What definitions apply to the Minority Science and Engineering... American origin), Pacific Islander or other ethnic group underrepresented in science and engineering...

34 CFR 637.4 - What definitions apply to the Minority Science and Engineering Improvement Program?

Code of Federal Regulations, 2013 CFR

2013-07-01

... Engineering Improvement Program? 637.4 Section 637.4 Education Regulations of the Offices of the Department of... ENGINEERING IMPROVEMENT PROGRAM General § 637.4 What definitions apply to the Minority Science and Engineering... American origin), Pacific Islander or other ethnic group underrepresented in science and engineering...

34 CFR 637.4 - What definitions apply to the Minority Science and Engineering Improvement Program?

Code of Federal Regulations, 2011 CFR

2011-07-01

... Engineering Improvement Program? 637.4 Section 637.4 Education Regulations of the Offices of the Department of... ENGINEERING IMPROVEMENT PROGRAM General § 637.4 What definitions apply to the Minority Science and Engineering... American origin), Pacific Islander or other ethnic group underrepresented in science and engineering...

Predictors of Intent to Pursue a College Health Science Education among High Achieving Minority 10th Graders

ERIC Educational Resources Information Center

Zebrak, Katarzyna A.; Le, Daisy; Boekeloo, Bradley O.; Wang, Min Qi

2013-01-01

Minority populations are underrepresented in fields of science, perhaps limiting scientific perspectives. Informed by recent studies using social cognitive career theory, this study examined whether three conceptual constructs: self-efficacy, perceived adult support, and perceived barriers, along with several discrete and immutable variables,…

Looking in the Right Places: Minority-Serving Institutions as Sources of Diverse Earth Science Learners

ERIC Educational Resources Information Center

McDaris, John R.; Manduca, Cathryn A.; Iverson, Ellen R.; Orr, Cailin Huyck

2017-01-01

Despite gains over the last decade, the geoscience student population in the United States today continues to lag other science, technology, engineering, and mathematics disciplines in terms of diversity. Minority-serving institutions (MSIs) can play an important role in efforts to broaden underrepresented student engagement with Earth Science…

Pressurizing the STEM Pipeline: An Expectancy-Value Theory Analysis of Youths' STEM Attitudes

ERIC Educational Resources Information Center

Ball, Christopher; Huang, Kuo-Ting; Cotten, Shelia R.; Rikard, R. V.

2017-01-01

Over the past decade, there has been a strong national push to increase minority students' positive attitudes towards STEM-related careers. However, despite this focus, minority students have remained underrepresented in these fields. Some researchers have directed their attention towards improving the STEM pipeline which carries students through…

Promoting Student Academic Achievement through Faculty Development about Inclusive Teaching

ERIC Educational Resources Information Center

Schmid, Megan E.; Gillian-Daniel, Donald L.; Kraemer, Sara; Kueppers, Mark

2016-01-01

The achievement gap, disparities in the academic achievement of marginalized students (e.g., underrepresented minority, first generation in their family to attend college, and low socio-economic status undergraduate students) relative to their non-minority peers is a pervasive problem in higher education. It impacts student access to the major and…

Difference in Career Attitudes of Elementary Minority Female Students after Participation in a STEM Event

ERIC Educational Resources Information Center

Pumphrey, Karyn Christine

2017-01-01

Science, Technology, Engineering and Mathematics (STEM) professionals are responsible for the development of new technologies and breaking scientific discoveries. However, in the United States, racial minorities and females are vastly underrepresented in STEM professions. This problem is multiplied for individuals falling into both categories.…

34 CFR 642.31 - Selection criteria the Secretary uses.

Code of Federal Regulations, 2010 CFR

2010-07-01

... as— (A) Members of racial or ethnic minority groups; (B) Women; (C) Handicapped persons; and (D) The... underrepresented, such as— (A) Members of racial or ethnic minority groups; (B) Women; (C) Handicapped persons; and... support the project activities; and (ii) Costs are reasonable in relation to the objectives of the project...

Advancing Minorities and Women to the PhD in Physics and Astronomy

NASA Astrophysics Data System (ADS)

Stassun, Keivan

2017-01-01

We briefly review the current status of underrepresented minorities in physics and astronomy: The underrepresentation of Black-, Hispanic-, and Native-Americans is an order of magnitude problem. We then describe the Fisk-Vanderbilt Masters-to-PhD Bridge program as a successful model for addressing this problem. Since 2004 the program has admitted 110 students, 90% of them underrepresented minorities (50% female), with a retention rate of 90%. The program has become the top producer of African American master's degrees in physics, and is now one of the top producers of minority PhDs in astronomy, materials science, and physics. We summarize the main features of the program including its core strategies: (1) replacing the GRE in admissions with indicators that are better predictive of long-term success, (2) partnering with a minority-serving institution for student training through collaborative research, and (3) using the master's degree as a deliberate stepping stone to the PhD. We show how misuse of the GRE in graduate admissions may by itself in large part explain the ongoing underrepresentation of minorities in PhD programs, and we describe our alternate methods to identify talented individuals most likely to succeed. We describe our mentoring model and toolkit which may be utilized to enhance the success of all PhD students.

Superstar of the Sloan Minority Ph.D. Program.

PubMed

Greenwood, Ted

2013-01-01

In AY 1994-95 the Alfred P. Sloan Foundation launched a program, later known as the Minority Ph.D. Program, to increase the number of underrepresented minority students earning Ph.D.s in natural sciences, engineering and mathematics (SEM). This program emerged from a recognition that African Americans, Hispanic Americans and American Indians were very underrepresented at all levels and in all aspects of SEM disciplines and that, although undergraduate education had received and continued to received much attention by universities, private funders and government agencies, there was still relatively little attention being paid to the graduate and especially the Ph.D. level. Because earning the Ph.D. is a necessary milestone along the pathway to a faculty position and the effort to diversify the graduates of SEM disciplines depends, in large part, on diversifying the faculty at American universities, this relative lack of attention to Ph.D. education was, in the opinion of the Sloan Foundation, a significant deficiency of national efforts. As a Program Director at the Sloan Foundation, I initiated this Minority Ph.D. Program and ran it until my retirement in June 2011.

The diversity and disparity in biomedical informatics (DDBI) workshop.

PubMed

Southerland, William M; Swamidass, S Joshua; Payne, Philip R O; Wiley, Laura; Williams-DeVane, ClarLynda

2018-01-01

The Diversity and Disparity in Biomedical Informatics (DDBI) workshop will be focused on complementary and critical issues concerned with enhancing diversity in the informatics workforce as well as diversity in patient cohorts. According to the National Institute of Minority Health and Health Disparities (NIMHD) at the NIH, diversity refers to the inclusion of the following traditionally underrepresented groups: African Americans/Blacks, Asians (>30 countries), American Indian or Alaska Native, Native Hawaiian or Other Pacific Islander, Latino or Hispanic (20 countries). Gender, culture, and socioeconomic status are also important dimensions of diversity, which may define some underrepresented groups. The under-representation of specific groups in both the biomedical informatics workforce as well as in the patient-derived data that is being used for research purposes has contributed to an ongoing disparity; these groups have not experienced equity in contributing to or benefiting from advancements in informatics research. This workshop will highlight innovative efforts to increase the pool of minority informaticians and discuss examples of informatics research that addresses the health concerns that impact minority populations. This workshop topics will provide insight into overcoming pipeline issues in the development of minority informaticians while emphasizing the importance of minority participation in health related research. The DDBI workshop will occur in two parts. Part I will discuss specific minority health & health disparities research topics and Part II will cover discussions related to overcoming pipeline issues in the training of minority informaticians.

Theoretical and Conceptual Framework for a High School Pathways to Pharmacy Program

PubMed Central

Bauman, Jerry

2010-01-01

Objectives To determine whether participation in the University of Illinois at Chicago College of Pharmacy (UIC-COP) Pathways to Pharmacy, an early urban pipeline program, motivated underrepresented minority students to pursue a prepharmacy curriculum in college and choose pharmacy as a career. Methods Over a 4-year period, underrepresented minority high school students participated in a comprehensive 6-week program that included 3 weeks of prepharmacy curriculum and intensive socialization and 3 weeks working as a pharmacy technician in a chain pharmacy. The High School Survey of Student Engagement (HSSSE) was administered 3 times to 120 program participants from 2005-2008, with 4 open-ended questions added to the pretest, 3 open-ended questions added to the test administered at the midpoint of the program, and 7 open-ended questions added to the posttest. Results After completing the program, 88 (75%) of the 120 students enrolled in the college's prepharmacy curriculum and planned to pursue a career in pharmacy, 10 (8%) were not interested in pursuing a career in pharmacy, and 20 (17%) were undecided, compared to the pretest data which showed that 40 (33%) were interested in a career in pharmacy, and 80 (67%) were undecided (p < 0.0001). Conclusions Participation in a Pathways to Pharmacy program grounded in both a theoretical and conceptual socialization model framework increased the number of underrepresented minority students in the pipeline to pharmacy schools. PMID:21179260

Theoretical and conceptual framework for a high school pathways to pharmacy program.

PubMed

Awé, Clara; Bauman, Jerry

2010-10-11

To determine whether participation in the University of Illinois at Chicago College of Pharmacy (UIC-COP) Pathways to Pharmacy, an early urban pipeline program, motivated underrepresented minority students to pursue a prepharmacy curriculum in college and choose pharmacy as a career. Over a 4-year period, underrepresented minority high school students participated in a comprehensive 6-week program that included 3 weeks of prepharmacy curriculum and intensive socialization and 3 weeks working as a pharmacy technician in a chain pharmacy. The High School Survey of Student Engagement (HSSSE) was administered 3 times to 120 program participants from 2005-2008, with 4 open-ended questions added to the pretest, 3 open-ended questions added to the test administered at the midpoint of the program, and 7 open-ended questions added to the posttest. After completing the program, 88 (75%) of the 120 students enrolled in the college's prepharmacy curriculum and planned to pursue a career in pharmacy, 10 (8%) were not interested in pursuing a career in pharmacy, and 20 (17%) were undecided, compared to the pretest data which showed that 40 (33%) were interested in a career in pharmacy, and 80 (67%) were undecided (p < 0.0001). Participation in a Pathways to Pharmacy program grounded in both a theoretical and conceptual socialization model framework increased the number of underrepresented minority students in the pipeline to pharmacy schools.

Minority Students and Research Universities: How to Overcome the "Mismatch"

ERIC Educational Resources Information Center

Tapia, Richard A.

2009-01-01

A controversial theory much in the news lately claims that affirmative action is often unfair to the very students it is intended to help. Called the "mismatch" theory, it suggests that underrepresented minority students are more likely to leave science, math, and engineering when, because of affirmative action, they attend colleges for which they…

The Promotion Record of the United States Army: Glass Ceilings in the Officer Corps.

ERIC Educational Resources Information Center

Baldwin, J. Norman

1996-01-01

Analysis of data from more than 123,000 army candidates for promotion found the following: women and minorities were underrepresented in middle officer ranks; females were promoted at lower rates than males; minorities were promoted at lower rates than whites; and the promotion rate differences did not increase consistently with rank. (SK)

An Analysis of Recent Enrollment, Discipline and Graduation Trends among Females and Underrepresented Minorities at SUS Institutions

ERIC Educational Resources Information Center

Micceri, Theodore; Borman, Kathy

2006-01-01

Increased numbers of minority students as well as increased numbers of Florida high school graduates entering higher education in Florida have influenced Florida SUS [State University System] enrollment and graduation characteristics. This study of 510,952 undergraduate students shows that between the years 1996 and 2003, the number of entering…

Feasibility of an Internship Program for Women and Minorities in Educational Research.

ERIC Educational Resources Information Center

Jackson, Dorothy J.

Women and minority group junior faculty are underrepresented in academia and in the field of educational research. They carry heavier teaching loads than their white male counterparts, suffer from social and cultural discrimination, and are excluded from mentor relationships and the "old boy network." In an attempt to rectify this situation, the…

Cultivating Minority Scientists: Undergraduate Research Increases Self-Efficacy and Career Ambitions for Underrepresented Students in STEM

ERIC Educational Resources Information Center

Carpi, Anthony; Ronan, Darcy M.; Falconer, Heather M.; Lents, Nathan H.

2017-01-01

In this study, Social Cognitive Career Theory (SCCT) is used to explore changes in the career intentions of students in an undergraduate research experience (URE) program at a large public minority-serving college. Our URE model addresses the challenges of establishing an undergraduate research program within an urban, commuter, underfunded,…

At-Risk Urban Students and College Success: A Framework for Effective Preparation.

ERIC Educational Resources Information Center

Jun, Alexander; Tierney, William G.

1999-01-01

Changes in higher-education policy make it harder for underrepresented minorities in urban environments to gain access to or succeed in higher education. A framework is offered for effective college preparation programs to address the unique needs of low-income, urban minority youth. The framework focuses on development of both academic and…

Creating a Supportive Environment to Enhance Computer Based Learning for Underrepresented Minorities in College Algebra Classrooms

ERIC Educational Resources Information Center

Kendricks, Kimberly D.

2011-01-01

Significant research in K-12 education has shown that computer based learning in mathematics positively impacts students' attitudes toward mathematics and greatly increases academic performance. Little research has shown, however, how this success can be replicated in a postsecondary classroom for minority students. This paper is a case study that…

Medical School Outcomes, Primary Care Specialty Choice, and Practice in Medically Underserved Areas by Physician Alumni of MEDPREP, a Postbaccalaureate Premedical Program for Underrepresented and Disadvantaged Students.

PubMed

Metz, Anneke M

2017-01-01

Minorities continue to be underrepresented as physicians in medicine, and the United States currently has a number of medically underserved communities. MEDPREP, a postbaccalaureate medical school preparatory program for socioeconomically disadvantaged or underrepresented in medicine students, has a stated mission to increase the numbers of physicians from minority or disadvantaged backgrounds and physicians working with underserved populations. This study aims to determine how MEDPREP enhances U.S. physician diversity and practice within underserved communities. MEDPREP recruits disadvantaged and underrepresented in medicine students to complete a 2-year academic enhancement program that includes science coursework, standardized test preparation, study/time management training, and emphasis on professional development. Five hundred twenty-five disadvantaged or underrepresented students over 15 years completed MEDPREP and were tracked through entry into medical practice. MEDPREP accepts up to 36 students per year, with two thirds coming from the Midwest region and another 20% from nearby states in the South. Students complete science, test preparation, academic enhancement, and professionalism coursework taught predominantly by MEDPREP faculty on the Southern Illinois University Carbondale campus. Students apply broadly to medical schools in the region and nation but are also offered direct entry into our School of Medicine upon meeting articulation program requirements. Seventy-nine percent of students completing MEDPREP became practicing physicians. Fifty-eight percent attended public medical schools, and 62% attended medical schools in the Midwest. Fifty-three percent of program alumni chose primary care specialties compared to 34% of U.S. physicians, and MEDPREP alumni were 2.7 times more likely to work in medically underserved areas than physicians nationally. MEDPREP increases the number of disadvantaged and underrepresented students entering and graduating from medical school, choosing primary care specialties, and working in medically underserved areas. MEDPREP may therefore serve as a model for increasing physician diversity and addressing the needs of medically underserved communities.

Effects of Relaxing and Arousing Music during Imagery Training on Dart-Throwing Performance, Physiological Arousal Indices, and Competitive State Anxiety

PubMed Central

Kuan, Garry; Morris, Tony; Kueh, Yee Cheng; Terry, Peter C.

2018-01-01

Music that is carefully selected to match the requirements of activities and the characteristics of individuals has been shown to produce significant impacts on performance enhancement (Priest et al., 2004). There is also evidence that music can enhance imagery (Grocke and Wigram, 2007), although few studies have investigated the effects of music on imagery in the context of sport skills. In the present study, the effects of relaxing and arousing music during imagery on dart-throwing performance, physiological arousal indices, and competitive state anxiety, were investigated among 63 novice dart throwers. Participants had moderate-to-high imagery ability and were randomly assigned to unfamiliar relaxing music (URM), unfamiliar arousing music (UAM), or no music (NM) groups. Performance was assessed by 40 dart throws at a concentric circles dartboard before and after 12 imagery sessions over 4 weeks. Measures of galvanic skin response (GSR), peripheral temperature (PT), and heart rate (HR) were taken during imagery sessions 1 and 12, and the Competitive State Anxiety Inventory-2 Revised (CSAI-2R) was administered prior to the pre- and post-intervention performance task. Dart-throwing gain scores were significantly higher for URM than for UAM and NM, with no significant difference between UAM and NM (URM = 37.24 ± 5.66, UAM = 17.57 ± 5.30, and NM = 13.19 ± 6.14, F2,62 = 5.03, p = 0.01, η2 = 0.14). GSR, PT, and HR reflected lower arousal for URM than for UAM or NM. Significant decreases in somatic anxiety were evident for URM and UAM but not NM. Significant decreases in cognitive anxiety were evident for URM and NM but not UAM. Significant increases in self-confidence were evident for URM but not UAM or NM. Performance improved in all three conditions but URM was associated with the largest performance gain, the lowest physiological indices of arousal, and the most positive CSAI-2R profiles. Listening to relaxing music during imagery may have benefits for performance in other fine motor skills. PMID:29459837

Effects of Relaxing and Arousing Music during Imagery Training on Dart-Throwing Performance, Physiological Arousal Indices, and Competitive State Anxiety.

PubMed

Kuan, Garry; Morris, Tony; Kueh, Yee Cheng; Terry, Peter C

2018-01-01

Music that is carefully selected to match the requirements of activities and the characteristics of individuals has been shown to produce significant impacts on performance enhancement (Priest et al., 2004). There is also evidence that music can enhance imagery (Grocke and Wigram, 2007), although few studies have investigated the effects of music on imagery in the context of sport skills. In the present study, the effects of relaxing and arousing music during imagery on dart-throwing performance, physiological arousal indices, and competitive state anxiety, were investigated among 63 novice dart throwers. Participants had moderate-to-high imagery ability and were randomly assigned to unfamiliar relaxing music (URM), unfamiliar arousing music (UAM), or no music (NM) groups. Performance was assessed by 40 dart throws at a concentric circles dartboard before and after 12 imagery sessions over 4 weeks. Measures of galvanic skin response (GSR), peripheral temperature (PT), and heart rate (HR) were taken during imagery sessions 1 and 12, and the Competitive State Anxiety Inventory-2 Revised (CSAI-2R) was administered prior to the pre- and post-intervention performance task. Dart-throwing gain scores were significantly higher for URM than for UAM and NM, with no significant difference between UAM and NM (URM = 37.24 ± 5.66, UAM = 17.57 ± 5.30, and NM = 13.19 ± 6.14, F 2,62 = 5.03, p = 0.01, η 2 = 0.14). GSR, PT, and HR reflected lower arousal for URM than for UAM or NM. Significant decreases in somatic anxiety were evident for URM and UAM but not NM. Significant decreases in cognitive anxiety were evident for URM and NM but not UAM. Significant increases in self-confidence were evident for URM but not UAM or NM. Performance improved in all three conditions but URM was associated with the largest performance gain, the lowest physiological indices of arousal, and the most positive CSAI-2R profiles. Listening to relaxing music during imagery may have benefits for performance in other fine motor skills.

Title: The Impact of 2006-2012 CReSIS Summer Research Programs that Influence Student's Choice of a STEM Related Major in College Authors: Dr. Darnell Johnson Djohnson@mail.ecsu.edu Elizabeth City State University, Elizabeth City, North Carolina 27909 Dr. Linda Hayden Haydenl@mindspring.com Elizabeth City State University, Elizabeth City, North Carolina, 27909

NASA Astrophysics Data System (ADS)

Johnson, D.

2013-12-01

Abstract: Researchers, policymakers, business, and industry have indicated that the United States will experience a future shortage of professionals in the Science, Technology, Engineering, and Mathematics (STEM) fields. Several strategies have been suggested to address this impending shortage, one of which includes increasing the representation of females and minorities in the STEM fields. In order to increase the representation of underrepresented students in the STEM fields, it is important to understand the motivational factors that impact underrepresented students' interest in STEM academics and extracurricular programs. Research indicates that greater confidence leads to greater interest and vice versa (Denissen et al., 2007). In this paper, the mathematics research team examined the role of practical research experience during the summer for talented minority secondary students studying in STEM fields. An undergraduate research mathematics team focused on the link between summer research and the choice of an undergraduate discipline. A Chi Square Statistical Test was used to examine Likert Scale results on the attitude of students participating in the 2006-2012 Center for Remote Sensing of Ice Sheets (CReSIS) Summer Research Programs for secondary students. This research was performed at Elizabeth City State University located in northeastern North Carolina about the factors that impact underrepresented students' choices of STEM related majors in college. Results can be used to inform and guide educators, administrators, and policy makers in developing programs and policy that support and encourage the STEM development of underrepresented students. Index Terms: Science, Technology, Engineering, and Mathematics (STEM), Underrepresented students

Minority faculty voices on diversity in academic medicine: perspectives from one school.

PubMed

Mahoney, Megan R; Wilson, Elisabeth; Odom, Kara L; Flowers, Loma; Adler, Shelley R

2008-08-01

To examine the perceptions and experiences of ethnic minority faculty at University of California-San Francisco regarding racial and ethnic diversity in academic medicine, in light of a constitutional measure outlawing race- and gender-based affirmative action programs by public universities in California. In 2005, underrepresented minority faculty in the School of Medicine at University of California-San Francisco were individually interviewed to explore three topics: participants' experiences as minorities, perspectives on diversity and discrimination in academic medicine, and recommendations for improvement. Interviews were tape-recorded, transcribed verbatim, and subsequently coded using principles of qualitative, text-based analysis in a four-stage review process. Thirty-six minority faculty (15 assistant professors, 11 associate professors, and 10 full professors) participated, representing diversity across specialties, faculty rank, gender, and race/ethnicity. Seventeen were African American, 16 were Latino, and 3 were Asian. Twenty participants were women. Investigators identified four major themes: (1) choosing to participate in diversity-related activities, driven by personal commitment and institutional pressure, (2) the gap between intention and implementation of institutional efforts to increase diversity, (3) detecting and reacting to discrimination, and (4) a need for a multifaceted approach to mentorship, given few available minority mentors. Minority faculty are an excellent resource for identifying strategies to improve diversity in academic medicine. Participants emphasized the strong association between effective mentorship and career satisfaction, and many delineated unique mentoring needs of minority faculty that persist throughout academic ranks. Findings have direct application to future institutional policies in recruitment and retention of underrepresented minority faculty.

Minority Faculty Voices on Diversity in Academic Medicine: Perspectives From One School

PubMed Central

Mahoney, Megan R.; Wilson, Elisabeth; Odom, Kara L.; Flowers, Loma; Adler, Shelley R.

2010-01-01

Purpose To examine the perceptions and experiences of ethnic minority faculty at University of California–San Francisco regarding racial and ethnic diversity in academic medicine, in light of a constitutional measure outlawing race- and gender-based affirmative action programs by public universities in California. Method In 2005, underrepresented minority faculty in the School of Medicine at University of California–San Francisco were individually interviewed to explore three topics: participants’ experiences as minorities, perspectives on diversity and discrimination in academic medicine, and recommendations for improvement. Interviews were tape-recorded, transcribed verbatim, and subsequently coded using principles of qualitative, text-based analysis in a four-stage review process. Results Thirty-six minority faculty (15 assistant professors, 11 associate professors, and 10 full professors) participated, representing diversity across specialties, faculty rank, gender, and race/ethnicity. Seventeen were African American, 16 were Latino, and 3 were Asian. Twenty participants were women. Investigators identified four major themes: (1) choosing to participate in diversity-related activities, driven by personal commitment and institutional pressure, (2) the gap between intention and implementation of institutional efforts to increase diversity, (3) detecting and reacting to discrimination, and (4) a need for a multifaceted approach to mentorship, given few available minority mentors. Conclusions Minority faculty are an excellent resource for identifying strategies to improve diversity in academic medicine. Participants emphasized the strong association between effective mentorship and career satisfaction, and many delineated unique mentoring needs of minority faculty that persist throughout academic ranks. Findings have direct application to future institutional policies in recruitment and retention of underrepresented minority faculty. PMID:18667896

Exploring Counseling Services and Their Impact on Female, Underrepresented Minority Community College Students in Science, Technology, Engineering, and Math: A Qualitative Study

NASA Astrophysics Data System (ADS)

Strother, Elizabeth

The economic future of the United States depends on developing a workforce of professionals in science, technology, engineering and mathematics (Adkins, 2012; Mokter Hossain & Robinson, 2012). In California, the college population is increasingly female and underrepresented minority, a population that has historically chosen to study majors other than STEM. In California, community colleges provide a major inroad for students seeking to further their education in one of the many universities in the state. The recent passage of Senate Bill 1456 and the Student Success and Support Program mandate increased counseling services for all California community college students (California Community College Chancellors Office, 2014). This dissertation is designed to explore the perceptions of female, underrepresented minority college students who are majoring in an area of science, technology, engineering and math, as they relate to community college counseling services. Specifically, it aims to understand what counseling services are most effective, and what community college counselors can do to increase the level of interest in STEM careers in this population. This is a qualitative study. Eight participants were interviewed for the case study, all of whom are current or former community college students who have declared a major in a STEM discipline. The semi-structured interviews were designed to help understand what community college counselors can do to better serve this population, and to encourage more students to pursue STEM majors and careers. Through the interviews, themes emerged to explain what counseling services are the most helpful. Successful STEM students benefited from counselors who showed empathy and support. Counselors who understood the intricacies of educational planning for STEM majors were considered the most efficacious. Counselors who could connect students with enrichment activities, such as internships, were highly valued, as were counseling services that helped students learn to negotiate being a woman in male-dominated classes. The interviews shed light on the particular skills required to effectively counsel underrepresented minority females in STEM majors in the community college.

The effect of parental education, prior achievement, self-efficacy, goal orientation, and effort on undergraduate science performance of Latinos and Caucasians

NASA Astrophysics Data System (ADS)

Stansbury, Sydney Lynn

Compared with majority students, underrepresented minorities have demonstrated weaker undergraduate science performance. Previous research has attributed the weaker performance to socioeconomic factors that influence poorer precollege preparation. Studies also have found that, compared with majority students, underrepresented minorities are less confident about their science skills and more interested in extrinsic rewards of science careers. Social Cognitive Theory posits that low self-efficacy coupled with high extrinsic goal orientation diminishes cognitive engagement, resulting in weak performance. Applying motivational characteristics of underrepresented minority students to a Social Cognitive Model may explain why their performance is weaker than that of Caucasians. Thus, the purpose of this study was to investigate the degree to which motivation variables account for the difference between underrepresented minority and majority students' undergraduate science performance. The study was conducted at a large, predominantly Caucasian, private university located in an urban setting in the Southwest. Two hundred twenty-two students--154 Caucasians and 68 Latinos--enrolled in a general chemistry course participated. Students were administered the Motivation for Learning Questionnaire, designed specifically for this study, consisting of scales measuring the following variables: ethnicity, level of parental education, and effort exertion; self-efficacy, effort regulation, intrinsic goal orientation, and extrinsic goal orientation, measures from the Motivated Strategies for Learning Questionnaire (Pintrich, Smith, Garcia, & McKeachie, 1991); and ability orientation, a measure from the Patterns of Adaptive Learning Survey (Midgley, Maehr, & Urdan, 1995). Financial aid information, chemistry and math placement test scores, and chemistry grades were obtained from other on-campus departments. Results demonstrated that the hypotheses were only partially confirmed by the model. Motivation variables did account for a portion of the variance in performance, but not in the ways predicted. Increasing the number of subjects in each group and adding the following variables to the model would clarify the role that motivation plays in performance: realistic self-appraisal; perceived competition; and elaboration, organization, and rehearsal strategies. Based on results, the following interventions were recommended to increase undergraduate science performance: assessment in realistic self-appraisal of science skills; instruction in elaboration and organization strategies; and encouragement of intrinsic interest in science.

STEM Symposium

NASA Image and Video Library

2012-02-28

U.S. Congresswoman Eddie Bernice Johnson (D-TX) addresses the Symposium on Supporting Underrepresented Minority Males in Science, Technology, Engineering and Mathematics (STEM), Tuesday, February 28, 2012 at NASA Headquarters in Washington. Photo Credit: (NASA/Carla Cioffi)

34 CFR 648.9 - What definitions apply?

Code of Federal Regulations, 2010 CFR

2010-07-01

... fellowships for more than a single academic department in areas of national need designated as priorities by... backgrounds mean women and minorities who traditionally are underrepresented in areas of national need as...

Exploring the Experiences of African American Women in an Undergraduate Summer Research Program Designed to Address the Underrepresentation of Women and Minorities in Neuroscience: A Qualitative Analysis

ERIC Educational Resources Information Center

Reid, Ericka L.

2010-01-01

African American women compose a critical proportion of the potential science, technology, engineering, and mathematics (STEM) workforce of the future, yet are disproportionately represented and largely underutilized. While various programs and initiatives have been designed and implemented to target women and underrepresented minorities, the…

What Works! Encouraging Diversity in Science, Mathematics, Engineering, and Technology through Effective Mentoring. A 5-Year Overview of the Research Careers for Minority Scholars Program.

ERIC Educational Resources Information Center

National Science Foundation, Arlington, VA. Directorate for Education and Human Resources.

The National Science Foundation's (NSF) Research Careers for Minority Scholars (RCMS) program was initiated to encourage individuals from underrepresented groups in science, mathematics, engineering and technology (SMET) disciplines to complete undergraduate degree programs and matriculate to SMET graduate degree programs. This report describes…

Analyzing Student Aid Packaging To Improve Low-Income and Minority Student Access, Retention and Degree Completion. AIR 1999 Annual Forum Paper.

ERIC Educational Resources Information Center

Fenske, Robert H.; Porter, John D.; DuBrock, Caryl P.

This study examined the persistence of and financial aid to needy students, underrepresented minority students, and women students, especially those majoring in science, engineering, and mathematics at a large public research university. An institutional student tracking and student financial aid database was used to follow four freshmen cohorts…

Tracking Financial Aid and Persistence of Women, Minority, and Needy Students in Science, Engineering, and Mathematics.

ERIC Educational Resources Information Center

Fenske, Robert H.; Porter, John D.; DuBrock, Caryl P.

2000-01-01

This longitudinal study followed four consecutive freshmen cohorts at a large urban public university. Found science, engineering, and mathematics (SEM) students persisted and graduated at higher rates than non-SEM majors. Gift aid for SEM majors was more likely to be merit-based than need-based. Women, but not underrepresented minorities or needy…

Careers "From" but Not "In" Science: Why Are Aspirations to Be a Scientist Challenging for Minority Ethnic Students?

ERIC Educational Resources Information Center

Wong, Billy

2015-01-01

The importance of science to the economy and for the progression of society is widely acknowledged. Yet, there are concerns that minority ethnic students in the UK are underrepresented, and even excluded, from post-compulsory science education and careers "in" science. Drawing on an exploratory study of 46 semi-structured interviews with…

Universal screening increases the representation of low-income and minority students in gifted education.

PubMed

Card, David; Giuliano, Laura

2016-11-29

Low-income and minority students are substantially underrepresented in gifted education programs. The disparities persist despite efforts by many states and school districts to broaden participation through changes in their eligibility criteria. One explanation for the persistent gap is that standard processes for identifying gifted students, which are based largely on the referrals of parents and teachers, tend to miss qualified students from underrepresented groups. We study this hypothesis using the experiences of a large urban school district following the introduction of a universal screening program for second graders. Without any changes in the standards for gifted eligibility, the screening program led to large increases in the fractions of economically disadvantaged and minority students placed in gifted programs. Comparisons of the newly identified gifted students with those who would have been placed in the absence of screening show that Blacks and Hispanics, free/reduced price lunch participants, English language learners, and girls were all systematically "underreferred" in the traditional parent/teacher referral system. Our findings suggest that parents and teachers often fail to recognize the potential of poor and minority students and those with limited English proficiency.

Universal screening increases the representation of low-income and minority students in gifted education

PubMed Central

Card, David; Giuliano, Laura

2016-01-01

Low-income and minority students are substantially underrepresented in gifted education programs. The disparities persist despite efforts by many states and school districts to broaden participation through changes in their eligibility criteria. One explanation for the persistent gap is that standard processes for identifying gifted students, which are based largely on the referrals of parents and teachers, tend to miss qualified students from underrepresented groups. We study this hypothesis using the experiences of a large urban school district following the introduction of a universal screening program for second graders. Without any changes in the standards for gifted eligibility, the screening program led to large increases in the fractions of economically disadvantaged and minority students placed in gifted programs. Comparisons of the newly identified gifted students with those who would have been placed in the absence of screening show that Blacks and Hispanics, free/reduced price lunch participants, English language learners, and girls were all systematically “underreferred” in the traditional parent/teacher referral system. Our findings suggest that parents and teachers often fail to recognize the potential of poor and minority students and those with limited English proficiency. PMID:27856741

Provider portrayals and patient-provider communication in drama and reality medical entertainment television shows.

PubMed

Jain, Parul; Slater, Michael D

2013-01-01

Portrayals of physicians on medical dramas have been the subject of research attention. However, such research has not examined portrayals of interactions between physicians and patients, has not compared physician portrayals on medical dramas versus on medical reality programs, and has not fully examined portrayals of physicians who are members of minority groups or who received their education internationally. This study content-analyzes 101 episodes (85 hours) of such programs broadcast during the 2006-2007 viewing season. Findings indicate that women are underrepresented as physicians on reality shows, though they are no longer underrepresented as physicians on dramas. However, they are not as actively portrayed in patient-care interactions as are male physicians on medical dramas. Asians and international medical graduates are underrepresented relative to their proportion in the U.S. physician population, the latter by almost a factor of 5. Many (but certainly not all) aspects of patient-centered communication are modeled, more so on reality programs than on medical dramas. Differences in patient-provider communication portrayals by minority status and gender are reported. Implications for public perception of physicians and expectations regarding provider-patient interaction are discussed.

Addressing Underrepresentation in STEM Fields through Undergraduate Interventions

ERIC Educational Resources Information Center

Linley, Jodi L.; George-Jackson, Casey E.

2013-01-01

This chapter provides an overview of undergraduate STEM initiatives for underrepresented minorities and women, as well as a description and critical analysis of one comprehensive federally funded initiative at a research-intensive university.

Minorities struggle to advance in academic medicine: A 12-y review of diversity at the highest levels of America's teaching institutions.

PubMed

Yu, Peter T; Parsa, Pouria V; Hassanein, Omar; Rogers, Selwyn O; Chang, David C

2013-06-15

Blacks, Hispanics, and women are underrepresented in academic medicine. This study sought to identify recent trends in the academic appointments of underrepresented groups at all levels of academic medicine. This was a retrospective cross-sectional analysis of the Association of American Medical Colleges' data on faculty at U.S. medical schools from 1997 to 2008. The distribution across race and gender at different academic ranks (instructor, assistant professor, associate professor, and full professor) and the leadership positions of chairperson and dean were calculated for each year of the study. Averaged over the 12-y study period, whites accounted for 84.76% of professors, 88.26% of chairpersons, and 91.28% of deans. Asians represented 6.66% of professors, 3.52% of chairpersons, and 0% of deans. Blacks represented 1.25% of professors, 2.69% of chairpersons, and 4.94% of deans. Hispanics represented 2.76% of professors, 3.37% of chairpersons, and 2.91% of deans. Women represented 14.7% of professors, 9.2% of chairpersons, and 9.3% of deans. Overall, there was a net positive increase in the percentage of minority academic physicians in this study period, but at the current rate, it would take nearly 1000y for the proportion of black physicians to catch up to the percentage of African Americans in the general population. Additionally, year-by-year analysis demonstrates that there was a reduction in the percentage of each minority group for the last 2y of this study, in 2007 and 2008. Minorities, including Asian Americans, and women remain grossly underrepresented in academic medicine. Blacks have shown the least progress during this 12-y period. The disparity is greatest at the highest levels (professor, chairperson, and dean) of our field. We must redouble our efforts to recruit, retain, and advance minorities in academic medicine. Copyright © 2013 Elsevier Inc. All rights reserved.

A successful Minority Retention Project.

PubMed

Gardner, Janelle D

2005-12-01

Racial and ethnic minorities are underrepresented in the nursing profession. The high attrition rate of minority students from nursing schools contributes to this problem. Academic leaders are calling for change in nursing education and asking educators to work diligently to retain minority students. This article describes a Minority Retention Project that included interventions designed to enhance the integration of minority students into a supportive learning environment, assist them in using the available resources, and help them feel connected and supported by their peers and faculty. At the end of the first year of the project, the nursing school experienced 100% retention of minority nursing students. Increasing the retention and graduation of minority nursing students supports the continued effort to provide culturally competent health care.

Boston University Pre-Majors Program (BU Pre-Map): Promoting Diversity through First-Year Undergraduate Research

NASA Astrophysics Data System (ADS)

West, Andrew A.

2014-06-01

One of largest points of attrition for underrepresented minorities in STEM fields is the transition from high school to college. A report from Building Engineering and Science Talent (BEST) demonstrates that underrepresented minorities begin college interested in STEM fields at rates equal to (if nor slightly above) their representation in both college and the population (25%). However, by the time they graduate, underrepresented minorities make up only 15% of STEM majors and only 9% of the STEM advanced degrees. Most of the attrition occurs during the first year of college, when large classes, a lack of mentors and challenging courses lead many students (from all backgrounds) to consider other majors.In 2011 I started the Boston University Pre-Majors Program (or BU Pre-MaP), which is modeled after the University of Washington Pre-Majors in Astronomy Program (UW Pre-MAP), a program for recruiting, mentoring and training underrepresented, first-year introductory astronomy students (and of which I was an architect). As a significant part of the Pre-MAP (or Pre-MaP) model, first-year students are engaged in a research project with a faculty or grad-student mentor and learn many of the skills needed to be successful in science.The BU Pre-MaP uses weekly seminars to introduce students to BU and the college environment, discuss ways to be successful in and out of the classroom, highlights the importance of peer mentoring and cohort building and serves as a mechanism to introduce first-year students to research skills. In teams of two, the Pre-MaP students select (with assistance) a research mentor and work with him/her on a original research project.In addition, Pre-MaP students attend several field trips including (but not limited to) viewing original science documents at the Boston Public Library (including a first edition Copernicus) and an observing run at Lowell Observatory in Arizona.

Boston University Pre-Majors Program (BU Pre-Map): Promoting Diversity through First-Year Undergraduate Research

NASA Astrophysics Data System (ADS)

West, Andrew A.

2015-01-01

One of largest points of attrition for underrepresented minorities in STEM fields is the transition from high school to college. A report from Building Engineering and Science Talent (BEST) demonstrates that underrepresented minorities begin college interested in STEM fields at rates equal to (if nor slightly above) their representation in both college and the population (25%). However, by the time they graduate, underrepresented minorities make up only 15% of STEM majors and only 9% of the STEM advanced degrees. Most of the attrition occurs during the first year of college, when large classes, a lack of mentors and challenging courses lead many students (from all backgrounds) to consider other majors.In 2012 I started the Boston University Pre-Majors Program (or BU Pre-MaP), which is modeled after the University of Washington Pre-Majors in Astronomy Program (UW Pre-MAP), a program for recruiting, mentoring and training underrepresented, first-year introductory astronomy students (and of which I was an architect). As a significant part of the Pre-MAP (or Pre-MaP) model, first-year students are engaged in a research project with a faculty or grad-student mentor and learn many of the skills needed to be successful in science.The BU Pre-MaP uses weekly seminars to introduce students to BU and the college environment, discuss ways to be successful in and out of the classroom, highlights the importance of peer mentoring and cohort building and serves as a mechanism to introduce first-year students to research skills. In teams of two, the Pre-MaP students select (with assistance) a research mentor and work with him/her on a original research project.In addition, Pre-MaP students attend several field trips including (but not limited to) viewing original science documents at the Boston Public Library (including a first edition Copernicus) and an observing run at Lowell Observatory in Arizona.

Developing a Diverse Professoriate - Preliminary Outcomes from a Professional Development Workshop for Underrepresented Minorities in the Geosciences

NASA Astrophysics Data System (ADS)

Houlton, H. R.; Keane, C. M.; Seadler, A. R.; Wilson, C. E.

2012-12-01

A professional development workshop for underrepresented minority, future and early-career faculty in the geosciences was held in April of 2012. Twenty seven participants traveled to the Washington DC metro area and attended this 2.5 day workshop. Participants' career levels ranged from early PhD students to Assistant Professors, and they had research interests spanning atmospheric sciences, hydrology, solid earth geoscience and geoscience education. Race and ethnicity of the participants included primarily African American or Black individuals, as well as Hispanic, Native American, Native Pacific Islanders and Caucasians who work with underrepresented groups. The workshop consisted of three themed sessions led by prestigious faculty members within the geoscience community, who are also underrepresented minorities. These sessions included "Guidance from Professional Societies," "Instructional Guidance" and "Campus Leadership Advice." Each session lasted about 3 hours and included a mixture of presentational materials to provide context, hands-on activities and robust group discussions. Two additional sessions were devoted to learning about federal agencies. For the morning session, representatives from USGS and NOAA came to discuss opportunities within each agency and the importance of promoting geoscience literacy with our participants. The afternoon session gave the workshop attendees the fortunate opportunity to visit NSF headquarters. Participants were welcomed by NSF's Assistant Director for Geosciences and took part in small group meetings with program officers within the Geosciences Directorate. Participants indicated having positive experiences during this workshop. In our post-workshop evaluation, the majority of participants revealed that they thought the sessions were valuable, with many finding the sessions extremely valuable. The effectiveness of each session had similar responses. Preliminary results from 17 paired sample t-tests show increased knowledge gained from each of our themed sessions, with "Familiarity with Federal Agencies" and "Success in Grant Applications" demonstrating statistically significant improvement.

Attracting Urban Minority Students to Geosciences through Exposure to Careers and Applied Aspects in Newark, NJ

NASA Astrophysics Data System (ADS)

Gates, A. E.; Kalczynski, M. J.

2014-12-01

A solid pipeline of URM students into the Geosciences has been established in Newark, NJ by introducing them to applied opportunities. Prior to an OEDG program designed to engage URM students, there were no students from or near Newark interested in pursuing geosciences at Rutgers-Newark or Essex Community College, the two local urban campuses. By infusing activities that showed the applied aspects of geoscience and opportunities for careers into regular high school lesson plans, a significant number of students became interested. These students were recruited into a 4-week modular summer institute that focused on energy, mining resources, environment and surface processes. About 90 students per year attended the institute which included 2 local field trips per week, presentations by industry professionals, activities that placed academic subjects into career perspective and a research project that directly affected the well-being of the students and their families. The most interested dozen of the 90 students were invited to participate in a high profile applied project that received significant media coverage, further enhancing their impression of the importance of geosciences. Previous graduates of the program were employed as assistants in subsequent programs to recycle the experience and enthusiasm. This had a positive effect on the persistence of the assistants who viewed themselves as role models to the younger students. The results are burgeoning numbers of URM geoscience majors at Rutgers, offering of geoscience for the first time in 30 years at Essex Community College as well as a new 2+2 geoscience track and several dual-credit courses at local high schools. An important aspect of this pathway or pipeline is that students must be able to clearly see the next step and their role in it. They are very tentative in this essentially pioneering pursuit. If they don't get a sense of a welcoming community and an ultimate career outcome, they quickly lose interest and retreat to a pursuit or major that is more traditional.

21st Century STEM for Girls and Underrepresented Minorities Act

THOMAS, 111th Congress

Rep. Woolsey, Lynn C. [D-CA-6

2010-07-30

House - 10/13/2010 Referred to the Subcommittee on Early Childhood, Elementary, and Secondary Education. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

21st Century STEM for Girls and Underrepresented Minorities Act

THOMAS, 112th Congress

Rep. Woolsey, Lynn C. [D-CA-6

2011-05-13

House - 09/08/2011 Referred to the Subcommittee on Early Childhood, Elementary, and Secondary Education. (All Actions) Tracker: This bill has the status IntroducedHere are the steps for Status of Legislation:

Grow our own minority STEM initiative : partnering in outreach.

DOT National Transportation Integrated Search

2017-01-20

The aim of the project is to help students from underrepresented groups connect the highlyvisible construction, operations, and maintenance activities in their community surrounding the new rail corridor to science, technology, engineering, and ma...

STEM Symposium

NASA Image and Video Library

2012-02-28

Woodrow Whitlow, NASA Associate Administrator, Mission Support Directorate, gives opening remarks at the Symposium on Supporting Underrepresented Minority Males in Science, Technology, Engineering and Mathematics (STEM), Tuesday, February 28, 2012 at NASA Headquarters in Washington. Photo Credit: (NASA/Carla Cioffi)

Diversity Networking Reception

NASA Astrophysics Data System (ADS)

2014-03-01

Join us at the APS Diversity Reception to relax, network with colleagues, and learn about programs and initiatives for women, underrepresented minorities, and LGBT physicists. You'll have a great time meeting friends in a supportive environment and making connections.

Tribology Based Research and Training for Underrepresented Minorities

DTIC Science & Technology

2017-11-30

images of surfaces after scratch hardness testing on NiTi with and without UNSM (left) and average scratch hardness measurements (right...the author(s) and should not contrued as an official Department of the Army position, policy or decision, unless so designated by other documentation...Minority Serving Institution, and its undergraduate students, as well as the predominantly Hispanic pre -college students from the Merced area, face many

Presumed fair: ironic effects of organizational diversity structures.

PubMed

Kaiser, Cheryl R; Major, Brenda; Jurcevic, Ines; Dover, Tessa L; Brady, Laura M; Shapiro, Jenessa R

2013-03-01

This research tests the hypothesis that the presence (vs. absence) of organizational diversity structures causes high-status group members (Whites, men) to perceive organizations with diversity structures as procedurally fairer environments for underrepresented groups (racial minorities, women), even when it is clear that underrepresented groups have been unfairly disadvantaged within these organizations. Furthermore, this illusory sense of fairness derived from the mere presence of diversity structures causes high-status group members to legitimize the status quo by becoming less sensitive to discrimination targeted at underrepresented groups and reacting more harshly toward underrepresented group members who claim discrimination. Six experiments support these hypotheses in designs using 4 types of diversity structures (diversity policies, diversity training, diversity awards, idiosyncratically generated diversity structures from participants' own organizations) among 2 high-status groups in tests involving several types of discrimination (discriminatory promotion practices, adverse impact in hiring, wage discrimination). Implications of these experiments for organizational diversity and employment discrimination law are discussed. PsycINFO Database Record (c) 2013 APA, all rights reserved

Not Business-as-Usual: Resetting Expectations for Recruitment, Engagement & Professional Development of Today's URM in Geosciences

NASA Astrophysics Data System (ADS)

Auzenne, K.; Teranes, J. L.

2017-12-01

"The significant problems we have cannot be solved at the same level of thinking with which we created them." - Albert Einstein. In order to successfully recruit and retain today's URM in geosciences, we must think critically and strategically about how opportunities for professional engagement and skills-building are marketed, structured and implemented at various stages of an individual's career, and how those opportunities may be viewed and/or experienced differently by URM students and professionals. This presentation will discuss how modern professional development strategies for URMs should include: (1) clearly defined expectations that acknowledge cultural differences and challenges; (2) supportive exposure to experiences and individuals, such as role models, mentors and potential advisors; (3) constructive skill-building experiences that foster confidence and a sense of belonging, and (4) a demonstrated institutional commitment to diversity and inclusion from leadership that translates into visible resources and support. The presentation will highlight examples of these efforts and outcomes at the Scripps Institution of Oceanography, including the Scripps Undergraduate Research Fellowship (SURF) Program, a NSF-funded Research Experiences for Undergraduates (REU). With a commitment to enhancing diversity and inclusion, the SURF program has used the strategies above to help recruit and retain URM, women and veterans in graduate school and careers in the geosciences.

Mentoring Matters.

ERIC Educational Resources Information Center

Highsmith, Robert J.; Denes, Ronni; Pierre, Marie M.

1998-01-01

The National Action Council for Minorities in Engineering (NACME) mentors underrepresented students and encourages their significant achievements in science, mathematics, and engineering. NACME develops many of its mentoring strategies through its Corporate Scholars Program (CSP), a comprehensive scholarship program that links engineering…

STEM Symposium

NASA Image and Video Library

2012-02-28

Carl Wieman, Associate Director, Office of Science and Technology Policy, The White House, speaks at the Symposium on Supporting Underrepresented Minority Males in Science, Technology, Engineering and Mathematics (STEM), Tuesday, February 28, 2012 at NASA Headquarters in Washington. Photo Credit: (NASA/Carla Cioffi)

STEM Symposium

NASA Image and Video Library

2012-02-28

Leland Melvin, Associate Administrator, Office of Education and former astronaut, gives opening remarks at the Symposium on Supporting Underrepresented Minority Males in Science, Technology, Engineering and Mathematics (STEM), Tuesday, February 28, 2012 at NASA Headquarters in Washington. Photo Credit: (NASA/Carla Cioffi)

Mentoring the Mentors of Underrepresented Racial/Ethnic Minorities Who are Conducting HIV Research: Beyond Cultural Competency.

PubMed

Walters, Karina L; Simoni, Jane M; Evans-Campbell, Teresa Tessa; Udell, Wadiya; Johnson-Jennings, Michelle; Pearson, Cynthia R; MacDonald, Meg M; Duran, Bonnie

2016-09-01

The majority of literature on mentoring focuses on mentee training needs, with significantly less guidance for the mentors. Moreover, many mentoring the mentor models assume generic (i.e. White) mentees with little attention to the concerns of underrepresented racial/ethnic minorities (UREM). This has led to calls for increased attention to diversity in research training programs, especially in the field of HIV where racial/ethnic disparities are striking. Diversity training tends to address the mentees' cultural competency in conducting research with diverse populations, and often neglects the training needs of mentors in working with diverse mentees. In this article, we critique the framing of diversity as the problem (rather than the lack of mentor consciousness and skills), highlight the need to extend mentor training beyond aspirations of cultural competency toward cultural humility and cultural safety, and consider challenges to effective mentoring of UREM, both for White and UREM mentors.

Mentoring the Mentors of Underrepresented Racial/Ethnic Minorities Who are Conducting HIV Research: Beyond Cultural Competency

PubMed Central

Simoni, Jane M.; Evans-Campbell, Teresa (Tessa); Udell, Wadiya; Johnson-Jennings, Michelle; Pearson, Cynthia R.; MacDonald, Meg M.; Duran, Bonnie

2016-01-01

The majority of literature on mentoring focuses on mentee training needs, with significantly less guidance for the mentors. Moreover, many mentoring the mentor models assume generic (i.e. White) mentees with little attention to the concerns of underrepresented racial/ethnic minorities (UREM). This has led to calls for increased attention to diversity in research training programs, especially in the field of HIV where racial/ethnic disparities are striking. Diversity training tends to address the mentees' cultural competency in conducting research with diverse populations, and often neglects the training needs of mentors in working with diverse mentees. In this article, we critique the framing of diversity as the problem (rather than the lack of mentor consciousness and skills), highlight the need to extend mentor training beyond aspirations of cultural competency toward cultural humility and cultural safety, and consider challenges to effective mentoring of UREM, both for White and UREM mentors. PMID:27484060

Contributions to Educational Structures that Promote Undergraduate Research

NASA Technical Reports Server (NTRS)

Sepikas, John; Mijic, Milan; Young, Don; Gillam, Steve

1997-01-01

The opportunities for community college and traditionally underrepresented minority students to participate in research experiences are typically rare. Further, what research experiences that are available often underutilizes the students' potential and do not have follow-up programs. The Physics Outreach Program (POP) working in conjunction with the Jet Propulsion Laboratory is designed to reach out to this segment of the student population and encourage them to consider careers in physics and astronomy. The program is special in that it creates a "vertical" consortium or pipeline of schools whereby students graduating from one participating institution will then transfer to another. This helps to insure that participating students will experience continuity and, with the assistance of JPL equipment and staff, a quality of instruction that they would otherwise not be able to afford. Key words. educational outreach, undergraduate research, community college research, underrepresented minority student research

Cal-Bridge and CAMPARE: Engaging Underrepresented Students in Physics and Astronomy

NASA Astrophysics Data System (ADS)

Rudolph, Alexander L.; Cal-Bridge and CAMPARE Teams

2018-01-01

We describe two programs, Cal-Bridge and CAMPARE, with the common mission of increasing participation of groups traditionally underrepresented in astronomy, through summer research opportunities, in the case of CAMPARE, scholarships in the case of Cal-Bridge, and significant mentoring in both programs, creating a national impact on their numbers successfully pursuing a PhD in the field.In 8 years, the CAMPARE program has sent 112 students, >80% from underrepresented groups, to conduct summer research at one of 14 major research institutions throughout the country. Of the CAMPARE scholars who have graduated with a Bachelor’s degree, almost two-thirds (65%) have completed or are pursuing graduate education in physics, astronomy, or a related field, at institutions including UCLA, UC Riverside, UC Irvine, UC Santa Barbara, USC, Stanford, Univ. of Arizona, Univ. of Washington, Univ. of Rochester, Michigan State Univ., Georgia Tech, Georgia State Univ., Kent State, Indiana Univ., Univ. of Oregon, Syracuse Univ., Montana State Univ., and the Fisk-Vanderbilt Master’s-to-PhD program.Now entering its fourth year, the Cal-Bridge program is a CSU-UC Bridge program comprised of >140 physics and astronomy faculty from 9 University of California (UC), 15 California State University (CSU), and 30 California Community College (CCC) campuses throughout California. In the first four years, 34 Cal-Bridge Scholars have been selected, including 22 Hispanic, 3 African-American and 13 women students, 10 of whom are from URM groups. Thirty (30) of the 34 Cal-Bridge Scholars are first generation college students. In the last two years, 11 of 13 Cal-Bridge Scholars have begun PhD programs in physics or astronomy at top PhD programs nationally. Three (3) of these 11 scholars have won NSF Graduate Research Fellowships; one more received an Honorable Mention. The next cohort applies this fall.Cal-Bridge provides much deeper mentoring and professional development experiences over the last two years of undergraduate and first year of graduate school to students from this diverse network of higher education institutions. Cal-Bridge Scholars benefit from substantial financial support, intensive, joint mentoring by CSU and UC faculty, professional development workshops, and exposure to research opportunities at the participating UC campuses.

Cal-Bridge and CAMPARE: Engaging Underrepresented Students in Physics and Astronomy

NASA Astrophysics Data System (ADS)

Rudolph, Alexander L.; Smecker-Hane, Tammy A.; Cal-Bridge Team; CAMPARE Team

2018-06-01

We describe two programs, Cal-Bridge and CAMPARE, with the common mission of increasing participation of groups traditionally underrepresented in astronomy, through summer research opportunities, in the case of CAMPARE, scholarships in the case of Cal-Bridge, and significant mentoring in both programs, creating a national impact on their numbers successfully pursuing a PhD in the field. In 9 years, the CAMPARE program has sent 150 students, >80% from underrepresented groups, to conduct summer research at one of 14 major research institutions throughout the country. Of the CAMPARE scholars who have graduated with a Bachelor’s degree, almost two-thirds (65%) have completed or are pursuing graduate education in physics, astronomy, or a related field, at institutions including UCLA, UC Riverside, UC Irvine, UC Santa Barbara, USC, Stanford, Univ. of Arizona, Univ. of Washington, Univ. of Rochester, Michigan State Univ., Georgia Tech, Georgia State Univ., Kent State, Indiana Univ., Univ. of Oregon, Syracuse Univ., Montana State Univ., and the Fisk- Vanderbilt Master’s-to-PhD program. Now in its fourth year, the Cal-Bridge program is a CSU-UC Bridge program comprised of physics and astronomy faculty from 9 University of California (UC), 15 California State University (CSU), and more than 30 California Community College (CCC) campuses throughout California. In the first four years, 34 Cal-Bridge Scholars have been selected, including 22 Hispanic, 3 African-American and 13 women students, 10 of whom are from URM groups. Thirty (30) of the 34 Cal-Bridge Scholars are first generation college students. In the last three years, 17 of 21 Cal-Bridge Scholars have begun or been accepted PhD programs in physics or astronomy at top PhD programs nationally. Three (3) of these scholars have won NSF Graduate Research Fellowships; one more received an Honorable Mention. Once selected, Cal-Bridge Scholars benefit from substantial financial support, intensive, joint mentoring by CSU and UC faculty, professional development workshops, and exposure to research opportunities at the participating UC campuses. Funding for this program is provided by NSF-DUE SSTEM Grant #1356133.

Undergraduate cancer training program for underrepresented students: findings from a minority institution/cancer center partnership.

PubMed

Coronado, Gloria D; O'Connell, Mary A; Anderson, Jennifer; Löest, Helena; Ogaz, Dana; Thompson, Beti

2010-03-01

Students from racially/ethnically diverse backgrounds are underrepresented in graduate programs in biomedical disciplines. One goal of the Minority Institution/Cancer Center partnership between New Mexico State University (NMSU) and the Fred Hutchinson Cancer Research Center (FHCRC) is to expand the number of underrepresented students who are trained in cancer research. As part of the collaboration, a summer internship program has been organized at the FHCRC. The program runs for 9 weeks and involves mentored research, research seminars, coffee breaks, social activities, and a final poster session. This study examined the graduate school attendance rates of past interns, explored interns' perceptions of the training program, and identified ways to improve the program. Thirty undergraduate students enrolled at NMSU participated in the internship program from 2002 to 2007 and telephone interviews were conducted on 22 (73%) of them. One-third of the students were currently in graduate school (32%); the remaining were either working (36%), still in undergraduate school (27%), or unemployed and not in school (5%). Students rated highly the following aspects of the program: mentored research, informal time spent with mentors, and research seminars. Students also reported the following activities would further enhance the program: instruction on writing a personal statement for graduate school and tips in choosing an advisor. Students also desired instruction on taking the GRE/MCAT, receiving advice on selecting a graduate or professional school, and receiving advice on where to apply. These findings can inform the design of internship programs aimed at increasing rates of graduate school attendance among underrepresented students.

Faculty Science Positions Continue to Elude Women of Color: Oklahoma Professor's Study Finds Hiring, Tenure Remain Stumbling Blocks

ERIC Educational Resources Information Center

Hamilton, Kendra

2004-01-01

Women and underrepresented minorities are receiving the doctorate in record numbers these days. For example, women got 45 percent and minorities 19 percent of the 39,955 doctoral degrees awarded in 2000, and both figures were all-time highs. So it comes as something of a surprise to learn that senior academic women in science and engineering are…

Increasing the Number of Minority Youth Ages Twelve through Fourteen Years Involved in the Crisis Intervention Program by Increasing the Number of Minority Adults Involved in the Provision of Services.

ERIC Educational Resources Information Center

Jennings, Susan

The racial composition of participants in a Florida crisis intervention agency's programs indicated that, among the population at risk, black youth were overrepresented in State delinquency and child welfare programs and underrepresented in the agency's intervention services. This practicum was designed to enhance the agency's ability to reach…

Focusing educational initiatives

NASA Technical Reports Server (NTRS)

Parks, George K.

1990-01-01

The United States will soon be facing a critical shortage of aerospace scientists and engineers. To address this problem, Space Grant Colleges can assist in focusing interest in existing educational initiatives and in creating new educational opportunities, particularly for women and underrepresented minorities.

41 CFR 60-2.11 - Organizational profile.

Code of Federal Regulations, 2011 CFR

2011-07-01

... Contracts OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS, EQUAL EMPLOYMENT OPPORTUNITY, DEPARTMENT OF LABOR... establishment. It is one method contractors use to determine whether barriers to equal employment opportunity... that may assist in identifying organizational units where women or minorities are underrepresented or...

STEM Symposium

NASA Image and Video Library

2012-02-28

Christine Keller, Director of Research, APLU (Association of Public and Land-grant Universities) presents STEM initiative report findings at the Symposium on Supporting Underrepresented Minority Males in Science, Technology, Engineering and Mathematics (STEM), Tuesday, February 28, 2012 at NASA Headquarters in Washington. Photo Credit: (NASA/Carla Cioffi)

Enrichment programs to create a pipeline to biomedical science careers.

PubMed

Cregler, L L

1993-01-01

The Student Educational Enrichment Programs at the Medical College of Georgia in the School of Medicine were created to increase underrepresented minorities in the pipeline to biomedical science careers. Eight-week summer programs are conducted for high school, research apprentice, and intermediate and advanced college students. There is a prematriculation program for accepted medical, dental, and graduate students. Between 1979 and 1990, 245 high school students attended 12 summer programs. Of these, 240 (98%) entered college 1 year later. In 1986, after eight programs, 162 (68%) high school participants graduated from college with a baccalaureate degree, and 127 responded to a follow-up survey. Sixty-two (49%) of the college graduates attended health science schools, and 23 (18%) of these matriculated to medical school. Of college students, 504 participated in 13 summer programs. Four hundred (79%) of these students responded to a questionnaire, which indicated that 348 (87%) of the 400 entered health science occupations and/or professional schools; 179 (45%) of these students matriculated to medical school. Minority students participating in enrichment programs have greater success in gaining acceptance to college and professional school. These data suggest that early enrichment initiatives increase the number of underrepresented minorities in the biomedical science pipeline.

Fostering Significant Learning in Sciences

ERIC Educational Resources Information Center

Deksissa, Tolessa; Liang, Lily R.; Behera, Pradeep; Harkness, Suzan J.

2014-01-01

The new global economy depends on workforce competencies in science, technology, engineering and mathematics more than ever before. To prepare a strong workforce, attracting and educating underrepresented minority students in science is a challenge within our traditional American educational approach. To meet this challenge, fostering significant…

Applying IRSS Theory: The Clark Atlanta University Exemplar

ERIC Educational Resources Information Center

Payton, Fay Cobb; Suarez-Brown, Tiki L.; Smith Lamar, Courtney

2012-01-01

The percentage of underrepresented minorities (African-American, Hispanic, Native Americans) that have obtained graduate level degrees within computing disciplines (computer science, computer information systems, computer engineering, and information technology) is dismal at best. Despite the fact that academia, the computing workforce,…

STEM Symposium

NASA Image and Video Library

2012-02-28

Christine Keller, right, Director of Research, APLU (Association of Public and Land-grant Universities) presents STEM initiative report findings at the Symposium on Supporting Underrepresented Minority Males in Science, Technology, Engineering and Mathematics (STEM), Tuesday, February 28, 2012 at NASA Headquarters in Washington. Photo Credit: (NASA/Carla Cioffi)

Charting the Course

ERIC Educational Resources Information Center

Forde, Dana

2007-01-01

This article describes how Rutgers University's Office for Diversity and Academic Success in the Sciences (ODASIS) provides step-by-step guidance to help aspiring minority physicians fulfill their dreams. ODASIS works jointly with undergraduate admissions officials at Rutgers to identify all incoming freshman students from underrepresented and…

A Randomized Controlled Trial of Mentoring Interventions for Underrepresented Minorities.

PubMed

Lewis, Vivian; Martina, Camille A; McDermott, Michael P; Trief, Paula M; Goodman, Steven R; Morse, Gene D; LaGuardia, Jennifer G; Sharp, Daryl; Ryan, Richard M

2016-07-01

To conduct a randomized controlled trial to evaluate the effects of different mentoring interventions on the basic psychological need satisfaction of underrepresented minorities and women in academia. Participants were 150 mentor/protégé dyads from three academic medical centers and eight other colleges and universities in western and central New York, randomized from 2010 to 2013 into mentor training (using principles of self-determination theory); peer mentoring for protégés; mentor training and peer mentoring for protégés combined; or control/usual practice. Protégé participants were graduate students, fellows, and junior faculty who were from underrepresented groups based on race, ethnicity, gender, or disability.The primary analysis was a comparison of intervention effects on changes in protégés' satisfaction of their basic psychological needs (competence, autonomy, and relatedness) with their mentor. They completed a well-validated, online questionnaire every two months for one year. There was no significant effect at the end of one year of either mentor training or peer mentoring on protégés' psychological basic need satisfaction with mentor specifically or at work in general. Exploratory analyses showed a significant effect of the mentor-based intervention on the protégés' overall psychological need satisfaction with their mentor at two months, the time point closest to completing mentor training. This randomized controlled trial showed a potential short-term effect of mentor training on changing basic psychological need satisfaction of underrepresented scholars with their mentors. Despite the lack of sustained effect of either mentor training or peer mentoring, these short-term changes suggest feasibility and potential for future study.

A Randomized Controlled Trial of Mentoring Interventions for Underrepresented Minorities

PubMed Central

Lewis, Vivian; Martina, Camille A.; McDermott, Michael P.; Trief, Paula; Goodman, Steven R.; Morse, Gene D.; LaGuardia, Jennifer G.; Sharp, Daryl; Ryan, Richard M.

2015-01-01

Purpose To conduct a randomized controlled trial (RCT) to evaluate the effects of different mentoring interventions on the basic psychological need satisfaction of underrepresented minorities and women in academia. Method Participants were 150 mentor/protégé dyads from three academic medical centers and eight other colleges and universities in western and central New York, randomized from 2010–2013 into: mentor training (using principles of self-determination theory); peer mentoring for protégés; mentor training and peer mentoring for protégés combined; or control/usual practice. Protégé participants were graduate students, fellows and junior faculty who were from underrepresented groups based on race, ethnicity, gender, or disability. The primary analysis was a comparison of intervention effects on changes in protégés’ satisfaction of their basic psychological needs (competence, autonomy and relatedness) with their mentor. They completed a well-validated, online questionnaire every 2 months for 1 year. Results There was no significant effect at the end of 1 year of either mentor training or peer mentoring on protégés’ psychological basic need satisfaction with mentor specifically or at work in general. Exploratory analyses showed a significant effect of the mentor-based intervention on the protégés’ overall psychological need satisfaction with their mentor at 2 months, the time point closest to completing mentor training. Conclusions This RCT showed a potential short-term effect of mentor training on changing basic psychological need satisfaction of underrepresented scholars with their mentors. Despite the lack of sustained effect of either mentor training or peer mentoring, these short-term changes suggest feasibility and potential for future study. PMID:26717501

Examining issues of underrepresented minority students in introductory physics

NASA Astrophysics Data System (ADS)

Watkins, Jessica Ellen

In this dissertation we examine several issues related to the retention of under-represented minority students in physics and science. In the first section, we show that in calculus-based introductory physics courses, the gender gap on the FCI is diminished through the use of interactive techniques, but in lower-level introductory courses, the gap persists, similar to reports published at other institutions. We find that under-represented racial minorities perform similar to their peers with comparable academic preparation on conceptual surveys, but their average exam grades and course grades are lower. We also examine student persistence in science majors; finding a significant relationship between pedagogy in an introductory physics course and persistence in science. In the second section, we look at student end-of-semester evaluations and find that female students rate interactive teaching methods a full point lower than their male peers. Looking more deeply at student interview data, we find that female students report more social issues related to the discussions in class and both male and female students cite feeling pressure to obtain the correct answer to clicker questions. Finally, we take a look an often-cited claim for gender differences in STEM participation: cognitive differences explain achievement differences in physics. We examine specifically the role of mental rotations in physics achievement and problem-solving, viewing mental rotations as a tool that students can use on physics problems. We first look at student survey results for lower-level introductory students, finding a low, but significant correlation between performance on a mental rotations test and performance in introductory physics courses. In contrast, we did not find a significant relationship for students in the upper-level introductory course. We also examine student problem-solving interviews to investigate the role of mental rotations on introductory problems.

The pervasive crisis of diminishing radiation therapy access for vulnerable populations in the United States-part 3: Hispanic-American patients.

PubMed

McClelland, Shearwood; Perez, Carmen A

2018-01-01

Health disparities have profoundly affected underrepresented minorities throughout the United States, particularly with regard to access to evidence-based interventions such as surgery or medication. The degree of disparity in access to radiation therapy (RT) for Hispanic-American patients with cancer has not been previously examined in an extensive manner. An extensive literature search was performed using the PubMed database to examine studies investigating disparities in RT access for Hispanic-Americans. A total of 34 studies were found, spanning 10 organ systems. Disparities in access to RT for Hispanic-Americans were most prominently studied in cancers of the breast (15 studies), prostate (4 studies), head and neck (4 studies), and gynecologic system (3 studies). Disparities in RT access for Hispanic-Americans were prevalent regardless of the organ system studied and were compounded by limited English proficiency and/or birth outside of the United States. A total of 26 of 34 studies (77%) involved analysis of a population-based database, such as Surveillance, Epidemiology and End Result (15 studies); Surveillance, Epidemiology and End Result-Medicare (4 studies); National Cancer Database (3 studies); or a state tumor registry (4 studies). Hispanic-Americans in the United States have diminished RT access compared with Caucasian patients but are less likely to experience concomitant disparities in mortality than other underrepresented minorities that experience similar disparities (ie, African-Americans). Hispanic-Americans who are born outside of the United States and/or have limited English proficiency may be more likely to experience substandard RT access. These results underscore the importance of finding nationwide solutions to address such inequalities that hinder Hispanic-Americans and other underrepresented minorities throughout the United States.

National Heart, Lung, and Blood Institute Workshop Summary: Enhancing Opportunities for Training and Retention of a Diverse Biomedical Workforce.

PubMed

Duncan, Gregg A; Lockett, Angelia; Villegas, Leah R; Almodovar, Sharilyn; Gomez, Jose L; Flores, Sonia C; Wilkes, David S; Tigno, Xenia T

2016-04-01

Committed to its mission of conducting and supporting research that addresses the health needs of all sectors of the nation's population, the Division of Lung Diseases, National Heart, Lung, and Blood Institute of the National Institutes of Health (NHLBI/NIH) seeks to identify issues that impact the training and retention of underrepresented individuals in the biomedical research workforce. Early-stage investigators who received grant support through the NIH Research Supplements to Promote Diversity in Health Related Research Program were invited to a workshop held in Bethesda, Maryland in June, 2015, in order to (1) assess the effectiveness of the current NHLBI diversity program, (2) improve its strategies towards achieving its goal, and (3) provide guidance to assist the transition of diversity supplement recipients to independent NIH grant support. Workshop participants participated in five independent focus groups to discuss specific topics affecting underrepresented individuals in the biomedical sciences: (1) Socioeconomic barriers to success for diverse research scientists; (2) role of the academic research community in promoting diversity; (3) life beyond a research project grant: non-primary investigator career paths in research; (4) facilitating career development of diverse independent research scientists through NHLBI diversity programs; and (5) effectiveness of current NHLBI programs for promoting diversity of the biomedical workforce. Several key issues experienced by young, underrepresented biomedical scientists were identified, and solutions were proposed to improve on training and career development for diverse students, from the high school to postdoctoral trainee level, and address limitations of currently available diversity programs. Although some of the challenges mentioned, such as cost of living, limited parental leave, and insecure extramural funding, are also likely faced by nonminority scientists, these issues are magnified among diversity scientists and are complicated by unique circumstances in this group, such as limited exposure to science at a young age, absence of role models and mentors from underrepresented backgrounds, and social norms that relegate their career endeavors, particularly among women, to being subordinate to their expected cultural role. The factors influencing the participation of underrepresented minorities in the biomedical workforce are complex and span several continuous or overlapping stages in the professional development of scientists from these groups. Therefore, a multipronged approach is needed to enable the professional development and retention of underrepresented minorities in biomedical research. This approach should address both individual and social factors and should involve funding agencies, academic institutions, mentoring teams, professional societies, and peer collaboration. Implementation of some of the recommendations, such as access to child care, institutional support and health benefits for trainees, teaching and entrepreneurial opportunities, grant-writing webinars, and pre-NIH career development (Pre-K) pilot programs would not only benefit biomedical scientists from underrepresented groups but also improve the situation of nondiverse junior scientists. However, other issues, such as opportunities for early exposure to science of disadvantaged/minority groups, and identifying mentors/life coaches/peer mentors who come from similar cultural backgrounds and vantage points, are unique to this group.

National Heart, Lung, and Blood Institute Workshop Summary: Enhancing Opportunities for Training and Retention of a Diverse Biomedical Workforce

PubMed Central

Duncan, Gregg A.; Lockett, Angelia; Villegas, Leah R.; Almodovar, Sharilyn; Gomez, Jose L.; Flores, Sonia C.; Tigno, Xenia T.

2016-01-01

Rationale: Committed to its mission of conducting and supporting research that addresses the health needs of all sectors of the nation's population, the Division of Lung Diseases, National Heart, Lung, and Blood Institute of the National Institutes of Health (NHLBI/NIH) seeks to identify issues that impact the training and retention of underrepresented individuals in the biomedical research workforce. Objectives: Early-stage investigators who received grant support through the NIH Research Supplements to Promote Diversity in Health Related Research Program were invited to a workshop held in Bethesda, Maryland in June, 2015, in order to (1) assess the effectiveness of the current NHLBI diversity program, (2) improve its strategies towards achieving its goal, and (3) provide guidance to assist the transition of diversity supplement recipients to independent NIH grant support. Methods: Workshop participants participated in five independent focus groups to discuss specific topics affecting underrepresented individuals in the biomedical sciences: (1) Socioeconomic barriers to success for diverse research scientists; (2) role of the academic research community in promoting diversity; (3) life beyond a research project grant: non–primary investigator career paths in research; (4) facilitating career development of diverse independent research scientists through NHLBI diversity programs; and (5) effectiveness of current NHLBI programs for promoting diversity of the biomedical workforce. Measurements and Main Results: Several key issues experienced by young, underrepresented biomedical scientists were identified, and solutions were proposed to improve on training and career development for diverse students, from the high school to postdoctoral trainee level, and address limitations of currently available diversity programs. Although some of the challenges mentioned, such as cost of living, limited parental leave, and insecure extramural funding, are also likely faced by nonminority scientists, these issues are magnified among diversity scientists and are complicated by unique circumstances in this group, such as limited exposure to science at a young age, absence of role models and mentors from underrepresented backgrounds, and social norms that relegate their career endeavors, particularly among women, to being subordinate to their expected cultural role. Conclusions: The factors influencing the participation of underrepresented minorities in the biomedical workforce are complex and span several continuous or overlapping stages in the professional development of scientists from these groups. Therefore, a multipronged approach is needed to enable the professional development and retention of underrepresented minorities in biomedical research. This approach should address both individual and social factors and should involve funding agencies, academic institutions, mentoring teams, professional societies, and peer collaboration. Implementation of some of the recommendations, such as access to child care, institutional support and health benefits for trainees, teaching and entrepreneurial opportunities, grant-writing webinars, and pre-NIH career development (Pre-K) pilot programs would not only benefit biomedical scientists from underrepresented groups but also improve the situation of nondiverse junior scientists. However, other issues, such as opportunities for early exposure to science of disadvantaged/minority groups, and identifying mentors/life coaches/peer mentors who come from similar cultural backgrounds and vantage points, are unique to this group. PMID:27058184

The underrepresentation of Hispanics/Latinos in nursing education: a deafening silence.

PubMed

Taxis, J Carole

2002-01-01

While our national population is growing more ethnically and racially diverse, the nursing workforce and faculty remains predominantly White (non-Hispanic). Ethnic/racial minorities are seriously underrepresented in nursing and, as such, are a factor in the nursing workforce shortage. The nursing literature has addressed the need for ethnic/racial diversity for several decades, most often citing diversification as a means of providing culturally competent care. However the fact remains that the nursing population continues to be underrepresented by people of color. The diversification of the nursing profession will require culturally sensitive research and theory development regarding the recruitment and education of ethnic/racial minorities. While there is a growing body of knowledge regarding the educational needs and experiences of minorities in nursing education, much of this data generalize minorities as if they were a homogeneous group. There is a striking paucity of research regarding the underepresentation of Hispanics in nursing and the unique issues of recruitment and retention of this group in nursing education. This paper provides a review of the mostly anecdotal literature regarding the experiences of Hispanics in nursing education. It explores the underrepresentation and paucity of culturally specific knowledge regarding the recruitment, retention, and graduation of Hispanics/Latinos in nursing. The homogeneity of nursing and its consequences specifically in relation to Hispanics is discussed. The research implications are highlighted throughout.

Encouraging Equitable Enrollment.

ERIC Educational Resources Information Center

Hill, Stan

1997-01-01

Describes Project JUST (Join Underrepresented in Science and Technology), an initiative whose goal is to create an atmosphere of systemic change within an urban school district that results in minority students excelling in upper level math and science courses. Discusses leadership, governance, and management; a standards-based curriculum;…

Assessment Study of an Undergraduate Research Training Abroad Program

ERIC Educational Resources Information Center

Nieto-Fernandez, Fernando; Race, Kathryn; Quarless, Duncan A.

2013-01-01

The Old Westbury Neuroscience International Research Program (OWNIP) encourages undergraduate students from health disparities populations and underrepresented minorities to pursue careers in basic science, biomedical, clinical, and behavioral health research fields. To evaluate this program, several measures were used tracked through an online…

Social and Environmental Justice in the Chemistry Classroom

ERIC Educational Resources Information Center

Lasker, Grace A.; Mellor, Karolina E.; Mullins, Melissa L.; Nesmith, Suzanne M.; Simcox, Nancy J.

2017-01-01

Despite advances in active learning pedagogy and other methods designed to increase student engagement in the chemistry classroom, retention and engagement issues still persist, particularly with respect to women and minorities underrepresented in STEM (science, technology, engineering, and mathematics) programs. Relevancy also remains elusive in…

Diversity, Inclusion, and Representation: It Is Time to Act.

PubMed

Lightfoote, Johnson B; Deville, Curtiland; Ma, Loralie D; Winkfield, Karen M; Macura, Katarzyna J

2016-12-01

Although the available pool of qualified underrepresented minority and women medical school graduates has expanded in recent decades, their representation in the radiological professions has improved only marginally. Recognizing this deficit in diversity, many professional medical societies, including the ACR, have incorporated these values as core elements of their missions and instituted programs that address previously identified barriers to a more diverse workforce. These barriers include insufficient exposure of underrepresented minorities and women to radiology and radiation oncology; misperception of these specialties as non-patient care and not community service; unconscious bias; and delayed preparation of candidates to compete successfully for residency positions. Critical success factors in expanding diversity and inclusion are well identified both outside and within the radiological professions; these are reviewed in the current communication. Radiology leaders are positioned to lead the profession in expanding the diversity and improving the inclusiveness of our professional workforce in service to an increasingly diverse society and patient population. Copyright © 2016 American College of Radiology. Published by Elsevier Inc. All rights reserved.

41 CFR 60-2.11 - Organizational profile.

Code of Federal Regulations, 2010 CFR

2010-07-01

... that may assist in identifying organizational units where women or minorities are underrepresented or.../Pacific Islanders, and American Indians/Alaskan Natives. (c) Workforce analysis. (1) A workforce analysis... Indians/Alaskan Natives. The wage rate or salary range for each job title must be given. All job titles...

Authentic Engagement for Promoting a College-Going Culture

ERIC Educational Resources Information Center

Collins, William

2011-01-01

The United States has lost ground internationally as a leader in educational attainment. Personal empowerment, national economic progress, and democratic ideals are enhanced through education, yet inequalities persist in the educational attainment of certain groups, such as low-income families or underrepresented minorities. Because the evolving…

41 CFR 60-2.11 - Organizational profile.

Code of Federal Regulations, 2014 CFR

2014-07-01

... that may assist in identifying organizational units where women or minorities are underrepresented or.../Pacific Islanders, and American Indians/Alaskan Natives. (c) Workforce analysis. (1) A workforce analysis... Indians/Alaskan Natives. The wage rate or salary range for each job title must be given. All job titles...

41 CFR 60-2.11 - Organizational profile.

Code of Federal Regulations, 2012 CFR

2012-07-01

... that may assist in identifying organizational units where women or minorities are underrepresented or.../Pacific Islanders, and American Indians/Alaskan Natives. (c) Workforce analysis. (1) A workforce analysis... Indians/Alaskan Natives. The wage rate or salary range for each job title must be given. All job titles...

41 CFR 60-2.11 - Organizational profile.

Code of Federal Regulations, 2013 CFR

2013-07-01

... that may assist in identifying organizational units where women or minorities are underrepresented or.../Pacific Islanders, and American Indians/Alaskan Natives. (c) Workforce analysis. (1) A workforce analysis... Indians/Alaskan Natives. The wage rate or salary range for each job title must be given. All job titles...

Research and Education in Development of Multifunctional Sensors and MEMS Devices

DTIC Science & Technology

2015-07-15

UNDERREPRESENTED MINORITY GROUPS IN MEMS AND SENSOR DEVELOPMENT AND FABRICATION 3.1 EDUCATION AND CURRICULAR DEVELOPMENT Dr. Williams (Co- PI ...dye-sensitized solar cell (DSSC) works.  Prepare a DSSC using crushed blackberries and raspberries , to serve as the source of sensitizer molecules

A Summer Academic Research Experience for Disadvantaged Youth

ERIC Educational Resources Information Center

Kabacoff, Cathryn; Srivastava, Vasudha; Robinson, Douglas N.

2013-01-01

Internships are an effective way of connecting high school students in a meaningful manner to the sciences. Disadvantaged minorities have fewer opportunities to participate in internships, and are underrepresented in both science, technology, engineering, and mathematics majors and careers. We have developed a Summer Academic Research Experience…

The Health Resources and Services Administration diversity data collection.

PubMed

White, Kathleen M; Zangaro, George; Kepley, Hayden O; Camacho, Alex

2014-01-01

The Health Resources and Services Administration maintains a strong emphasis on increasing the diversity of the health-care workforce through its grant programs. Increasing the diversity of the workforce is important for reducing health disparities in the population caused by socioeconomic, geographic, and race/ethnicity factors because evidence suggests that minority health professionals are more likely to serve in areas with a high proportion of underrepresented racial and ethnic minority groups. The data show success in increasing the diversity of enrollees in five nursing programs.

Effect of URM infills on seismic vulnerability of Indian code designed RC frame buildings

NASA Astrophysics Data System (ADS)

Haldar, Putul; Singh, Yogendra; Paul, D. K.

2012-03-01

Unreinforced Masonry (URM) is the most common partitioning material in framed buildings in India and many other countries. Although it is well-known that under lateral loading the behavior and modes of failure of the frame buildings change significantly due to infill-frame interaction, the general design practice is to treat infills as nonstructural elements and their stiffness, strength and interaction with the frame is often ignored, primarily because of difficulties in simulation and lack of modeling guidelines in design codes. The Indian Standard, like many other national codes, does not provide explicit insight into the anticipated performance and associated vulnerability of infilled frames. This paper presents an analytical study on the seismic performance and fragility analysis of Indian code-designed RC frame buildings with and without URM infills. Infills are modeled as diagonal struts as per ASCE 41 guidelines and various modes of failure are considered. HAZUS methodology along with nonlinear static analysis is used to compare the seismic vulnerability of bare and infilled frames. The comparative study suggests that URM infills result in a significant increase in the seismic vulnerability of RC frames and their effect needs to be properly incorporated in design codes.

Medium pH in submerged cultivation modulates differences in the intracellular protein profile of Fusarium oxysporum.

PubMed

da Rosa-Garzon, Nathália Gonsales; Laure, Hélen Julie; Souza-Motta, Cristina Maria de; Rosa, José César; Cabral, Hamilton

2017-08-09

Fusarium oxysporum is a filamentous fungus that damages a wide range of plants and thus causes severe crop losses. In fungal pathogens, the genes and proteins involved in virulence are known to be controlled by environmental pH. Here, we report the influence of culture-medium pH (5, 6, 7, and 8) on the production of degradative enzymes involved in the pathogenesis of F. oxysporum URM 7401 and on the 2D-electrophoresis profile of intracellular proteins in this fungus. F. oxysporum URM 7401 was grown in acidic, neutral, and alkaline culture media in a submerged bioprocess. After 96 hr, the crude extract was processed to enzyme activity assays, while the intracellular proteins were obtained from mycelium and analyzed using 2D electrophoresis and mass spectrometry. We note that the diversity of secreted enzymes was changed quantitatively in different culture-medium pH. Also, the highest accumulated biomass and the intracellular protein profile of F. oxysporum URM 7401 indicate an increase in metabolism in neutral-alkaline conditions. The differential profiles of secreted enzymes and intracellular proteins under the evaluated conditions indicate that the global protein content in F. oxysporum URM 7401 is modulated by extracellular pH.

The Effect of Gender and Race Intersectionality on Student Learning Outcomes in Engineering

ERIC Educational Resources Information Center

Ro, Hyun Kyoung; Loya, Karla I.

2015-01-01

Women and underrepresented minorities in traditionally White and male-dominated disciplines tend to report lower learning outcomes than their White peers. Adopting a feminist intersectionality framework, this study looks at the intersections of gender and race to investigate differences in self-assessed learning outcomes in engineering…

Affirmative Action Fallout

ERIC Educational Resources Information Center

Roach, Ronald

2005-01-01

Race-conscious affirmative action in higher education survived a close challenge in 2003 when the U.S. Supreme Court ruled that race was a valid academic admission criteria in the "Grutter v. Bollinger" case. Two years later, a number of "pipeline" programs to help under-represented minorities gain admission to and complete graduate school have…

Laying Out a Blueprint for Diversity

ERIC Educational Resources Information Center

Pluviose, David

2007-01-01

The 2004 statistics from the American Institute of Architects--the profession's leading membership association--indicate that just 7 percent of its licensed or registered members are underrepresented minorities. Only 12 percent are women. As Blacks and Hispanics each make up about 13 percent of the overall population and women comprise roughly…

Providing Co-Curricular Support: A Multi-Case Study of Engineering Student Support Centers

ERIC Educational Resources Information Center

Lee, Walter C., Jr.

2015-01-01

In response to the student retention and diversity issues that have been persistent in undergraduate engineering education, many colleges have developed Engineering Student Support Centers (ESSCs) such as Minority Engineering Programs (MEPs) and Women in Engineering Programs (WEPs). ESSCs provide underrepresented students with co-curricular…

Equitable Representation of Deaf People in Mainstream Academia: Why Not?

ERIC Educational Resources Information Center

Woodcock, Kathryn; Rohan, Meg J.; Campbell, Linda

2007-01-01

Approximately 5% of people in most countries have deafness or significant hearing loss. This significant minority is underrepresented in mainstream universities across the world. Background information about deafness, relevant technology and its drawbacks, and the use of interpreters are discussed. The barriers to equitable representation of…

Critical Mentoring Practices to Support Diverse Students in Higher Education: Chicana/Latina Faculty Perspectives

ERIC Educational Resources Information Center

Figueroa, Julie López; Rodriguez, Gloria M.

2015-01-01

This chapter outlines critical practices that emerged from utilizing social justice frameworks to mentor first-generation, underrepresented minority students at the undergraduate to doctoral levels. The mentoring strategies include helping students to reframe instances when faculty and peers unconsciously conflate academic rigor with color-blind…

A Study of Cognitive Achievement in a Special Premedical Program

ERIC Educational Resources Information Center

Agbor-Baiyee, William

2009-01-01

Purpose: In common with most standardized admissions tests, the Medical College Admission Test (MCAT) scores disproportionately screen out applicants from disadvantaged and underrepresented minority groups, relative to their demographic importance. The impact of programs to prepare students for the MCAT has not been adequately addressed. The…

Changing the Face of STEM with Stormwater Research

ERIC Educational Resources Information Center

Musavi, Mohamad; Friess, Wilhelm A.; James, Cary; Isherwood, Jennifer C.

2018-01-01

Background: The University of Maine Stormwater Management and Research Team (SMART) program began in 2014 with the goal of creating a diverse science-technology-engineering-math (STEM) pathway with community water research. The program engages female and underrepresented minority high school students in locally relevant STEM research. It focuses…

Reshaping Religious and Theological Education in the 90's: Toward a Critical Pluralism.

ERIC Educational Resources Information Center

Johnson, Susanne

1993-01-01

Contends that many people feel that academic excellence in higher education is being threatened by multicultural education. Provides a summary of the issues and argues that religious educators should be guided by the concept of "hospitality" regarding minority and other underrepresented groups in education. (ACM)

45 CFR 2551.23 - What are a sponsor's program responsibilities?

Code of Federal Regulations, 2011 CFR

2011-10-01

... individuals with limited English proficiency; sex; age; political affiliation; religion; or on the basis of... recruit eligible individuals from minority groups, persons with disabilities, and under-represented groups...-service, and an average of 4 hours of monthly in-service training. (g) Encourage the most efficient and...

The Need for More Culturally Diverse Leaders in Postsecondary Technical Education: A Challenge for Community Colleges.

ERIC Educational Resources Information Center

Farmer, Edgar I.

1997-01-01

Minorities and women are underrepresented in community college leadership as well as executive and administrative positions in corporations. Because these groups comprise 50% of the work force, it is essential that diversity in education and business leadership be cultivated. (SK)

Graduate Student Diversity. Graduate Focus: Issues in Graduate Education at UCLA.

ERIC Educational Resources Information Center

Hune, Shirley; Benkin, Ellen; Jordan, Patricia

This issue of Graduate Focus provides a brief status report on ethnic diversity at the University of California Los Angeles (UCLA). It includes an overview of relevant institutional data and notes various issues, concerns, and current activities. In graduate programs, UCLA designates as underrepresented minorities domestic students of…

Business in Social Work Education: A Historically Black University's Social Work Entrepreneurship Project

ERIC Educational Resources Information Center

Archibald, Paul; Muhammad, Omar; Estreet, Anthony

2016-01-01

The destabilization of the current economy has sparked increased interest in entrepreneurship, especially for underrepresented minority social work students. The entrepreneurial thinking of these social work students entering social work programs at historically Black colleges and universities needs to be fostered in a learning environment. This…

The Reporter's Control of News.

ERIC Educational Resources Information Center

Powell, Cheryl Riley

A recent study profiles the American journalist as young, male, white, educated, and coming from a solid middle- or upper-middle-class background. Women and minority groups are grossly underrepresented in the field of journalism. Other studies present parallels between the topics that are selected as newsworthy and the characteristics of those who…

Introducing B Corporations to the Higher Education Community

ERIC Educational Resources Information Center

Houlahan, Bart; Osusky, Dan

2016-01-01

The higher education industry faces many challenges. Despite the recognition that a college degree is essential to developing skilled employees, informed citizens, and flourishing people, there is a shortage of skilled workers, college costs (and student debt) are rising, and the attainment gap for minorities and underrepresented populations…

Gender Representation Trends and Relations at the United States Naval Academy

DTIC Science & Technology

2005-06-01

Defense, 1997). However, women and minority officers tend to be concentrated in administration and supply areas, and underrepresented in tactical...acronym FARB: Fat Ass Rugby Bitch has also been added to the derogatory terms for women. Each of these gender-based terms is laced with tension and

STEM Success: Perceptions of Women of Color at Community Colleges

ERIC Educational Resources Information Center

Cunningham, Nina Maria

2017-01-01

Women of color, particularly African-Americans and Hispanics, have a science, and engineering degree attainment rate of 11% whereas White women have a rate of 29%. Research has demonstrated that these underrepresented minorities experience various racial/ethnic and gender issues that impact their academic success in science, technology,…

Faculty Development to Address the Achievement Gap

ERIC Educational Resources Information Center

Gillian-Daniel, Donald L.; Kraemer, Sara B.

2015-01-01

Disparities in academic achievement between students who are under-represented minorities, the first in their families to go to college, and/or low income and their more privileged peers affects students from kindergarten through college. Inequities throughout their education, as well as other causes affect the ability of high school graduates to…

Understanding Admitted Doctoral Students' Institutional Choices: Student Experiences versus Faculty and Staff Perceptions

ERIC Educational Resources Information Center

Bersola, Samuel H.; Stolzenberg, Ellen Bara; Fosnacht, Kevin; Love, Janice

2014-01-01

In the absence of extensive data on doctoral institution choice, assumptions by faculty and administrators flourish. Due to increasing calls for diversity, continuing economic hardship, and decreasing yield rates, especially for underrepresented minorities, a highly selective research university (very high research activity) administered two sets…

Pillars of Progress. Lumina Foundation Focus. Spring 2008

ERIC Educational Resources Information Center

Powell, David S., Ed.

2008-01-01

Minority-Serving Institutions (MSIs) often go above and beyond the call of duty to encourage engagement and provide support to traditionally underrepresented students. This issue of Lumina Foundation Focus magazine, titled "Pillars of progress," examines MSIs and their efforts to maximize student success. Following the President's Message, In…

STEM Symposium

NASA Image and Video Library

2012-02-28

J. Keith Motley, Chancellor, University of Massachusetts Boston, and Chair, APLU (Association of Public and Land-grant Universities) Commission on Access, Diversity and Excellence, speaks at the Symposium on Supporting Underrepresented Minority Males in Science, Technology, Engineering and Mathematics (STEM), Tuesday, February 28, 2012 at NASA Headquarters in Washington. Photo Credit: (NASA/Carla Cioffi)

American Indian Professionals: Educational Decision-Making and Persistence

ERIC Educational Resources Information Center

Burke, Colleen M.

2017-01-01

American Indian graduate students are experiencing a higher matriculation rate in higher education today; however, those rates are still lower than other underrepresented minority groups' rates. The purpose of this study is to conduct exploratory research to investigate the decision-making process of American Indian/Alaskan Native professionals…

Women Secondary School Principals: Multicultural Voices from the Field

ERIC Educational Resources Information Center

Wrushen, Barbara Rivers; Sherman, Whitney H.

2008-01-01

Women, in general, are underrepresented at the secondary leadership level. Numbers of women in leadership become dismal when considering both gender and ethnicity. The lack of women's voice in the literature on educational leadership, particularly those of minority women, grounded this qualitative research project that collected personal…

Factors Influencing Student Gains from Undergraduate Research Experiences at a Hispanic-Serving Institution

ERIC Educational Resources Information Center

Daniels, Heather; Grineski, Sara E.; Collins, Timothy W.; Morales, Danielle X.; Morera, Osvaldo; Echegoyen, Lourdes

2016-01-01

Undergraduate research experiences (UREs) confer many benefits to students, including improved self-confidence, better communication skills, and an increased likelihood of pursuing science careers. Additionally, UREs may be particularly important for racial/ethnic minority students who are underrepresented in the science workforce. We examined…

Documenting Instructional Practices in Large Introductory STEM Lecture Courses

ERIC Educational Resources Information Center

Vu, Viet Quoc

2017-01-01

STEM education reform in higher education is framed around the need to improve student learning outcomes, increase student retention, and increase the number of underrepresented minorities and female students in STEM fields, all of which would ultimately contribute to America's competitiveness and prosperity. To achieve these goals, education…

African American Administrators at PWIs: Enablers of and Barriers to Career Success

ERIC Educational Resources Information Center

Gardner, Levester, Jr.; Barrett, T. Gregory; Pearson, L. Carolyn

2014-01-01

Despite literature emphasizing the importance of their presence on college campuses to minority student success, African American administrators are severely underrepresented in higher education. The purpose of this qualitative study was to explore the lived experiences of successful African American student affairs administrators at predominantly…

From Marginalisation to Integration: Arab-Palestinians in Israeli Academia

ERIC Educational Resources Information Center

Hager, Tamar; Jabareen, Yousef

2016-01-01

The Arab-Palestinian minority in Israel, one-fifth of the country's population, has been underrepresented in Israeli institutions of higher education since the establishment of the state. This article focuses on the authors' shared aim of promoting diversity and multiculturalism in institutions of higher education in Israel. It first introduces…

Tested Strategies for Recruiting and Retention of STEM Majors

ERIC Educational Resources Information Center

Davari, Sadegh; Perkins-Hall, Sharon; Abeysekera, Krishani

2017-01-01

There is a shortage of STEM (Science, Technology, Engineering and Mathematics) educated workforce in the US, especially among minority and underrepresented groups. Recruiting and retaining STEM majors has been a major problem for universities and community colleges for many years. The Computer Science department of University of Houston-Clear Lake…

Recruitment of Hispanic and Black Students.

ERIC Educational Resources Information Center

Rivera, Manuel G.

The issue of recruitment of community college minority students who are underrepresented in higher education (Hispanics and Blacks) is complex and needs various programs which are unique and fit within the framework of the institution. Historical elements in Texas make it difficult to implement recruitment efforts. Recent statistics illustrate the…

Recruiting Research Participants at Community Education Sites

PubMed Central

SADLER, GEORGIA ROBINS; PETERSON, MELANIE; WASSERMAN, LINDA; MILLS, PAUL L.; MALCARNE, VANESSA L.; ROCK, CHERYL; ANCOLI-ISRAEL, SONIA; MOORE, AMANDA; WELDON, RAI-NESHA; GARCIA, TENISHA; KOLODNER, RICHARD D.

2006-01-01

Background Minority groups are underrepresented in research, making it difficult to apply medical advances with confidence. In this study, we explored whether community-based cancer education sites and educators serving the African American community could be used to recruit minority participants to research. Methods We invited Individuals at community education sites to provide buccal scrapings, saliva samples, psychometric data, and personal information anonymously. Results Culturally aligned community sites (100%) collaborated in the research recruitment, as did 83% of the individuals at those sites. Conclusion Community-based education sites offer exceptional promise for teaching about research benefits and recruiting members of minority groups to research studies. PMID:16497136

Thermal-Structures and Materials Testing Laboratory

NASA Technical Reports Server (NTRS)

Teate, Anthony A.

1997-01-01

Since its inception and successful implementation in 1997 at James Madison University, the Thermal Structures and Materials Testing Laboratory (T-SaMTL) funded by the NASA Langley Research Center is evolving into one of the University's premier and exemplary efforts to increase minority representation in the sciences and mathematics. Serving ten (10) students and faculty directly and almost fifty (50) students indirectly, T-SAMTL, through its recruitment efforts, workshops, mentoring program, tutorial services and its research and computational laboratories has marked the completion of the first year with support from NASA totaling $ 100,000. Beginning as an innovative academic research and mentoring program for underrepresented minority science and mathematics students, the program now boasts a constituency which consists of 50% graduating seniors in the spring of 1998 with 50% planning to go to graduate school. The program's intent is to increase the number of underrepresented minorities who receive doctoral degrees in the sciences by initiating an academically enriched research program aimed at strengthening the academic and self actualization skills of undergraduate students with the potential to pursue doctoral study in the sciences. The program provides financial assistance, academic enrichment, and professional and personal development support for minority students who demonstrate the potential and strong desire to pursue careers in the sciences and mathematics. James Madison University was awarded the first $100,000, in April 1997, by The NASA Langley Research Center for establishment and support of its Thermal Structures and Materials Testing

On the problem of making science attractive for women and minorities: An annotated bibliography

NASA Astrophysics Data System (ADS)

Yarrison-Rice, Jan M.

1995-03-01

How can educators assess and address the lack of interest exhibited by underrepresented youth in science? What strategies can be employed to recruit and retain these young people? Along with a bibliography, the author provides the reader with a brief summary of 20 notable works in the field of recruitment and retention of underrepresented students in math and science. Although highlighted retention and intervention programs reported herein are targeted at young women in particular, many of the suggested strategies are applicable to all students regardless of race, gender, or socio-economic background. It provides scientists who have an interest in science education with basic literature addressing this topic.

Considering Student Voices: Examining the Experiences of Underrepresented Students in Intervention Programs.

PubMed

Gibau, Gina Sanchez

2015-01-01

Qualitative studies that examine the experiences of underrepresented minority students in science, technology, engineering, and mathematics fields are comparatively few. This study explores the self-reported experiences of underrepresented graduate students in the biomedical sciences of a large, midwestern, urban university. Document analysis of interview transcripts from program evaluations capture firsthand accounts of student experiences and reveal the need for a critical examination of current intervention programs designed to reverse the trend of underrepresentation in the biomedical sciences. Findings point to themes aligned around the benefits and challenges of program components, issues of social adjustment, the utility of supportive relationships, and environmental impacts. © 2015 G. S. Gibau. CBE—Life Sciences Education © 2015 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

The Education and Public Outreach Plan for UCLA's Institute for Planets and Exoplanets (iPLEX)

NASA Astrophysics Data System (ADS)

Glesener, G. B.; Jewitt, D. C.; Curren, I. S.

2012-12-01

Increasing the number and diversity of students pursuing and completing STEM education is a crucial part of UCLA's Institute for Planets and Exoplanets (iPLEX)'s goal of promoting research on planetary systems around the sun and other stars. Cultivating students' interest and success in STEM subject areas from K-12 to the bachelor's degree is an important factor in student retention. As they pursue a bachelor's degree in a STEM major, many become discouraged and decide not to finish with this type of degree; women, underrepresented minorities (URM), and students of low socioeconomic status (SES) have the highest attrition rates (Bayer 2010). Focusing primarily on students at the high school and community college levels, our education and public outreach plan utilizes the multidisciplinary science of astrobiology as a resource for building stronger learning environments in STEM education. By implementing formal education programs that encourage and foster student learning in STEM fields, we intend to (1) increase the efficiency with which students move from high school into STEM-related undergraduate programs, (2) improve the corresponding transfer rate from community colleges to advanced degree programs in STEM at the 4-year university level, and (3) create more opportunities for students to become involved in meaningful research as they progress in their studies. To ensure the success of these programs, we will partner with teachers from local high schools and community colleges, and UCLA's Center X. By being geographically located in Los Angeles County, having one of the highest URM populations in the United States (US Census Bureau, 2007), and partnering with Hampton University (HU) in Virginia, whose student body is 91% African American, we are in a position to make a large impact on diversity. To further ensure the success of our EPO, an independent evaluator will measure and track the following program objectives: increase (1) post-secondary STEM enrollment; (2) community college student transfer rates into four-year universities as STEM majors; (3) science knowledge and effective pedagogical practices for high school and community college teachers; and (4) collaboration between UCLA astrobiology scientists, high school teachers, and community college instructors. Building stronger learning environments for STEM students should result in higher retention rates through the various academic transitions toward the bachelor's, increasing the probability of graduation. Educating the community informally is also important for cultivating students' interest and success in STEM education. In the informal education part of our EPO plan, we will partner with Astronomy Without Borders (AWB) to disseminate planetary and astronomical results to the public, contribute to a series of public astrobiology talks at The Los Angeles County Museum of Natural History, and participate in the Exploring Your Universe / UCLA Science Day event held every year to bring science to the community. Helping young learners achieve success in STEM education through EPO programs that afford meaningful STEM experiences is the ultimate goal of UCLA's iPLEX EPO plan. We hope to make a significant impact on our community and build upon the efforts of our colleagues in STEM education to increase the retention of students pursuing degrees in STEM fields.

The Influence of Campus Racial Climate on Diversity in Graduate Education

ERIC Educational Resources Information Center

Griffin, Kimberly A.; Muniz, Marcela M.; Espinosa, Lorelle

2012-01-01

Persistent disparities in doctoral degree completion have led many institutions to hire graduate diversity officers (GDOs) to increase the presence of underrepresented minorities in graduate programs. This qualitative study of 14 GDOs considers how the dimensions of campus racial climate (CRC) influence the ability of GDOs to carry out this work.…

Representation and Salary Gaps by Race-Ethnicity and Gender at Selective Public Universities

ERIC Educational Resources Information Center

Li, Diyi; Koedel, Cory

2017-01-01

We use data from 2015-2016 to document faculty representation and wage gaps by race-ethnicity and gender in six fields at selective public universities. Consistent with widely available information, Black, Hispanic, and female professors are underrepresented and White and Asian professors are overrepresented in our data. Disadvantaged minority and…

Barriers and Perceptions of Natural Resource Careers by Minority Students

ERIC Educational Resources Information Center

Haynes, Nia A.; Jacobson, Susan

2015-01-01

Using a framework based on social cognitive career theory, we conducted 38 interviews and four focus groups with college students to identify motivations and barriers faced by underrepresented groups to natural resource careers. Interviews revealed career satisfaction as the most important goal for both natural resource and a comparison of liberal…

Talking the Talk, Not Walking the Walk: Expressions from Underrepresented Students about Their Counselor Education Doctoral Programs

ERIC Educational Resources Information Center

Baker, Caroline Ann

2010-01-01

This qualitative study explored the perceptions of self-identified racial or ethnic minorities about their counselor education doctoral programs in relation to multicultural competence. More specifically, semi-structured interview questions were used to obtain information about their doctoral experiences related to faculty and peer relationships,…

A Preliminary Theoretical Analysis of a Research Experience for Undergraduates Community Model

ERIC Educational Resources Information Center

Castillo-Garsow, Carlos; Castillo-Chavez, Carlos; Woodley, Sherry

2013-01-01

The Mathematical and Theoretical Biology Institute (MTBI) is a successful summer research experience for undergraduates, with a strong record of mentoring Ph.D. graduates, particularly, underrepresented minority students. However, the MTBI program was designed for education in research, not for research in education, and the mechanisms of the…

A Comparison of Repeater Performance on the MCAT: Review Course Participants vs. Non-Participants.

ERIC Educational Resources Information Center

Jackson, Evelyn W.; And Others

The Medical/Dental Education Preparatory Program (MEDPREP) at Southern Illinois University School of Medicine at Carbondale prepares underrepresented minorities for medical school admission. This paper reports on the evaluation of the MEDPREP Summer Review program by the comparison of participant and non-participant score gains on the Medical…

The STARS Alliance: Viable Strategies for Broadening Participation in Computing

ERIC Educational Resources Information Center

Dahlberg, Teresa; Barnes, Tiffany; Buch, Kim; Rorrer, Audrey

2011-01-01

The Students and Technology in Academia, Research, and Service (STARS) Alliance is a nationally-connected system of regional partnerships among higher education, K-12 schools, industry and the community with a mission to broaden the participation of women, under-represented minorities and persons with disabilities in computing (BPC). Each regional…

Preparing and Supporting Black Students to Enroll and Achieve in Advanced Mathematics Classes in Middle School: A Case Study

ERIC Educational Resources Information Center

Cobbs, Joyce Bernice

2014-01-01

The literature on minority student achievement indicates that Black students are underrepresented in advanced mathematics courses. Advanced mathematics courses offer students the opportunity to engage with challenging curricula, experience rigorous instruction, and interact with quality teachers. The middle school years are particularly…

Direction Discovery: A Science Enrichment Program for High School Students

ERIC Educational Resources Information Center

Sikes, Suzanne S.; Schwartz-Bloom, Rochelle D.

2009-01-01

Launch into education about pharmacology (LEAP) is an inquiry-based science enrichment program designed to enhance competence in biology and chemistry and foster interest in science careers especially among under-represented minorities. The study of how drugs work, how they enter cells, alter body chemistry, and exit the body engages students to…

Attitudes on Barriers and Benefits of Distance Education among Mississippi Delta Allied Health Community College Faculty, Staff, and Students

ERIC Educational Resources Information Center

Mayfield-Johnson, Susan; Mohn, Richard S.; Mitra, Amal K.; Young, Rebekah; McCullers, Elizabeth M.

2014-01-01

Online distance education creates increased opportunities for continuing education and advanced training for allied health professionals living in underserved and geographically isolated areas. The purpose of this article was to explore attitudes on barriers and benefits of distance education technology among underrepresented minority allied…

Navigating the Turbulent Waters of School Reform Guided by Complexity Theory

ERIC Educational Resources Information Center

White, David G.; Levin, James A.

2016-01-01

The goal of this research study has been to develop, implement, and evaluate a school reform design experiment at a continuation high school with low-income, low-performing underrepresented minority students. The complexity sciences served as a theoretical framework for this design experiment. Treating an innovative college preparatory program as…

The Lifetime Learning Tax Credits: Assessment of Usage Patterns among Adults Learners Pursuing Postsecondary Education.

ERIC Educational Resources Information Center

Bichelmeyer, Barbara; Lefebvre, Lauryl; Marquis, Justin; Roh, Seak-Zoon

2003-01-01

Correlations were determined between use of the Lifetime Learning Tax Credit (LLTC) and a variety of demographic variables. Found that most LLTC users live in households from higher income brackets, and that adults with undergraduate degrees most often claim the LLTC. Minorities appear to be underrepresented. (EV)