Ensuring the Diversity of Research Project Teams
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We are fully committed to enhancing the diversity of the scientific workforce in our project, as well as relying on solutions offered by and pursuant to our institutions' policies. Dr. [ ]’s laboratory has a highly diverse group of investigators and support staff, and our team for this particular project includes women and men coming from a range of domestic and international institutions, both public and private: The Rockefeller University, University of [ ], University of [ ], University of [ ], University of [ ] Medical Center, University of [ ], etc. Cutting across disciplines in basic, applied and translational sciences, our group brings to the project heterogeneous backgrounds, a wealth of expertise, and varying levels of seniority, which enables cross fertilization and effective mentoring of young and less experienced investigators. Our mentoring, which is of critical importance for increasing diversity in the scientific workforce, is accomplished on site, through the integration of science and education, formal teaching, laboratory rotations, and other means, thereby preparing trainees for successful careers in the biomedical sciences.
In addition to mentoring, we take full advantage of our respective institutions’ policies and tools to increase and retain the diversity of the workforce engaged in the project. Our schools are known for their accessibility to and active interest in attracting students, postdoctoral associates and employees of diverse social, racial/ethnic groups, and from diverse cultural, and educational environments. As such, it has been, and will continue to be, the policy of The Rockefeller University to be an equal opportunity and affirmative action employer. In keeping with this policy, the University will continue to recruit, hire, train, and promote diversity in all job levels and hire the most qualified persons without regard to race, color, religion, sex, national origin, age, sexual orientation, marital status, citizenship, individuals with disabilities, veteran status, or any other characteristic or status protected by Federal, state, or local law. The University informs all recruiting sources in writing of the University policy that the sources actively recruit and refer women, minorities, individuals with disabilities, and protected veterans under VEVRAA for all positions for which they refer applicants. We post vacancies on recruitment sites and organizations that specialize in attracting diverse, female, individuals with disabilities, and protected vet job seekers, and we commit to provide reasonable accommodation to the known limitations of the qualified individuals, unless such accommodation would cause the university undue hardship. University officials participate in Diversity Career Fairs each year to continue the vigorous efforts to find qualified minority candidates for all job titles.
The University’s Development Department established a dedicated program supporting women scientists. The University posts vacancies on diversity recruitment sites.
To emphasize its commitment to increase work force diversity, the University sends a direct request to external faculty/department heads for candidate recommendations. This solicitation is incorporated into the Faculty Search materials and has always contained the AA/EOE clause. The University participates in a steering committee created to post Higher Education jobs in the Metro New York/Southern Connecticut area, and a main goal of this consortium is diversity. The University has a strong relationship with the Hunter College New York Bioscience and BioTechnician Program (NYBTP) which opens opportunities for undergraduate students, doctoral candidates and for those already participating in research. Through the cooperative efforts of the State University of New York Research Foundation and the City University of New York Research Foundation, the NYBTP is rapidly bridging the gap between educational institutions, students/graduates and employers in the New York City metro area. Other University activities feature targeted visits to colleges and universities with strong minority enrollment, attendance in research conferences for minority students, recruitment of under-represented minority, disabled, and disadvantaged students to University summer programs, recruitment of under-represented minority graduate students through direct mailings, recruitment of minority postdoctoral associates through local minority networks. Rockefeller University’s curriculum, mentoring and networking efforts support the retention of under-represented minority, disabled and disadvantaged trainees.
The indirect, broad and enduring impact on the diversity of the scientific workforce will extend beyond our project’s physical and temporal boundaries. Committed to facilitate greater disciplinary diversity, areas already contributing to our research include [ ], [ ], [ ], [ ], [ ], [ ], [ ]. We expect that our deliverables – presentations, posters, publications, inventions, new curricula, new knowledge, new instruments and new expertise, new collaborations, and newly trained researchers – will continue to increase the interest in and the demand for more scientists. This will help attract the next generation of diverse scientists and educators to academe, to the pharmaceutical industry, to the biomedical instrumentation industry, and to other related areas, both during the life of the award and, as importantly, in the long term. Our efforts, combined with other institutions pursuing this same inspiring goal, are bound to yield invaluable societal and scientific benefits.
Useful Links
Supporting the Biomedical Research Workforce
Modeling Scientific Workforce Diversity (NIH)
Mentorship Matters for the Biomedical Workforce (NIH)
Diversity and Community Partnership at Harvard
Challenges to Enhancing Diversity of the Scientific Workforce
Diversity through Mentoring
Valuing Diversity
SRS Publications and Data (NSF)
We are fully committed to enhancing the diversity of the scientific workforce in our project, as well as relying on solutions offered by and pursuant to our institutions' policies. Dr. [ ]’s laboratory has a highly diverse group of investigators and support staff, and our team for this particular project includes women and men coming from a range of domestic and international institutions, both public and private: The Rockefeller University, University of [ ], University of [ ], University of [ ], University of [ ] Medical Center, University of [ ], etc. Cutting across disciplines in basic, applied and translational sciences, our group brings to the project heterogeneous backgrounds, a wealth of expertise, and varying levels of seniority, which enables cross fertilization and effective mentoring of young and less experienced investigators. Our mentoring, which is of critical importance for increasing diversity in the scientific workforce, is accomplished on site, through the integration of science and education, formal teaching, laboratory rotations, and other means, thereby preparing trainees for successful careers in the biomedical sciences.
In addition to mentoring, we take full advantage of our respective institutions’ policies and tools to increase and retain the diversity of the workforce engaged in the project. Our schools are known for their accessibility to and active interest in attracting students, postdoctoral associates and employees of diverse social, racial/ethnic groups, and from diverse cultural, and educational environments. As such, it has been, and will continue to be, the policy of The Rockefeller University to be an equal opportunity and affirmative action employer. In keeping with this policy, the University will continue to recruit, hire, train, and promote diversity in all job levels and hire the most qualified persons without regard to race, color, religion, sex, national origin, age, sexual orientation, marital status, citizenship, individuals with disabilities, veteran status, or any other characteristic or status protected by Federal, state, or local law. The University informs all recruiting sources in writing of the University policy that the sources actively recruit and refer women, minorities, individuals with disabilities, and protected veterans under VEVRAA for all positions for which they refer applicants. We post vacancies on recruitment sites and organizations that specialize in attracting diverse, female, individuals with disabilities, and protected vet job seekers, and we commit to provide reasonable accommodation to the known limitations of the qualified individuals, unless such accommodation would cause the university undue hardship. University officials participate in Diversity Career Fairs each year to continue the vigorous efforts to find qualified minority candidates for all job titles.
The University’s Development Department established a dedicated program supporting women scientists. The University posts vacancies on diversity recruitment sites.
To emphasize its commitment to increase work force diversity, the University sends a direct request to external faculty/department heads for candidate recommendations. This solicitation is incorporated into the Faculty Search materials and has always contained the AA/EOE clause. The University participates in a steering committee created to post Higher Education jobs in the Metro New York/Southern Connecticut area, and a main goal of this consortium is diversity. The University has a strong relationship with the Hunter College New York Bioscience and BioTechnician Program (NYBTP) which opens opportunities for undergraduate students, doctoral candidates and for those already participating in research. Through the cooperative efforts of the State University of New York Research Foundation and the City University of New York Research Foundation, the NYBTP is rapidly bridging the gap between educational institutions, students/graduates and employers in the New York City metro area. Other University activities feature targeted visits to colleges and universities with strong minority enrollment, attendance in research conferences for minority students, recruitment of under-represented minority, disabled, and disadvantaged students to University summer programs, recruitment of under-represented minority graduate students through direct mailings, recruitment of minority postdoctoral associates through local minority networks. Rockefeller University’s curriculum, mentoring and networking efforts support the retention of under-represented minority, disabled and disadvantaged trainees.
The indirect, broad and enduring impact on the diversity of the scientific workforce will extend beyond our project’s physical and temporal boundaries. Committed to facilitate greater disciplinary diversity, areas already contributing to our research include [ ], [ ], [ ], [ ], [ ], [ ], [ ]. We expect that our deliverables – presentations, posters, publications, inventions, new curricula, new knowledge, new instruments and new expertise, new collaborations, and newly trained researchers – will continue to increase the interest in and the demand for more scientists. This will help attract the next generation of diverse scientists and educators to academe, to the pharmaceutical industry, to the biomedical instrumentation industry, and to other related areas, both during the life of the award and, as importantly, in the long term. Our efforts, combined with other institutions pursuing this same inspiring goal, are bound to yield invaluable societal and scientific benefits.
Useful Links
Supporting the Biomedical Research Workforce
Modeling Scientific Workforce Diversity (NIH)
Mentorship Matters for the Biomedical Workforce (NIH)
Diversity and Community Partnership at Harvard
Challenges to Enhancing Diversity of the Scientific Workforce
Diversity through Mentoring
Valuing Diversity
SRS Publications and Data (NSF)
