I'M MARIE BERNARD THE NIH CHIEF OFFICER FOR WORKFORCE DIVERSITY. I WANT TO WELCOME YOU TO THE NEXT IN THE SERIES OF THE WORKFORCE SEMINAR SERIES ACHIEVING EQUITY AND THE PROS AND CONS OF COHORT RECRUITMENT. SO WHAT IS COHORT RECRUITMENT OR CLUSTER HIRING IT'S THE PRACTICE OF ENLISTING FACULTY TO MULTIPLE ACADEMIC DEPARTMENTS TO ENHANCE WORKFORCE DIVERSITY AND PROMOTE INSTITUTIONAL CHANGE. EVIDENCE SHOWS THIS SUCCESS CAN BE DESCRIBED FOR BELONGING FOR UNDER REPRESENTED GROUPS OF SCIENTISTS BY A BUILT-IN SUPPORT NETWORK. PROGRAMS THAT USE THIS SORT OF APPROACH ARE THE NIH DISTINGUISH SCHOLA SCHOLARS PROGRAM ASSOCIATED WITH THE SIGNIFICANT INCREASE IN THE DIVERSITY OF SCIENTISTS IN THE TENURE TRACK PROGRAM. THE FACULTY RECRUITMENT WAS THE FIRST ADMINISTERED BY THE NIH COMMON FUND WITH THE FIRST SEVEN INSTITUTIONS RECEIVING FUNDING IN FISCAL YEAR '21 AND THE COORDINATING CENTER BE ESTABLISHED. THERE'LL BE TWO OTHER SETS OF COHORTS IN FISCAL YEAR '22 AND '23 WITH ANTICIPATED INVESTMENT OVER THE NEXT NINE YEARS. THERE'S THE CAREER DEVELOPMENT AWARD PROGRAM AND THE MAXIMIZING OPPORTUNITY OPPORTUNITIES AND WHAT WE WOULD LIKE TO DO IN THIS HOUR IS TO CAPTURE AND REINFORCE EN IT -- ENTHUSIASM AND WE'LL FOCUS ON THE IMPLEMENTATION OF COHORT RECRUITMENT PLANS AND REALLY WANT TO ENCOURAGE ALL INSTITUTIONS WHO ARE INTERESTED IN THIS TO CONSIDER IT WE'VE HEARD MANY INSTITUTIONS ARE GOING FORWARD WITH COHORT RECRUITMENT WHETHER THEY HAVE NIH FUNDING OR NOT. WE'D LIKE TO COMMEND YOU AND SUPPORT YOUR ENTHUSIASM BECAUSE WE THINK THIS IS A GREAT WAY OF ENHANCING DIVERSITY, EQUITY AND INCLUSION AND ACCESSIBILITY. SO TODAY'S SESSION WILL BEGIN WITH THE EXPLORATION OF THE SCIENCE OF RECRUITMENT. IT'S A TICKLER. FOR TWO HALF DAY SEMINARS FEBRUARY 23 AND FEBRUARY 24 OF '22. THE LENGTHIER DISCUSSION AND ALL ARE WELCOME TO ATTEND BECAUSE YOU HAVE REGISTERED FOR THIS SEMINAR WE'LL AUTOMATIC EXTEND AN INVITATION TO ATTEND. LOOK OUT FOR AN E-MAIL FROM KOSWOOD EVENTS AT NIH.gov. AND WE'RE HOSTING A SEMINAR ON THE BENEFITS OF SCIENTIFIC WORKFORCE DIVERSITY IN MAY OF 2022. I'M PARTICULARLY EXCITED ABOUT THIS TOPIC AS IT'S CRUCIAL WE DISMANTLE THE MISCONCEPTION THAT DIVERSITY COMES AT THE COST OF RESEARCH EXCELLENCE. WE'LL BE REVIEWING THE MOST CURRENT DATA AND OPPORTUNITIES TO ENHANCE THE EVIDENCE. PLAY STAY TUNED FOR MORE DETAILS ON THAT AS WELL. SO PIVOTING TO DOES HE'S EVENT, I HAVE THE HONOR OF BEING JOINED BY DR. TOMKINS AND CARLA FREEMAN AND DAVID ACOSTA. ONCE WE HEAR FROM OUR PANELISTS WE'LL HAVE TIME TO ADDRESS YOUR QUESTIONS. IF YOU'D LIKE TO SUBMIT A QUESTION I'M THROUGHOUT TODAY'S EVENT CLICK THE SEND LIVE FEEDBACK BUTTON DIRECTLY BELOW THE VIDEO. I'M PLEASED TO INTRODUCE OUR FIRST SPEAKER. DR. ANDERSON-THOMPKINS WAS A SPECIAL ADVISER AND PROVOST FOR DIVERSITY AND INCLUSION AT THE UNIVERSITY OF NORTH CAROLINA, CHAPEL HILL. >> THANK YOU, DR. BERNARD. AND THANK YOU FOR THE INVITATION. I'M GOING TO BE TALKING TODAY ABOUT LEVERAGING POST-DOCTORAL PROGRAMS TO ADVANCE FACULTY DIVERSITY AND SPECIFICALLY I'M GOING TO BE TALKING ABOUT THE CAROLINA POST-DOC FOR DIVERSITY AT THE UNIVERSITY OF NORTH CAROLINA. THE PROGRAM IS NOW ABOUT ALMOST 40 YEARS OLD. IT'S A SISTER PROGRAM TO THE U.C. PRESIDENTIAL POST-DOC FELLOWSHIP AND BOTH PROGRAMS ARE TWO OF THE OLDEST IN THE COUNTRY. THE GOALS ARE TO PREPARE HISTORICALLY UNDER REPRESENTED SCHOLARS FOR FACULTY AND WHAT MAKES THE PROGRAM UNIQUE IS THE GOAL OF THE PROGRAM IS SPECIFICALLY TO RECRUIT FACULTY FOR UNC. AND TO PROVIDE PROTECTED TIME TO FOCUS ON RESEARCH AND PREPARE FOR TENURE PROCESS. IT IS A COHORT MODEL THAT INCLUDES MULTI-TIERED MENTORING AND COACHING AND IT IS A PROGRAM THAT IS INSTITUTIONALLY FUNDED SO IT IS NOT SUPPORTED BY FEDERAL GRANTS OR EXTERNAL FUNDING. OVER THE YEARS THE PROGRAM HAS PRODUCED OVER 200 SCHOLARS. OF THOSE 69 HAVE BEEN HIRED AT U UNC THROUGH A COHORT MODEL. IT'S HAD A SIGNIFICANT IMPACT IN TERMS OF INCREASING THE RACIAL ETHNIC DIVERSITY OF THE FACULTY AT UNC AND ALSO INCREASING THE NUMBER OF WOMEN SPECIFICALLY IN S.T.E.M. FIELDS. OF THOSE SCHOLARS WHO HAVE BEEN HIRED AT UNC OVER 90% OF THEM HAVE BEEN RETAINED AND TENURED AT UNC AS WELL. I'M GOING TO BE SHARING A LITTLE BIT OF DATA THAT COMES FROM THE EXTERNAL EVALUATORS OF THE PROGRAM STRATEGIC EVALUATIONS AND THE TOOL USED BY THE CAROLINA POST-DOC PROGRAM IS CALLED BIO SKETCH AND HAS BEEN A GAME CHANGER IN TERMS OF BEING ABLE IT TRACK, IDENTIFY AND TRACK METRICS AND UNDERSTAND THE IMPACT THAT THE COHORT HIRES HAVE HAD ON UNCs EFFORT TO ADVANCE DIVERSE FACULTY. THIS TOOL ALLOWS US OR THE INSTITUTION TO COLLECT DATA ON PUBLICATIONS, PRESENTATIONS AT CONFERENCES AND GRANT AWARDS, CAREER AWARDS. SO IT REALLY HAS BE BEEN HELPFUL IN COLLECTING IMPORTANT METRICS TO ASSESS THE IMPORTANCE AND IMPACT OF COHORT HIRING. WE SURVEY AND COLLECT DATA FROM THE FACULTY WHO GO THROUGH THE PROGRAM AND THE DEANS, DEPARTMENT CHAIRS AND MENTORS WHO PARTICIPATE IN THE COHORT PROGRAMS AS WELL. SOME OF THAT DATA I WANTED TO SHARE WITH YOU. AS DR. BERNARD TALKED ABOUT, SOME OF THE BENEFITS OF COHORT RECRUITMENT IS BEING ABLE TO CREATE THE SENSE OF BELONGING AND CONNECTION FOR PARTICIPANTS IT'S NOT JUST WHILE THEY'RE POST-DOC IN THE INITIATIVE BUT TRAVEL ON TO FACULTY WITH AN ALREADY EXISTING COMMUNITY. THE PROGRAM HAS DIDN'T AN EXCELLENT JOB OF REALLY FOSTERING NETWORKS AND PROFESSIONAL DEVELOPMENTS FOR THE SCHOLARS. THERE'S A LOT OF ATTENTION TO PROVIDING STRUCTURED ACTIVITIES TO SUPPORT GRAND WRITING. MEETING WITH JOURNAL EDITORS, THOSE WRITING BOOKS AND MEETING WITH PRESS EDITORS. PRESENTING RESEARCH AND GIVING FEEDBACK FOR MORE SENIOR FACULTY. IT'S ALSO THE ALUMNI NETWORK BEING PROVIDED IN ADDITION TO PEERS AND FACULTY COLLEAGUES AND THE 200 PLUS SCHOLARS THROUGH THE PROGRAM ARE AVAILABLE AND INVOLVED WITH THE FELLOWS SO THERE'S OPPORTUNITY TO DEMYSTIFY THE HIDDEN CULTURE OF ACADEMIA, TALK ABOUT WHAT IT MEANS TO BE AND HAVE DEDICATED SPACE TO TALK AND I HIGHLIGHTED DEANS AND MENTORS BECAUSE THEY PLAY A CRITICAL ROLE IN THE SPONSORSHIP NEEDED FOR FACULTY SUCCESS. SO WE SPENT A LOT OF TIME LOOKING AT THE TYPE OF SUPPORT AND ENGAGEMENT NEEDED WITH SENIOR ACADEMIC LEADERS. SENIOR FACULTY MEMBERS AND SPENT TIME DEVELOPING THEM AND MAKING SURE THEY HAVE THE TOOLS TO BE EFFECTIVE MENTORS. SOME OF THE OTHER PROSE WE LEARNED OR HAVE BEEN SELF-REPORTED THROUGH OUR PARTICIPANTS IS THE IMPACT THAT COHORTS HAVE ON RESEARCH PRODUCTIVITY AND THE ACCELERATION OF RESEARCH THROUGH COLLABORATION AND SPONSORSHIP AND SUPPORT PROVIDED BY THE PROGRAM AND LEADERSHIP. WE'VE ALSO SPENT A LOT OF TIME SURVEYING AND COLLECTING DATA FROM DEENZ AND DEPARTMENT CHAIRS ON THE PROSE OR BENEFIT OF COHORT RECRUITMENT. COHORT RECRUITMENT HAS DEFINITELY HELPED TO EXPAND THE CANDIDATE POOL. INCREASED APPLICATION AND CREATED AN OPPORTUNITY FOR DEPARTMENTS CHALLENGED IN RECRUITMENT TO INCREASE THEIR ACCESS TO HIGH POTENTIAL DIVERSE CANDIDATES. AS A MENTIONED BEFORE, THOUGH THE CAROLINA POST-DOC IS A PRE-FACULTY PROGRAM HAVING THAT ESTABLISHED COHORT IS A BENEFIT AND SERVES TO ENHANCE EXISTING FACULTY MENTORING DEPARTMENT AND SUPPORT PROVIDED AND KNOWING THE DOLLARS ARE COMING IN WITH AN ALREADY-BUILT IN SUPPORT SYSTEM. IT'S ALSO BEEN AN INCREDIBLE TOOL FOR CHANGING THE CULTURE OF CLASS ROOMS AND CURRICULUM AT UNC. OUR MOST SIGNIFICANT IMPACTS THAT HAVE BEEN I WOULD SAY DOCUMENTS RELATE TO SOME THINGS HAPPENING IN THE COLLEGE OF ARTS AND SCIENCES WHERE THERE'S THE DEVELOPMENT OF NEW COURSES, NEW FIELDS OF STUDY. IN S.T.E.M. AREAS I WOULD SAY IT'S CONTRIBUTED TO COLLABORATIONS, INTERNAL AND EXTERNAL AND ACCESS TO RESEARCH EXPERTISE AND RESEARCH OPPORTUNITIES FOR STUDENTS. I ALSO THINK THE DEANS AND CHAIRS RECOGNIZE THE IMPORTANCE OF THE COMMUNICATION OR ARTICULATION OF THE COMMITMENT TO DEI TO HAVE THESE COHORTS HAS BEEN AN EVIDENCE OF GOING BEYOND WORDS AND DEMONSTRATING THE COMMITMENT TO ADVANCING DEI THROUGH THE PRACTICE OF THESE COHORTS. THERE'S GOT TO BE STRUCTURE OR COORDINATION WHETHER THROUGH A SENIOR FACULTY MEMBER OR RESEARCH ADMINISTRATOR THERE'S GOT TO BE CLEAR METRICS SET GATHERED AND THERE'S GOT TO BE TRANSITION TO HOW COLLABORATIVE INTERDISCIPLINARY WORK ARE FACTORED IN TO TENURE AND PROMOTION. LAST, AS WE GO INTO OUR DISCUSSION WE CAN TALK ABOUT THE IMPORTANCE OF EQUITY-MINDED LEADERSHIP AND ACCOUNTABILITY. INSTITUTION WIDE AND AT THE SCHOOL AND DEPARTMENT LEVELS. I WANT TO PAUSE AND SAY A SPECIAL THANKS TO MY COLLEAGUES AT UNC CHAPEL HILL, NIH AND STRATEGIC EVALUATION. THANK YOU. >> THANK YOU. NEXT WE HAVE DR. MICHELLE CAMACHO. HE'S BEEN A PROFESSOR AT UNIVERSITY OF SAN DIEGO 20 YEARS AND COMPLETED A ROTATION AS THE VISITING SCIENCE AND ACTING DEPUTY DIVISION DIRECTOR IN THE EDUCATION AND HUMAN RESOURCES DIRECTORATE. THROUGH FUNDING FROM AN NSF ADVANCE GRANT THE UNIVERSITY OF SAN DIEGO IMPLEMENTED A SUCCESSFUL COHORT MODEL FOR WOMEN IN S.T.E.M. SHE'LL BE DISCUSSING TODAY. GOOD AFTERNOON. CAN YOU HEAR ME OKAY? >> I WANT TO BEGIN BY MAKING SURE MY SLIDES CAN ADVANCE. THE FORMER DEAN WOULD ROTATE THE ROLE OF P.I. TO LISA BAIRD IN THE BIOLOGY DEPARTMENT AND IS NOW A PROVOST IN GEORGIA. SHE WAS THE BRAIN BEHIND THE INITIATIVE AND POINT OUT THE DEAN AS A P.I. TO BRING FORWARD FOR UNIQUE AND INNOVATIVE OPPORTUNITIES FOR THE INSTITUTION AND I WANT TO ACKNOWLEDGE ALL MY COLLEAGUES WHO SERVED AS COLLABORATORS ON THIS INITIATIVE AND THEIR NAMES ARE LISTED HERE. IT DID NOT INCLUDE A COHORT AND WAS FOLLOWING CLIMATE SURVEY ON THE CAMPUS AND AFTER THE ESTABLISH THE OF RECRUITMENT AND RETENTION TOOL KIT THE INITIATIVE BLOSSOMED AND THE IMPETUS IS WHEN WE BEGAN TO ADHERE FIRST HAND FROM OUR SENIOR COLLEAGUES AND FACULTY MEMBERS COMPLAINING THEY WERE HAVING A HARD TIME CAPTURING A DIVERSE POOL AND SAID THEY HAD CANDIDATES WHO WOULD HAVE BEEN POTENTIAL COLLEAGUES BUT WERE MISSING QUALIFICATIONS AT THE UNIVERSITY OF SAN DIEGO. WE DO HAVE A TEACHER SCHOLAR MODEL AND MANY OF THE CANDIDATES THAT WOULD COME THROUGH HAD ESTABLISHED FUNDING AND DIDN'T HAVE OPPORTUNITIES AS TEACHERS AND AFTER FOLLOWING THE SUCCESS OF THE COHORT PROJECT AND THEY ESTABLISHED A POST-DOCTORAL HIRING PROGRAM SO WE CREATED A STRUCTURAL MECHANISMS SO DIVERSE CANDIDATES WOULD GAIN TEACHING EXPERIENCE IN OUR INSTITUTIONAL CONTEXT AND MANY OF THOSE HAVE BEEN SUCCESSFULLY RETAINED AND HIRED AS TENURE TRACK FACULTY MEMBERS. FINALLY, THE THIRD COMPLAINT WE HEARD IN THE CLIMATE SURVEY WAS QUALITY CANDIDATES BROUGHT IN OFTEN LEFT AND SO THERE WAS A PERSISTENT PROBLEM WITH RETENTION. AS A TEAM WE DECIDED WE FEEDED TO THINK CREATIVITY -- NEEDED TO THINK CREATIVITY HOW TO ADDRESS THE ISSUES. IMMEDIATELY IN THINKING ABOUT THE WAY CURRENT RECRUITMENT METHODS WERE TAKING PLACE WE REALIZED THERE WERE SOME STRUCTURAL PROBLEMS EMBEDDED IN THE WAY THAT CANDIDATES WERE TRADITIONALLY RECRUITED. AND SO FOR EXAMPLE IF A NARROW JOB DESCRIPTION IS WRITTEN AND FOCUSES EXCLUSIVELY ON ONE ONE AREA OF DISCIPLINARY SCHOLARSHIP, THAT HAD A TENDENCY TO LIMIT THE POOL. IN THE CONTEXT OF ENGINEERING IF YOU'RE LOOKING FOR AN AEROSPACE ENGINEER IN PARTICULAR IF YOU LOOK AT THE ENTIRE UNIVERSE OF AEROSPACE ENGINEERS IT'S NOT A DIVERSE FIELD. IF YOU WANT TO DIVERSIFY THE SCHOOL OF ENGINEERING OVERALL YOU NEED TO LOOK AT WHERE YOU HAVE THE POCKETS AND WHERE THE POTENTIAL POOL ALREADY EXISTS. SECONDLY INK THINKING ABOUT WHERE THE ANNOUNCEMENT IS PUBLISHED, I THINK INCREASINGLY INSTITUTIONS HAVE THIS ON THEIR RADAR INSIDE HIGHER EDUCATION AND IT SENDS A SFAL TO THE CANDIDATE S BUT PRIMARILY IMMOVING NETWORKS AND THE FORD FELLOWS HAVE A DIVERSE NETWORK SO SENDING IT OUT TO NON-TRADITIONAL OUTLETS CAN BE AN EFFECTIVE WAY OF ANNOUNCING THE POSITION THROUGH WORD OF MOUTH. THOSE THOSE NETWORKS TO DISRUPT THE TRADITIONAL PROCESS AND THEN OFTEN RECRUITING TAKES PLACE AT DISCIPLINARY CONFERENCES AND PROBABLY NOT THE BEST AND MOST EFFECTIVE USE OF RESOURCES BECAUSE IT DOES TEND TO TARGET A NARROW POOL AND LIMITS THE POTENTIAL TO BRING IN NEW PARTICIPANTS OR POTENTIAL CANDIDATES AND AS A FORMER DEAN TOLD ME YOU SHOULD BE RECRUITING ALL THE TIME EVEN WHEN YOU'RE NOT RUNNING AN ACTIVE SEARCH. KEEP YOU'RE EYE OUT FOR EXCEPTIONAL EMERGING CANDIDATES BECAUSE THEY MIGHT BE POTENTIALLY INTERESTED IN COMING TO OUR INSTITUTION. AND THE COHORT CAN BE ACCREDITED TO THE EXTERNAL PRESTIGE OF THE NSF AWARD. BECAUSE WE RECEIVED SUPPORT FROM OUR EXTERNAL BOARD MEMBERS AND OFFICER IT GAVE A GREAT AMOUNT OF EMPOWERMENT TO THINK DIFFERENTLY ABOUT HOW TO APPROACH THIS. ALSO WE WERE ABLE TO GAIN BUY IN FROM THE CAMPUS COMMUNITY AND WE HAVE WHERE FACULTIES AT THE TOWN HALL MEETING AND THE CLIMATE STUDY WAS PRESENTED IN THAT CONTEXT IN ORDER FOR OTHERS TO HEAR WHAT WAS HAPPENING ON OUR OWN CAMPUS. IF YOU'RE GOING TO CONDUCT A CLIMATE SURVEY IT'S IMPORTANT TO THINK CREATIVELY HOW THE FINDINGS WILL BE SHARED COLLECTIVELY. AND THE P.I. TEAM WERE OURSELVES AND AN ASSOCIATE DEAN AT THE TIME AND THE SENIOR FACULTY MEMBERS HAD A VOICE. I PERSONAL HELD A POSITION ON THE EXECUTIVE COMMITTEE OF THE ACADEMIC ASSEMBLY SO THERE WAS SOME VISIBILITY ALLOWING US TO TALK ABOUT AND COMMUNICATE THE INITIATIVES OF THE AAFFIRM -- AFFIRM PROJECT AND WE HAD TURNOVER AND WE HAD A NEW PROVOST AND DEAN AND WHEN THERE'S NEW LEADERSHIP THERE'S ALWAYS AN OPPORTUNITY TO BRING IN INNOVATIVE APPROACHES BECAUSE NEW LEADERS WHO ARE EFFECTIVE ARE OF COURSE LOOKING FOR WINS, NEW WINS FOR THEMSELVES AND FOR THE PROGRAMS THEY OVERSEE. AND FINALLY IN THINKING HOW COULD WE CREATE SOME BUY IN THAT WOULD NOT PRODUCE SILOED AFFECTS, THE THEME OF DISCIPLINE AND IT WAS CREATED IN THIS AMORPHOUS WAY THAT WAS ADVANTAGEOUS TO US IN THE END. INITIALLY WE ONLY HAD A COMMITMENT FROM THE PROVOST TO HIRE TWO FACULTY LINES IN S.T.E.M. AND THESE WERE UNDESIGNATED IN DEPARTMENTS. INSTEAD OUR P.I. TEAM RAN THE ENTIRE SEARCH PROCESS. WE VET THE CANDIDATES SO THE FILES CAME IN TO US. WE SCREENED THEM AND IN PARTICULAR WE WERE LOOKING FOR AS THE CALL HAD PROPOSED EXPERIENCE IN MENTORING UNDER REPRESENTED STUDENTS IN S.T.E.M. AND AN INTEREST IN DEVELOPING INTERDISCIPLINARY COLLABORATIONS. AND IN THE END WE HIRED 8 FACULTY MEMBERS OUT OF THE TWO. WHAT WAS FASCINATING ABOUT THIS IS SOME DEPARTMENT CHAIRS WERE SO EXCITED ABOUT THE CANDIDATES THAT WE HAD SHARED WITH THEM THAT THEY STARTED FINDING CREATIVE WAYS. THEY SAID WE HAVE A RETIREMENT COMING UP, CAN WE USE THAT AS A POTENTIAL LINE FOR PARTICIPATION IN THIS COHORT? WHAT BEGAN AS TWO UNDESIGNATED LINES EMERGED INTO EIGHT BECAUSE THERE WAS SO MUCH EXCITEMENT ABOUT THIS POTENTIAL. SO JUST TO WRAP IT UP, I'LL SHARE OUR LESSONS LEARNED. THE IMPORTANCE OF ENGAGING AND COLLABORATING WITH LEADERS AT THE DEPARTMENTAL LEVEL AND ADMINISTRATORS AND WE HAD TO DEMONSTRATE THE IDEA OF THE INTERDISCIPLINE ARTY WAS ALIGNED WITH THE STRATEGIC PLAN AND I THINK IN TERMS OF RETENTION, CREATING THAT ALIGNMENT SO CANDIDATES WE HIRED ENDED UP FEELING CONNECTED. WE DID HAVE TWO CANDIDATES LEAVE BUT BOTH OF THEM ATTRIBUTED THEIR DEPARTURE TO A LACK OF FAMILY-FRIENDLY POLICIES AND SO I CAN SHARE MORE ABOUT THAT AT THE END OF THE PRESENTATION. THANK YOU VERY MUCH. >> THANK YOU VERY MUCH. OUR THIRD SPEAKER IS DR. CARLA FREED. THE PROFESSOR OF WOMEN'S GENDER AND SEXUALITY STUDIES AND EXECUTIVE ASSOCIATE DEAN AT EMORY ARTS AND SCIENCES AND EMORY UNIVERSITY AND LED CLUSTER AND COHORT FIRING TO DIVERSIFY THE FACULTY AND AT WORK ON SEVERAL INITIATIVES DESIGNED TO ADDRESS THE BROADER ISSUES OF BROADER INCLUSIVITY AND THE ENGAGED RETENTION OF FACULTY. DR. FREEMAN. >> THANK YOU, DR. BERNARD AND THANKS TO THE NIH ORGANIZERS AND TO MY FELLOW PANELISTS FOR THE INSPIRING HARD WORK ON THE CRITICAL INITIATIVES AROUND DIVERSIFYING S.T.E.M. AND THE ACADEMY MORE GENERALLY. I WOULD THINK WE ALL FEEL UNIVERSITIES FEEL AN URGENCY WITH SOCIAL JUSTICE AND EVEN IF THE PRACTICAL STEPS FOR ACHIEVING THE GOALS FEEL MURKY I FEEL JUST LISTENING TO MY FELLOW PANELISTS MORE CONVICTION IT'S ESSENTIAL WORK. I THINK PANELS SUCH AS THIS ONE AND OPPORTUNITIES TO SHARE BOTH THE SUCCESSES AND THE CHALLENGES ARE INVALUABLE. I'M HONORED AND GRATE IT WILL TO BE WITH YOU. I'LL SHARE LESSONS LEARN FROM CLUSTER HIRING AS ONE AMONG MANY APPROACHES TO FOSTERING FACULTY, DIVERSITY AT EMEORY AND TO BE SEEN AS A WEB OF SOCIAL SUPPORT STRUCTURES TO ENHANCE DIVERSITY AND INCLUSIVITY. SUCH AS HIRING ALONE IS NOT THE END POINT AND SOME THINGS HAVE BEEN MENTIONED BY PREVIOUS PANELISTS AND I'LL TRY TO KEEP IT SIMPLE AND FOCUS ON THREE SLIGHTLY DIFFERENT STRUCTURES FOR CLUSTER OF COHORT HIRING AND HIGHLIGHT A COUPLE OF THE BENEFITS AND CHALLENGES THEREIN. MY FIRST SLIDE OUTLINES A COHORT MODEL WITHIN A SINGLE DEPARTMENT OR PROGRAM. WHY DO THIS? VERY SIMPLY WHEN A UNIT IS EM EMPOWERED TO HIRE MORE THAN ONE FACULTY MEMBER AT THE TIME AND CAN PLAN AND THE DIFFERENCE IT CAN MAKE FOR THE DEPARTMENT AND INDIVIDUALS IN A SHORT SPACE OF TIME CAN BE TRULY MONUMENTAL. I'M HAPPY TO SAY WE ARE WITNESSING THIS ON OUR CAMPUS. IN MOST INSTITUTIONS, AS ALL OF YOU KNOW, THE USUAL HIRING MODEL IS FACULTY MEMBER X IS GETTING READY TO RETIRE AND THE DEPARTMENT IS EMPOWERED TO SEARCH TO REPLACE THAT INDIVIDUAL. STRATEGIC HIRING USING A COHORT APPROACH VALUES DIVERSITY AND PRIORITIZES THIS OFTEN BROAD FIELD MAKING THIS SEARCH MORE ATTRACTIVE TO CANDIDATES TAN A SINGLE LINE MIGHT HAVE DONE AND ANIMATING THE WHOLE DEPARTMENT AS A WHOLE AROUND BOTH THE ISSUE, THE FOCUS AND SCHOLARLY RESEARCH FOCUS AS WELL AS THIS APPROACH TO BRINGING GREATER DIVERSITY TO THE SCHOLAR COMMUNITY. MY SECONDARY SLIDE OUTLINES A SECOND AND PROBABLY THE MOST COMMON MODEL FOR CLUSTER HIRING AND THAT'S THE INTERDISCIPLINARY CLUSTER HIRE WITH THE GOAL OF SPRINGING STRENGTH IN A BROADLY DEFINED FIELD AND DIVERSIFYING THE FACULTY ACROSS DEPARTMENTS, PROGRAMS OR EVEN SCHOOLS. AT EMORY OUR MOST RECENT EXAMPLE WAS A LATINEX CLUSTER HIRE THAT WAS SPAWNED BY STUDENTS AND FACULTY WHO CAME TO OUR COLLEGE AND CENTRAL ADMINISTRATION LEADERSHIP WITH THIS PARTICULAR REQUEST. ALL OF OUR SOCIAL SCIENCES AND HUMANITY DEPARTMENTS WERE ABLE TO PARTICIPATE. IN THE END 11 SUCH UNITS CHOSE TO AND THE PROMISE WAS WE WOULD HIRE AT LEAST THREE FACULTY AT THE ASSOCIATE OR FULL PROFESSOR LEVEL. GIVEN WE WANTED TO RECRUIT FOLKS WHO WOULD BRING LEADERSHIP AND OFFER ROBUST SUPPORT FOR STUDENTS POST-DOCS AND OTHER FACULTY AS INTERDISCIPLINARY SCHOLARS. THERE WERE A FEW KEY TAKEAWAYS FROM THAT INITIATIVE THAT I WILL SHARE BRIEFLY WITH YOU. ONE WAS THE PRACTICAL OR ESSENTIAL COMMITMENT OR REQUEST THAT EACH DEPARTMENT OR PROGRAM PUT TOGETHER A UNIT LEVEL SEARCH COMMITTEE AS OPPOSED TO A SINGLE INTERDISCIPLINARY COMMITTEE AND WE FOUND UNLESS FACULTY WERE INVOLVED FROM THE VERY INCEPTION IN THE SCOPE AND FOCUS AND THE RECRUITMENTEST ITSELF FOR AN INTERDISCIPLINARY HIRE, UNLESS THEY WERE INVOLVED FROM THE WORD GO THERE WAS LESS COMMITMENT AND FOLLOW THROUGH DOWN THE ROAD WHEN WE BROUGHT CANDIDATES TO CAMPUS THAT WAS A KEY LESSON LEARNED AND ONE WE BROUGHT FORWARD IN EVERY SUBSEQUENT SEARCH. THIS WAS LABOR INTENSIVE AND WE HAD 11 PROGRAMS PARTICIPATING EACH WITH THEIR OWN INDIVIDUAL SEARCH COMMITTEE AND HAD 50 FACULTY MEMBERS COMMITTING ENERGY, TIME AND INVESTMENT IN THIS SEARCH. FINALLY ON MY THIRD SLIGHT I WILL SHARE WITH YOU ONE OF OUR FIRST VERY AMBITIOUS EFFORTS AT CLUSTER HIRING WE DEFINE AS A CLUSTER HIRE ACROSS ALL STEM FIELD. NO AREAS SPECIFIED, TO DISCIPLINE DEFINED, RANK OPEN. THE DESIGN OR THE INTENT HERE BY OUR THEN DEAN, ROBIN FOREMAN WAS TO HIRE TWO TENURE TRACK OR NON-TENURE TRACK. AND AS FELLOW PANELISTS HAVE INDICATED TO INCREASE THE POOL NO SPECIFIC FIELD WAS DETERMINED. AS YOU MIGHT IMAGINE WE GOT OVER 1,000 APPLICATIONS FOR THIS ONE PARTICULAR SEARCH. AGAIN, TREMENDOUS ENERGY OF TIME AND LABOR AND EIGHT DIFFERENT UNITS PARTICIPATED. AND IN ESSENCE I WOULD SAY THERE'S MANY LESSONS LEARNED BUT ONE I WOULD WANT TO CONVEY WAS SIMPLY THAT THE TREMENDOUS LABOR AND ENERGY ENTAILED BY ENGAGING ALL THE DIFFERENT UNITS HAS LED TO TRUE CULTURE CHANGE ONGOING AND I WANT TO GO BACK TO A COMMENT DR. BERNARD MADE IN HER OPENING REMARKS THAT SUGGESTS ANTICIPATING AN UPCOMING WORKSHOP OR SESSION OUTLINING THE SCIENTIFIC EFFORTS FOR DIVERSITY AND EVIDENCE AS INEXTRICABLY RELATED. THERE WERE SOME DOUBTERS AND SKEPTICS IN ENGAGED IN DISCUSSION WHEN WE MOUNTED THIS FIRST AND AMBITIOUS S.T.E.M. CLUSTER HIRE SAYING LET US JUST HIRE THE BEST SCIENTISTS AND THEN WE CAN WORRY ABOUT DIVERSITY. WHEN I MENTION THE KIND OF CULTURE CHANGE I THINK WE ARE WITNESSING AND PARTICIPATING IN, THE MOST MARKED ELEMENT OF THAT CHANGE IS A GREATER CONVICTION THAT EXCELLENCE AND DIVERSITY ARE INEXTRICABLE AND IT'S BEEN BORN OUT IN THE SUCCESS OF THE FACULTY WE'VE HIRED. I'LL END ON THAT OPTIMISTIC NOTE AND LOOK FORWARD TO OUR DISCUSSION. >> THANK YOU, DR. FREEMAN. ALWAYS GOOD TO HAVE AFFIRMATION OF EVIDENCE WE HAVE AVAILABLE. WE NOW HAVE THE PRIVILEGE OF HEARING REFLECTIONS THROUGH DAVID ACCOOSTA HE PROVIDES STRATEGIC VISION AND LEADERSHIP ON DIVERSITY AND INCLUSION ACTIVITIES ACROSS THE MEDICAL EDUCATION COMMUNITY AND LEADS ASSOCIATIONS EQUITY, INCLUSION AND DIVERSITY. >> I CAN'T TELL YOU HOW MUCH AN HONOR IT IS TO PROVIDE REFLECTIONS ON THIS AND BEING PART OF THIS ESTEEMED PANEL. IMPRESSIVE WORK TO LISTEN TO AND IMAGINE WHAT COHORT RECRUITMENT CAN BE. EACH OF THESE PRESENTATIONS DESERVE A FULL HOUR BUT A SNAPSHOT OF WHAT THE PARTICULAR PROGRAMS HAVE DEMONSTRATED TO US WE SHOULD TAKE TAKEAWAY WITH AS WE CAN GO MORE INTO A DEEPER DEPTH AND SOME OF THIS HAS ALSO BEEN DOCUMENTED IN THE LITERATURE AS WELL. WE CAN POINT YOU TO THE Q&A. A COUPLE THINGS IT. THE KEYS TO SUCCESS LET'S CONCENTRATE ON THOSE. THERE'S COMMON THEMES THAT POP OUT FROM THE PRESENTATIONS FROM TODAY YOU'LL SEE. I'LL START WITH WHAT I BELIEVE IS THE MOST IMPORTANT ONE. THAT IS LEADERSHIP DOES MATTER. AHEAD OF TIME EARLY ON IDENTIFYING THOSE FACULTY ALLIES THAT KNOW THE VALUE OF DIVERSITY, EQUITY AND INCLUSION BUT ALSO HAVE DEMONSTRATED AND CHAMPIONED THE ENHANCEMENT OF DIVERSE FACULTY WORKFORCE AND THE WORK THEY'VE DONE. IDENTIFIED WHO THEY MAY BE ON YOUR CAMPUS IS GOING TO BE A CRITICAL PIECE ESPECIALLY THOSE FOLKS IN LEADERSHIP POSITIONS TALKING ABOUT DEPARTMENT CHAIRS, COLLEGE DEANS THAT ALSO HAVE ARE WELL RESPECTED BY THEIR COLLEAGUES AND ALSO WHO YOU NOTICE HAS A VOICE THAT IS RECOGNIZED AND HIGHLY RESPECTED BY OTHERS. ESPECIALLY IF THEY'RE AT THE LEADERSHIP TABLE OR CABINET LEVEL AS WELL. CERTAINLY WHEN I WAS AT U.C. DAVIS WE HAD A NUMBER OF THESE WE COULD DRAW ON AND THE IMPORTANCE PIECE EMPHASIZED BY MANY TODAY WAS GET THEM INVOLVED EARLY IN THE PROCESS AND EARLY ON. DON'T DO IT AS AN AFTERTHOUGHT BECAUSE THE CONTRIBUTION THEY CAN MAKE IS VERY IMPORTANT. DR. CAMACHO MENTIONED THE IMPORTANCE OF BRINGING KEY LEADERS TO GET THE BUY IN AND GET THE SUPPORT AND WORK IN COLLABORATION WITH THE VERTICAL LENS AND HORIZONTALLY. THE SECOND THAT GOES WITH LEADERSHIP IS SOMETHING YOU HEAR OVER AND OVER AGAIN AND IN THE YEARS OF DEI, INTENTIONALITY OF THE STAFF. NOTHING WILL CHANGE UNLESS INTENTIONALITY IS INVOLVED AND YOU ARE DELIBERATE AS WELL. THAT WAS EMPHASIZED BY A NUMBER OF THE PANELISTS THAT THINGS HAVE TO BE INTENTIONAL IN DESIGN. THERE'S A WONDERFUL QUOTE BY DREXEL UNIVERSITY SCHOOL OF MEDICINE THAT SHINE A LIGHT ON THIS IMPORTANT PHRASE AND IT SAYS, THEY'RE DIVERSE BY INTENT. INTENTION MUST BE A CAMPUS WIDE AS WELL. A AND THERE'S ALSO THOSE WHO HAVE BEEN HISTORICALLY EXCLUDED AND CREATING THEMATIC CLUSTERS ARE IMPORTANT AND MATTERS FOR THE GROUP YOUR TRYING TO ATTRACT AND THEY'RE OUTSIDE INTERESTS AND ISSUES THAT MAY REQUIRE MULTIPLE PERSPECTIVES TO BE AT THE TABLE AND ADDRESS CERTAIN ISSUES AND TODAY THINGS ABOUT CLIMATE CHANGE AND HOW IT WILL IMPACT ENVIRONMENTAL SCIENCE AND ENVIRONMENTAL HEALTH AND THE IMPACT THE COVID-19 PANDEMIC HAS HAD NOT ONLY GLOBALLY BUT DOMESTICALLY, HEALTH, ECONOMIC, SOCIAL CONSTRUCTS, THE SEPARATED FAMILY BECOMES IMPORTANT. I THINK ABOUT U.C. BERKELEY, THEY CREATED THIS WHAT THEY CALLED INTELLECTUAL CLUSTERS FORMULATED AROUND THESE PARTICULAR THEMES AND SOME OF THE EXAMPLES THEY USE IN ORDER TO DRAW INTEREST WAS CLIMATE EQUITY AND ENVIRONMENTAL JUSTICE. ANOTHER ONE WAS ARTIFICIAL INTELLIGENCE AND GETTING MULTIPLE PEOPLE TO WORK ON A PARTICULAR THEME ALONG WITH THEIR RESEARCH AS WELL. AS WE LISTEN TO DR. FREEMAN AT EMERY, THEY USED LATINA X STUDIES AND CAN A SEARCH ACROSS 11 DEPARTMENTS ACROSS SOCIAL SCIENCES AND HUMANITIES AS THEIR INTELLECTUAL OR THEMATIC CLUSTER PROVIDED AS WELL AND AS EMPHASIZED BY SEVERAL FOLKS AS WELL EVENTUALLY WHAT THIS IS GOING TO BE INCREASING THE TALENT OF YOUR POOL AND WIDEN THE GIRTH OF WHO YOU CAN ATTRACT TO YOUR PROGRAMS AND SCHOOL BECAUSE THEY'RE NOTICING WHAT'S GOING ON AS WELL. THIRD POINT I WANT TO MAKE IS DIVERSITY HIRING IS ABOUT CREATING AND MAINTAINING PERSONAL RELATIONSHIPS AND FOR FACULTY OF COLOR WHAT'S REALLY IMPORTANT IS CULTURAL IDENTITY IS JUST AS IMPORTANT AS THE RESEARCH IDENTITY. OFTEN THE RELATIONSHIP BUILDING AND IMPORTANCE OF CULTURAL IDENTITY IS OFTEN LOST IN THE SCHEME OF THINGS. WHAT'S IMPORTANT THAT WAS EMPHASIZED BY PRESENTERS TODAY, NEEDING TO PROVIDE THE SENSE OF CONNECTEDNESS THAT ARE YOU BELONG AND REDUCE FEELINGS OF ISOLATION ARE CRITICAL TO SUCCESS. ONE OF THE THINGS WAS CLUSTERING HIRING DOESN'T STOP WITH JUST THE HIRING IT DOESN'T STOP WHEN HIRING IS COMPLETED. THERE'S THINGS I'LL FINISH UP WITH I THINK ARE CRITICAL. WHAT THE LITERATURE HAS SHOWN AND I'M SURE PANELISTS WILL AGREE WITH IS YOU HAVE TO TAKE CARE TO ADDRESSING THE CULTURE AND CLIMATE OF THE WORK SPACE. THAT'S CRITICAL FOR SUCCESS AND IN IDENTIFYING TOXIC ENVIRONMENT AND MITIGATING THAT AS WELL. I ENJOYED LISTENING TO DR. CAMACHO TALK ABOUT THE RESULTS FROM THE CAMPUS CLIMATE SURVEY THE UNIVERSITY OF CALIFORNIA DID. THOSE PARTICULAR FINDINGS NEEDED TO BE SHARED TO GENERATE THE AWARENESS AND GET THE FEEDBACK AND PUT IT ON EVERYBODY'S RADAR TO UNDERSTAND AND ONE WAY TO FIGURE OUT WHAT IS YOUR WORKPLACE ENVIRONMENT AND PEOPLE'S LIVED EXPERIENCES OF THAT AS A RESEARCHER IN YOUR UNIVERSITY OR CAMPUS. THAT SENSE OF BELONGING IS CRITICAL AND MITIGATING THE ISOLATION AND FOSTERING ENGAGEMENT IS CRITICAL TO SUCCESS. THE OTHER THINGS I'LL MENTION IS CLUSTER HIRING AGAIN ALSO INCLUDES CREATING AND FOSTERING THE COMMUNITY NETWORKING. I REALLY LIKE WHAT U.C. SAN DIEGO CENTER FOR EXCELLENCE SAID HAD A NOTION OR PHRASE WHEN PEOPLE COME IN WITH COHORTS THERE'S ALWAYS INSTANT COMMUNITY AND THEY CAN GROW WITHIN THEIR ACADEMY. THE FOSTERING OF COMMUNITY NETWORKING, PLANNING FOR IT, STRUCTURING IT, IS CRITICAL TO THE SUCCESS AS WELL BECAUSE THAT COMMUNITY NETWORKING BECOMES IMPORTANT FOR A NUMBER REASONS. IT'S A WAY TO EXPAND CAREER DEVELOPMENT AND ADVANCEMENT TOGETHER BY INVESTING IN THE EDUCATIONAL WORKSHOPS AND VPT EVENTS, CAREER GROWTH AND HOW TO PRESENT RESEARCH AS HIGHLIGHTED BY SOME OF OUR FOLKS AS WELL AND CREATING THAT SAFE SPACE FOR SOME OF THE FOLKS IN COHORTS. U.S. DAVIS USED TO DO A CAFE AND TALKING ABOUT THE ISSUES OF THE DAY OR WHAT IT WAS LIKE TO BE A FACULTY OF COLOR AND HOW TO MITIGATE THAT AND BELONG AND BEING ABLE TO INTERACT WITH PEERS AND OTHER FACULTY COLLEAGUES ESPECIALLY AT THESE MEANS OF NETWORKING WAS IMPORTANT TO CREATE THE SAFE SPACE TO DEMYSTIFY THE HIDDEN CURRICULUM IN ACADEMIA AND ARE THERE OTHER OPPORTUNITIES AND I'M SHAMELESSLY PLUG THE MINORITY FACULTY LEADERSHIP SEMINARS FOR EARLY CAREER FACULTY AND MID CAREER FACULTY AND MEANS OF GETTING TOGETHER TO SHARE YOUR WORK AND TO CREATE A COMMUNITY NETWORK FOR PEOPLE FROM OTHER INSTITUTIONS TO BEGIN SHARING THEIR STORIES AS WELL. MENTORING I WON'T GO INTO MUCH DETAIL AND THE VALUE OF ROBUST MENTORING AND MAKING SURE EARLY WORK IS DONE TO REALIZE YOU HAVE TO FORMALIZE A PLAN AND IT DOESN'T HAVE TO BE THE OLD TRADITIONAL METHOD BUT ENHANCING THE MENTORING OPPORTUNITIES BECOME IMPORTANT NOT ONLY WITHIN THE INSTITUTION BUT OUTSIDE THE INSTITUTION AND TAKE ADVANTAGE AND LEVERAGE SOME OF THE SENIOR FACULTY WHO HAVE DEVELOPED RELATIONSHIPS WITH THEIR COLLEAGUES OF OTHER INSTITUTIONS AND USE THEM IT AS OTHER MENTORS AND SPONSORS THAT CAN BE AVAILABLE TO THE FELLOWS AS WELL. AND LAST BUT NOT LEAST AND ZIG FA -- DESIGNATED PROTECTED TIME IS NEEDED TO DO THE RESEARCH AND TO BE INVOLVED IN OTHER THEMATIC INITIATIVES HAPPENING AS WELL. SO I'LL STOP THERE AND PERHAPS IN THE Q&A WE CAN GET QUESTIONS ABOUT THE CHALLENGES THAT ARE THERE. WITH THAT I GIVE IT BACK TO YOU, DR. BERNARD. THANK YOU. THANK YOU, DR. ACOSTA. I WILL SAY THAT AS WE WERE PLANNING THIS THE TEAM WAS SAYING WE NEED TO GIVE IT AN HOUR AND A HALF OR TWO HOURS BUT AS WE SAID IT'S AN -- A TEASER AND THERE'S NOT TIME TO ADDRESS ALL THE QUESTIONS. AND DR. ACOSTA WE WON'T TAX YOU AGAIN BECAUSE YOU SUMMARIZED THIS AND I'LL BE RUDE AND YOU'LL EACH HAVE TWO POINTS TO RESPOND. THE QUESTION IS WHAT DO YOU SUGGEST OUR AUDIENCE MEMBERS TAKE TO ENHANCE DIVERSITY, EQUITY AND INCLUSION AT THEIR INSTITUTIONS. FIRST DR. FREEDMAN AND THEN DR. CAMACHO AND THEN DR. THOMPKINS. >> THE TIMER'S ON. AND TO SEE EVERY SEARCH AS AN OPPORTUNITY TO ENHANCE DIVERSITY USING THE BEST PRACTICES OUTLINED TODAY. I THINK I'LL LEAVE IT AT THAT. >> WOW. OKAY. DR. CAMACHO. >> I APPRECIATED LISTENING TO ALL OF MY COLLEAGUES' COMMENTS I PUT A RESOURCE IN THE CHAT BUILDING GENDER EQUITY IN THE ACADEMY, INSTITUTIONAL STRATEGIES FOR CHANGE AND THE BOOK IS BY SANDRA LARSSON AND ANN AUSTIN. AND IT'S FILLED WITH RICH TIPS AN TRICKS IDENTIFYING THE PROBLEM. TIPS ON HOW TO BUILD CAPACITY ON EDIA FOR THE LEADERSHIP AT THE UPPER LEVELS. ALSO IMPORTANT EFFECTIVE STRATEGIES FOR CHANGE, WHAT THE LIMITATIONS HAVE BEEN AND IT ALSO HAS AN ENTIRE CHAPTER ON NEW FRONTIERS OF RESEARCH AND PRACTICE. I THINK THERE'S A TREASURE TROVE OF WHAT HAS WORKED EFFECTIVELY IN OTHER CONTEXT THAT IS USEFUL FOR THE AUDIENCE TO TAKE A LOOK AT. >> IT'S BEEN TREMENDOUS TO BE PART OF THIS CONVERSATION I HAVE TO LOOK AT EQUITY MINDED LEADERSHIP. THAT'S THE FIRST STEP. ONE RECOMMENDATION WOULD BE TO ORGANIZE AN INSTITUTE TO BUILD CAPACITY AND CULTURAL COMPETENCE AND EQUITY LENS FOR THE LEADERSHIP AND I DIDN'T SAY DURING MY TALK UNC CHAPEL HILL ALSO HAD AN NSF ADVANCE AWARD AND HAVE BEEN WONDERFUL PARTNERS ON CAMPUS. AND DOING THIS TYPE OF WORK AND ENGAGING DEPARTMENT CHAIRS AND ENGAGING DEANS SO THEY CAN BE MORE INTENTIONAL IN THEIR EFFORTS TO RECRUIT BUT ALSO SUPPORT AND IT'S IMPORTANT TO HAVE AN UNDERSTANDING AND GRASP THE CULTURE AND CLIMATE YOUR CURRENT DIVERSE FACULTY ENCOUNTER. SO DOING THOSE TYPES OF ASSESSMENTS ARE INCREDIBLY VALUABLE. >> THANK YOU. THAT WAS PERFECT. >> SO I'M GOING TO SQUEEZE IN ONE MORE QUESTION. WE HAVE TWO MINUTES REALLY FOR IT TO BE ANSWERED. AND IT MAY BE DR. ACOSTA AND DR. ANDERSON-THOMPKINS. THE RESEARCHER PROFESSIONS ARE OFTEN UNASSIGNED TO GROUPS UNDER REPRESENTED IN SCIENCE HOWEVER, UNDER REPRESENTED SCIENTISTS ARE LESS LIKELY TO BE PLACED IN TENURE TRACK POSITIONS. THESE STUCK STRUCTURES CREATE THE IMBALANCE OF POWER. HOW CAN EQUITY BE ACHIEVED AT ALL FACULTY LEVELS CONSIDERING THE EMPLOYMENT POLICIES APPLICABLE FOR EACH LEVEL ARE COMPLETELY DIFFERENT. TAKE A MINUTE TO READ THAT. I'LL ASK YOU GUYS TO DO YOUR BEST IN TWO MINUTES TO BE ABLE TO ADDRESS THIS. THIS CAME FROM THE AUDIENCE AND TO TELL THE AUDIENCE, COME IN FEBRUARY WE'LL GO INTO MORE DETAIL ON ALL OF THESE THINGS. DR. ACOSTA DO YOU WANT TO GO? >> I'LL GO TO DR. FREEMAN WITH THE THREE DIFFERENT MODELS. DR. FREEMAN, I'D LIKE TO GIVE MY TIME TO YOU. >> >> I WOULD REFRAIN THIS TO SAY WE HAVE DELIBERATELY ORGANIZED A NUMBER OF OUR COHORT AND CLUSTER HIRES TO INCLUDE TENURE AND NON-TENURE TRACK FACULTY. WE HAVE IMPRESSIVE FACULTY ON THE TENURE TRACK WHOSE PRIMARY PASSION IS TEACHING AND MENTORING MANY UNDER REPRESENTED STUDENTS THAT ARE TRANSFORMATIVE FOR THEM. I WOULDN'T WANT TO ONLY FOCUS ON THE TENURE TRACK BECAUSE IN TERMS OF PEDAGOGICAL AND UNDER REPRESENTED STUDENTS IT'S THOSE IN S.T.E.M. AND ELSEWHERE WHO PLI -- PLI -- PLAY AN IMPORTANT ROLE IN SHAPING NEW INNOVATIONS AND DIRECTION. >> THANK YOU, WOULD ANYONE ELSE LIKE TO WEIGH IN ON THAT? >> I AGREE WITH MY COLLEAGUE'S ASSESSMENT AND OFTEN IT DEPENDS ON THE DISCIPLINE. THERE ARE CERTAINLY DISCIPLINES WHERE HAVING AN APPOINTMENT AS A CLINICAL OR RESEARCH ASSOCIATE PROFESSOR IS ADVANTAGEOUS AND DESIRED. THE EFFORT HAS BEEN INTENTIONAL AN THERE'S BEEN A FOCUS ON REALLY TRYING TO FOCUS ON TENURE TRACK TO ENSURE OUR FACULTY OF COLOR OR WOMEN FACULTY WERE NOT DIRECTED. -- DIRECTED TO NON-TENURED POSITIONS THAT OFTEN LEFT WITH A BURDEN OR ADDITIONAL INVISIBLE LABOR OFTEN NOT COMPENSATED. I THINK THERE ARE CONSIDERATIONS AND YOU HAVE TO BE INTENTIONAL WITH YOUR DESIGN. >> THANK YOU VERY MUCH. I WISH WE HAD MADE IT A LONGER SESSION BUT PLEASE COME IN FEBRUARY AND HEAR IN GREATER DETAIL. I'D LIKE TO EXPRESS OUR PROFOUND GRATITUDE TO ALL OF OUR PANELISTS. WE'VE HEARD AND I HOPE YOU'VE LEARNED MORE ABOUT DIFFERENT WAYS COHORT RECRUITMENT HAS BEEN EFFECTIVELY IMPLEMENTED AND TODAY'S DISCUSSION GIVE YOU IDEAS TO CONSIDER AS YOU MOVE FORWARD. I PERSONALLY GREATLY ENJOYED THE DISCUSSION AND REALLY LOOK FORWARD TO THE DEEPER DISCUSSION IN FEBRUARY. SLIDES FROM TODAY WILL BE POSTED IN THE NEXT SEVERAL DAYS AFTER THEY ARE MADE 508 COMPLIANT. WE'LL BE ADDRESSING THE OTHER AUDIENCE SUBMITTED QUESTIONS IN FEBRUARY. A RECORDING OF THE EVENT WILL BE AVAILABLE AGAIN ON OUR WEBSITE IN THE NEXT FEW BUSINESS DAYS. PLEASE FOLLOW UP ON SOCIAL MEDIA AND BE ON THE LOOK OUT FOR AN E-MAIL FROM COSWOOD EVENTS FROM NIH.gov FOR THE SURVEY AND YOU'LL GET THAT IN EARLY JANUARY TO LET YOU KNOW ABOUT THE FEBRUARY TWO-DAY SEMINAR. SO, AGAIN, THANK YOU ALL FOR JOINING US FOR THIS EVENT. I HOPE YOU ENJOY THE HOLIDAY SEASON AND THANK YOU COSWOOD FOR ANOTHER NICELY IMPLEMENTED SEMINAR. THANKS, EVERYONE.