DF/HCC

Initiative to Eliminate Cancer Disparities

Strategies for Recruitment of Minority Trainees

Each training grant will need to develop strategies for recruiting diverse trainees that are specific to that group of trainees. However, there are some resources that may be useful across a variety of training programs, as summarized below. We also summarize strategies that can be useful for evaluating success related to minority scientist training.

Advertising Strategies

Trainee candidates are recruited to the Program based on the recruitment strategies used successfully over the last xx years. The number and qualifications of applicants to the Program are consistently strong (provide data to support this statement).

We also recognize that ongoing and persistent efforts are needed to expand the applicant pool, and to diversify the sources from which these applications are received. We will follow NIH guidelines for institutional NRSA training grants regarding recruitment of minority individuals. Thus, we will write letters and send flyers to schools of public health, medical schools, and psychology departments, particularly those with high proportions of graduating minority students. We will also conduct outreach to those programs in order to establish personal contact with faculty who may be helpful in identifying appropriate candidates. Further, we will contact program directors of MARC programs and Minority Biomedical Research Support (MBRS) programs, and the Association of Minority Health Professional Schools and National Associate of Medical Minority Educators. We will utilize our strong relationships with the Harvard Center for Excellence in Women’s Health and the Harvard Medical School’s Minority Faculty Development Office.Additional strategies to be used include:

 Advertising nationally through relevant publications and professional organizations, including in The Nation’s Health (for public health training programs), Journal of the National Medical Association, SACNAS (Society for Advancement of Chicanos and Native Americans in Science) News,The Journal for Minority Medical Studentsother relevant publications.

  • Mailings to colleagues and other referral sources locally and nationally.
  • Mailings to the training directors of the American Society of Clinical Oncology.
  • Announcements on job boards at relevant society meetings

 Development of a training program brochure for use in promotion of the Program (the HCC

can help in development of such a brochure)

  • Biomedical Science Careers Program: This program offers various resources to ensure the successful pursuit of careers in biomedical sciences. In addition the New England Resource Directory provides information to students, trainees, counselors, and educators on internships and science-related program in the New England area.
  • Promote the training program to participants in several on-going minority outreach programs that are offered at several local institutions, a few of which are described briefly below:

HSPH’s Undergraduate Internship Program for Minority Students: This program is a paid, intensive 10-week research program for minority college students majoring in science. The mission of this program is to recruit qualified students for graduate-level training leading to research careers in the biological sciences.

HSPH’s Summer Research Internship in Public Health: The Summer Research Internship is a 10-week long research program for students interested in community-based research. A large percentage of students in this program are from underrepresented minority groups. This program is run jointly with the Department of Health and Social Behavior and the Department of Biostatistics.

MGH/Merck Pharmaceutical Summer Research Training Program: This 8-week summer training program provides minority undergraduates with experience in laboratory and clinical sciences. Several participants have gone on to complete honors theses in collaboration with MGH investigators by extending their work beyond the initial eight-week period by one or two years. Ninety-eight percent of the participants have gone on to medical school or graduate school. Dr. Rigotti serves as a liaison with this program

UMASS’ Worcester Pipeline Collaborative: This program engages the Worcester Public Schools (representing over 6,000 students) to increase the number of minority and other disadvantaged students entering the health professions and biomedical research. The areas targeted represent the highest number of minority students in the Worcester area.

UMASS’ Post-Baccalaureate Program: This program is designed to give disadvantaged students a second chance in the application process for processional school through academic enhancement.

UMASS’ Summer Enrichment Program: This program is designed to undergraduates in order to provide specific information for entry to professional level careers in the health professions. Specific attention is paid to test-taking skills, time management, decision making, national standard admissions examinations (e.g. GREs, MCAT), and national admissions services.

UMASS’ – Graduate Certificate in Biotechnology and Biomedical Science: This program is designed to provide graduate students with a sound theoretical background for working in the research and development divisions of biotechnology companies or biomedical research laboratories

Coordinate recruitment efforts through colleges and universities that have high minority

enrollment: We will coordinate our recruitment efforts with other minority recruitment

efforts at HSPH, UMASS , BIDMC, Children’s and MGH. Staff members of these institutions’ Office of Professional Development, HSPH students, and alumni/ae representatives are sent to recruitment fairs at historically black colleges, to universities with large minority enrollments, and to relevant professional conferences across the country. Minority alumni/ae also receive updated information about these institutions every year; information about this training program will be included.

Utilize a broad range of sites for the placement of program advertisements: In addition to the

publications used to date to advertise the trainee positions, we place advertisements in

selected publications with large minority readership, e.g., The Black Collegian, Hispanic

Times, Journal of the National Medical Association, The New Physician.

Develop recruitment networks at Harvard, UMASS, and other local colleges and universities:

We plan to expand our base of relationships with minority house officers and minority

Fellows already attending University-affiliated hospitals; graduate students in the

biomedical sciences and medical students; and organizations likely to have contacts with

a large number of potential candidates.

In addition we will ensure timely submission of opportunities that will be posted on a variety of websites such as American Association of Cancer Researchers , American Cancer Society , Society for Advancement of Chicanosand Native Americans in Science (SACNAS)National Medical Association, Student National Medical Association ,Intercultural Cancer Council, National Postdoctoral Association (NPA), Diversity Committee

Minority Science Network and the National Black College Alliance.

Specific Plans for Recruitment of Minority Candidates

Our experiences in recruitment of underrepresented racial/ethnic groups suggest that the methods used to date have been effective steps in identifying and recruiting well-qualified minority applicants. We also recognize that ongoing and persistent efforts are needed to expand the applicant pool, and to diversify the sources from which these applications are received. Steps to assure adequate representation of minorities include the following:

  • Collaborate with fellows completing the program: The xx fellows having completed this training program to date provide an excellent resource for strengthening our network for disseminating information about this training grant. Each year, all prior trainees will be asked to circulate information about the training program to prospective candidates and to encourage applications from underrepresented groups.
  • Utilize our ties with (select relevant offices: HSPH Office of Professional Development, HMS Minority Faculty Development Office, DF/HCC Post-doctoral Training Office, Offices of Faculty Development at Children’s Hospital, Massachusetts General Hospital and Beth Israel Deaconess Medical Center).
  • In 1985, the HSPH established the Office of Professional Development, with minority recruitment and retention leading the Director’s priorities. An ongoing recruitment program has increased minority enrollments, which has served to advance graduate and post-graduate affirmative action initiatives - ranging from new recruitment activities, to increased financial aid for under-represented categories of students. We will continue to work with the Office of Professional Development to distribute position announcements to minority-affairs staff at all local colleges, universities, and relevant institutions.
  • Further expand recruitment efforts through colleges and universities: We coordinate our recruitment efforts with other minority recruitment efforts at the HSPH. Staff members of the Office of Professional Development, HSPH students, and alumni/ae representatives are sent to recruitment fairs at historically black colleges, to universities with large minority enrollments, and to relevant professional conferences across the country. Minority alumni/ae also receive updated information about HSPH every year; information about this training program will be included. We will also plan to attend and participate in the Annual Biomedical Research Conference for Minority Students (ABRCMS), a national conference designed to encourage students to pursue advanced training in the biomedical sciences or behavioral sciences. This conference attracts over 1600 students interested in biomedical careers.
  • Utilize a broad range of sites for the placement of program advertisements: In addition to the publications used to date to advertise the trainee positions, we place advertisements in selected publications with large minority readership, e.g., The Black Collegian, Hispanic Times, Journal of the National Medical Association, The New Physician, SACNAS News.
  • Expand our networking at Harvard and other local colleges and universities: We also plan foster ongoing relationships with minority house officers and minority fellows already attending University-affiliated hospitals; graduate students in the biomedical sciences and medical students; and organizations likely to have contacts with a large number of potential candidates.
  • One of our DF/HCC institutional members (HSPH) is a member institution of the National Consortium for Educational Access (NCEA). The consortium comprises 5 graduate degree-granting institutions and 7 historically-black colleges and universities. NCEA’s goal is to increase the number of doctorally-trained minorities. As a participating institution, HSPH has access to the member universities. We will utilize this relationship to reach out to potential trainees at all NCEA institutions.
  • Build on our networking with professional colleagues: A letter describing the training program, with special emphasis on attracting minority candidates, is sent regularly by the Advisory Committee to their professional colleagues across the country.

Additionally, recruitment of minority post-doctoral fellows and faculty is an increasing priority for both the DF/HCC and HSPH. In August, 2001, Dean Barry Bloom of HSPH established a special committee chaired by Dr. Willett to increase the recruitment of minority post-doctoral fellows at HSPH. An underlying objective of this effort is to increase the number of minority faculty members at our School, recognizing that traditionally a substantial percentage of our faculty has been identified from among our most outstanding post-doctoral fellows. In addition, providing the strongest possible support for minority post-doctoral trainees will expand the pool of future faculty members nation-wide. As part of this special program, the Dean’s Office will provide new salary support for minority post-doctoral fellows and funds for intensified recruitment. DF/HCC has funds to support participation of two trainees in this program. This special program also fosters a climate supportive of minority fellows.

The DF/HCC is similarly highly committed to the recruitment of minority faculty and fellows, and has established a special initiative to address this priority. A commitment has been made to recruit several minority faculty members, including a senior recruit when a suitable candidate can be found. In addition, Dana Farber/Harvard Cancer Center has established a Program-in-Development on Cancer Disparities, designed to stimulate disparities-related research through the cancer center. Such a focus may be a helpful recruiting tool for minority investigators, as this group often has an interest in disparities.

D.5. Evaluation Plan

The objectives of the evaluation are to:

  1. assess the performance of the Program in meeting three outcome objectives: (a)to recruit highly qualified trainees for training in xxx, and (b) to train fellows for research careers in xxx, and (c) to increase the number of minority fellows trained in xxx (outcome evaluation);
  2. assess achievement of defined process objectives (process evaluation); and
  3. evaluate the Education Career Development Plan.

Goals and Study Questions / Indicators / Data Sources
Goal: Recruit highly qualified trainees for training in xx
How many inquiries were made about the program each year? / Number of requests for applications / Program Tracking System
Who is the program missing among those requesting information about the program, but not applying? / Demographic characteristics and reasons for not applying among non-applicants / Survey of non-applicants
How many applications were received each year? / Number of applications received / Program Tracking System
How many fellows are admitted to and enter the program each year? / Number of fellows admitted and number of fellows entering the program / Program Tracking System
What were the qualifications of the applicants to the program, and of the fellows entering the program? / GRE scores, grade point averages, educational/work experience, publications (for post-docs) / Program Tracking System
Goal: Train fellows for research careers in xx
How many fellows enter research careers in xx upon completion of the program? / Number of fellows employed in xx research after training / Trainee Tracking
How productive are researchers trained through the program? / Number of publications and number of research grants of trained fellows / Trainee Tracking
Goal: Increase the number of minority fellows trained in xx
How many applications were received each year from minority applicants? / Number of applications, by ethnicity / Program tracking System
How many minority fellows are admitted to and enter the program each year? / Number of fellows admitted to and entering the program, by ethnicity / Program Tracking System

Also add how extensive were minority recruitment efforts (e.g. # of minority institutions included, # of ads placed in minority-focused forums, etc.).