Recruitment and Retention Plan to Enhance
Diversity into
Ruth L. Kirschstein Institutional National Research Service
Award (T32)
National Heart, Lung, and Blood
Institute
National Institutes of Health
Revised: December 2010
Supplemental
Guidelines for the Ruth L. Kirschstein Institutional National
Research Service Award (T32)
The National Heart, Lung, and Blood Institute (NHLBI) is
strongly committed to the recruitment of individuals who will
increase diversity amongst those who receive training in heart,
lung, and blood diseases and is, therefore, requiring all
applicants for Ruth L. Kirschstein National Research Service
Award (NRSA) training grants to submit an acceptable diversity
recruitment and retention plan as part of their application
package. A diversity recruitment and retention plan must
apply specifically to the proposed training program, in addition
to the efforts put forth to recruit for the institution as
a whole. Although collaboration with the institution’s
Minority or Diversity Affairs Office is not discouraged, that
alone is not sufficient to fulfill the requirement.
Applicants can refer to the NIH website for many of the common
questions asked NIH-wide regarding the Recruitment and Retention
Plan to Enhance Diversity.
To assist in the implementation of this policy, the NHLBI
has prepared the following suggested elements, examples, and
questions and answers regarding recruitment strategies for
increasing diversity in training programs.
I. SUGGESTED ELEMENTS FOR A PLAN TO
RECRUIT UNDERREPRESENTED
INDIVIDUALS FROM RACIAL
AND ETHNIC GROUPS, INDIVIDUALS WITH DISABILITIES, AND
___ INDIVIDUALS FROM DISADVANTAGED
BACKGROUNDS
In developing a plan to recruit students who will increase
diversity, Program Directors may wish to coordinate their
activities with the institution’s office of graduate
studies or research administration. For example, some institutions
already employ an individual whose major responsibility is
diversity recruitment. There may be university-wide graduate
opportunities programs, diversity student services programs,
and special support mechanisms. The following suggestions
are not exhaustive and are not meant to be all-inclusive.
Recruitment efforts have been developed, taking into account
the special resources and circumstances of individual institutions.
Many of the suggestions below are directed to predoctoral
training grant programs. With some modifications, they may
be applied to postdoctoral training grant applications as
well.
- Ways to Publicize the Program
- Journals notices indicating that the program is actively
recruiting individuals with diverse backgrounds.
- Recruitment sessions and posters/flyers for scientific
meetings, (e.g., Annual Biomedical Research Conference
for Minority Students - ABRCMS and Society for Advancement
of Chicanos and Native Americans in Science - SACNAS.
Please note that the NHLBI has an exhibit booth annually
at these meetings. Additional meeting: National Institute
of General Medical Sciences (NIGMS) Minority Biomedical
Research Support (MBRS) Program, and Minority Access
to Research Careers (MARC) Honors Undergraduate Research
Training Program).
- Communications (e.g., letters, phone calls, brochures,
posters) with deans and department chairs at schools
having substantial enrollment from individuals with
diverse backgrounds. Lists of these schools may be obtained
from the NIGMS MBRS and MARC programs, and from the
United Negro College Fund.
- A video tape that describes graduate training opportunities
which can be used at schools and at scientific meetings.
- Contact the Student National Medical Association (SNMA),
Hispanic Association of Colleges and Universities (HACU),
and sub-specialty groups within the National Medical
Association (such as the Association of Black Cardiologists)
and place notices in the Journal of the National Medical
Association.
- Post notices on web sites of university,
colleges and institutions with high proportions of students
from diverse backgrounds and trainees, and subspecialty
organizations.
- Targeted Activities
- Visits by training grant program directors, preceptors,
and participating students to schools with substantial
diverse enrollments to publicize graduate training opportunities.
- Programs designed to identify and attract potential
applicants from diverse backgrounds. Examples include
summer research programs for undergraduates, special
science courses, and workshop/seminars on research opportunities.
- Career fairs at colleges or biomedicine-related events.
- Booths at medical conferences focusing on physicians
and scientists from diverse backgrounds.
- Interaction with Applicants
- Direct communication (e.g., letters, phone call) with
prospective applicants. Potential applicants from diverse
backgrounds may be identified through the efforts listed
above and from the following sources:
- Diversity Graduate Student Locator Service of
the Educational Testing Service (can be searched
by specific criteria)
- Lists compiled by the institution or shared by
affiliated institutions
- Students supported by Minority Access to Research
Careers (MARC) and Minority
Biomedical Research Supplement (MBRS) programs
- National Science Foundation (NSF) predoctoral
diverse fellows
- Scientific societies’ minority mailing lists
- Invitations to prospective diversity applicants (individually
or in groups) to visit the campus and meet the faculty
and students.
- EXAMPLES OF DIVERSITY RECRUITMENT
STRATEGIES
- Contact deans of medical schools with a large number of
students from diverse
backgrounds
- Inform deans of minority affairs in medical schools with
formal diversity programs
- Contact chiefs
of the Minority Access to Research Careers (MARC) and Minority
Biomedical Research Support (MBRS) SCORE programs
- Contact Association of Minority Health Professional Schools
and National Association of
Medical Minority Educators
- Canvas directors of NHLBI-related basic and clinical training programs with high percentage
of students from diverse
backgrounds.
- Work with office of student affairs of your institution
and schools with diverse populations to identify, contact, and recruit students from diverse
backgrounds
- Meet with representatives of minority health organizations
- Promote diverse representation when conducting interviews for training positions
- Use Graduate Student Directory as a source
for mailing list
- Place ads in journals targeting students from diverse
backgrounds
- Plan a symposium on career areas and opportunities for
students from diverse backgrounds in biomedical sciences
- Teach a course at a local institution with students from
diverse backgrounds
- Offer summer research opportunities to students from diverse
backgrounds
- Develop relationship with associations that have medical
and graduate students from diverse backgrounds such as:
- Student National Medical Association (SNMA)
- Association of American Indian Physicians (AAIP)
- Society for Advancement of Chicanos and Native Americans
in Science (SACNAS)
- Annual Biomedical Research Conference for Minority
Students (ABRCMS)
- American Indian Science and Engineering Society (AISES)
- Society of Mexican American Engineers and Scientists
(MAES), Inc.
- Contact career counselors and faculty advisors
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