Overall these is a mismatch between training incentives and career transition initiatives. NIH should … establish a bonus program to facilitate supplementation of a minority scientist's first grant.

For younger, promising minority investigators, provide five year grants and funding for salary support and technical support (salary support alone is insufficient). If productive, renew the grant for an additional five years. Have the same for mid-level (associate professor) investigators also.

Regional seminars for trainees on these types of issues [research funding] held periodically would heighten awareness, interest, and understanding of availability of funding/research.

Minority research career development awards, renewable for up to 10+ years.

Provide more seed grants for new investigators' short-course (three to six months) research. Training opportunities for aspiring clinicians.

Until minorities make up a larger percentage of those investigators applying for NIH funds … we will continue to see low numbers of research proposals focusing on minority-related issues and subsequently low receptivity to these proposals.

3. Scientists from minority and medically underserved communities should be involved in the NIH priority-setting process and in staffing of NIH positions.

Recruit minorities in NIH Board of Scientific Counselors and peer review committees.

Increase minority staff at NIH at all levels, particularly in policy positions.

NIH staff at all levels must be part of cultural competency training. They have too [many] biases against minority investigators.

Get more minorities on study sections.

Include more minorities on review panels. Continue work with



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