Responses were on a six-point Likert-type scale ranging from never (1) to all of the time (6) regarding how frequently each behavior occurred. Summer Clinical Oncology Research Experience (SCORE) Program: Engaging Undergraduates from Diverse Backgrounds in Cancer Research. In this section, we present validity evidence for the CDAR/E measure. To confirm the scales factor structure, we ran a confirmatory factor analysis (CFA) using the weighted least-square mean and variance adjusted (WLSMV) estimator available in Mplus (Muthn and Muthn, 2017). Buy-in, lack of diverse talent pool, and know-how are major hurdles in Diversity, Equity and Inclusion initiatives. Center for Womens Health Research and Department of Medicine, University of WisconsinMadison, Madison, WI 53715, Wisconsin Institute for Science Education and Community Engagement, University of Wisconsin-Madison, Madison, WI 53715. Disclaimer. The PubMed wordmark and PubMed logo are registered trademarks of the U.S. Department of Health and Human Services (HHS). Many STEMM faculty mentors may downplay or de-emphasize cultural and social diversity in mentoring relationships and believe that colorblindness is desirable, The experiences of individuals from underrepresented racial and ethnic groups (UR) in science, technology, engineering, and mathematics (STEM) fields are often marked by isolation, presumptions of incompetence, racism and sexism, over-visibility for being different, and invisibility for their intellect (Ong etal., 2011; Puritty etal., 2017). The .gov means its official. Based on quantitative and qualitative criteria, the Behavior subscale items needed substantial revision. CAM consists of two main components: iCAM: 1-hour foundational self-paced online module, Full day intensive workshop for small groups, iBiology2-part video seriesled by CAM Developers. Received 2019 Jul 3; Revised 2021 Jan 4; Accepted 2021 Jan 12. These values and visual representations of the factor structure of each subscale were then examined relative to our own assumptions and intentions for the dimensionality of each subscale. Kim, B. S. K., Cartwright, B. Y., Asay, P. A., DAndrea, M. J. We asked mentees to highlight items that were unclear and to debrief their experience with the survey as part of a focus group. This positive relationship was hypothesized because individuals may be motivated to incorporate CDAR/E practices into mentoring relationships out of fear of appearing prejudiced (Plant and Devine, 1998). Rew, L., Becker, H., Cookston, J., Khosropour, S., Martinez, S. (2003). Development and validation of the cultural competence assessment instrument: A factorial analysis, Practical guide to conducting an Item Response Theory Analysis, National Institutes of Health addresses the science of diversity. Next, the research team and the universitys survey center evaluated and refined the items, resulting in an initial 33-item survey. For instance, the CDAR/E measure could be used during regular mentoring meetings for mentors and mentees to assess and give feedback on their CDA ratings or as a discussion tool only, rather than actually rating each party, given the power differential between mentors and mentees. The Science of Effective Mentorship in STEMM. Every mentoring program is different, but a few key best practices should be followed to ensure success. The validation process was guided by classical test theory and item response theory and involved qualitative data, cognitive interviews, and an iterative series of item testing with national samples of mentors and mentees. Crossman, R. E. (2009). Notice interactions in the mentoring relationship that could be insulting or dismissive to mentees because of their race/ethnicity. Limitations to the studies will decrease, and Finally, future research should empirically investigate whether CDA for race/ethnicity is an important part of the mentoring relationship. Participants completed the survey and were asked to write down their reactions or comments to items as they completed the survey. Finally, we examined whether the data met all assumptions for IRT analysis, specifically, dimensionality, local independence, and modeldata fit. *Address correspondence to: Angela Byars-Winston (. The revised scale was given to a group of researchers familiar with theoretical constructs relevant to CDA in mentoring. A preliminary investigation. This resulted in 28 items measuring CDA-related attitudes (seven items), behaviors (eight items), confidence (seven items), and motivation (six items). Zavala, M. E. (2016). Gibbs, K. D., Basson, J., Xierali, I. M., Broniatowski, D. A. For instance, some mentee participants stated that behavior items were difficult to answer, because several items required them to infer what their mentors cognitive processes might be. Suarez-Balcazar, Y., Taylor-Ritzler, T., Garcia-Ramirez, M. (2011). J Cancer Educ. CAM is an innovative, evidence-based initiative to enhance mentors ability to effectively address cultural diversity matters in their research mentoring relationships. Because we expected each subscale would produce a unidimensional set of items, any additional factors were further scrutinized to determine whether items represented a truly distinct factor or whether the loadings represented an artificial factor. This website uses cookies to improve your experience while you navigate through the website. Descriptive statistics and interitem correlations were calculated, including the mean scores and SDs for both the mentor and mentee samples (see Table 1). Due to a survey error, the final item of this scale (I am afraid that people will find fault with me) was omitted from 33 mentee surveys. World Day For Cultural Diversity Blake-Beard, S., Bayne, M. L., Crosby, F. J., Muller, C. B. Mentoring Poor modeldata fit statistics and option-response functions for the Motivation subscale led us to further examine this subscale as a whole. Race and ethnicity in biology research mentoring relationships, Pilot study of an intervention to increase cultural awareness in research mentoring: Implications for diversifying the scientific workforce. (2014). An email was sent to any mentee who had participated in a summer research opportunity program between 2011 and 2015, enrolled in a program directed toward undergraduate research scholars, or enrolled in an independent research biology course in the prior 23 years. CAM consists of two main components: Additional Resources for Culturally Aware Mentoring. Cross-gender mentoring relationships that are also cross-cultural have additional dimensions of racial taboos, which exist as a result of the intersection of race and gender dynamics. WebIncreasing research mentors' cultural diversity awareness (CDA) is one step toward improving mentoring effectiveness, particularly with mentees from underrepresented Bethesda, MD 20894, Web Policies Establishing effective STEM mentoring relationships through mentor training. I implemented specific strategies to address racial/ethnic diversity in my research mentoring relationships. which includes articles, video, podcasts and more. One item (I go outside of my comfort zone to help mentees feel included in the lab) was removed from the Behaviors subscale due to the ordering of response categories reflected in the option-response function. Culturally diverse undergraduate researchers academic outcomes and perceptions of their research mentoring relationships. One-third (33%) of the sample self-identified as male, 66% as female, less than 1% identified with another gender identity, and 1% chose not to report gender. Without inclusion, diversity initiatives may not be enough. To understand and assess the role of cultural diversity in research mentoring relationships, valid and standardized measures are needed to capture the beliefs of mentors and mentees alike about the related attitudes and behaviors in their mentoring interactions. We describe each of the phases in this section. HHS Vulnerability Disclosure, Help Organizations that want to attract, engage, and retain diverse talent make this happen through mentoring as a key piece of their talent development strategy. Mentors motivation to address race/ethnicity in research mentoring relationships. The brief FNE scale consisted of 12 items, which respondents rated on a five-point Likert-type scale ranging from not at all characteristic of me to extremely characteristic of me (mentee = 0.931; mentor = 0.944). Rew, L., Becker, H., Chontichachalalauk, J., Lee, H. (2014). Improving research mentoring relationships. In one study by Haeger and Fresquez (2016), it was found that culturally responsive mentoring had strong, positive correlations with mentees favorable rating of their mentoring relationships and significant mentee gains, including refined academic and career goals and feeling competent as a researcher. One type of these programs is reverse mentoring, which are different from other types of mentoring programs in that senior leaders participate in the programs as mentees being mentored by junior employees in the case of reverse diverse mentoring, junior employees from diverse backgrounds are the mentors with executive mentees. In particular, you might want to review Chapter 3: Mentoring Underrepresented Students in STEMM, or the review the section Mentorship, Identity, and STEMM in the online guide. Respondents were asked to think about their research mentoring relationships in general and rate each item on a six-point Likert-type scale of agreement, ranging from strongly disagree (1) to strongly agree (6). benefit of cross-race/culture mentoring These items were developed based on the concept of self-efficacy, or the belief in ones ability to complete a given task (Bandura, 1997). Diversifying science: Underrepresented student experiences in structured research programs, Unintended consequences: How science professors discourage women of color. PMC New York: Macmillan. We began to develop the CDARace/Ethnicity Version (CDAR/E) scale with two project consultants, reviewing a collated list of 100+ items for relevance, clarity, and phrasing and further reducing the item list. Necessary cookies are absolutely essential for the website to function properly. Participants (N = 41) were undergraduate students enrolled in a summer research experience at a large midwestern research university; 54% identified as female and 46% as male. We also proposed that mentors CDA proficiency should be measurable by mentees ratings of mentor CDA, as it is mentees perceptions of their mentors and their mentoring relationships that matter in their academic and career development (Byars-Winston etal., 2015). Dr. Onyeador said that she believes conservatives have conflated increased D.E.I. Center for the Improvement of Mentored Experience in Research. First, standardize the process with the following: Based on what weve seen, a six-month timeline is beneficial for both mentors and mentees. Decoupling of the minority PhD talent pool and assistant professor hiring in medical school basic science departments in the US, Gutierrez, B., Kaatz, A., Chu, S., Ramirez, D., Samson-Samuel, C., Carnes, M. (2014). Second, researchers may be interested in comparing pre and post CDAR/E scores in response to mentor and mentee training interventions. We need to better understand the role of cultural diversity in research mentoring relationships for both mentors and mentees. We use cookies on this site to enhance your experience and improve our marketing efforts. We recruited participants for all three phases of pilot testing using convenience and snowball-sampling techniques. It includes content on culturally responsive mentoring and several mentorship tools. WLSMV is preferable to the more traditional maximum-likelihood (ML) estimator due to the categorical nature of Likert-type data. BMC Med Educ. Would you like email updates of new search results? Moreover, some STEM faculty are prone to adopt a color-blind stance in their mentoring, opting not to address cultural factors at all (Prunuske etal., 2013). A CFA using the WLSMV estimator in Mplus statistical software revealed that a two-factor solution was a good fit with the data, 2(26) = 95.71, p < 0.001, RMSEA = 0.06, CFI = 0.991. Publications | Developing Racial Equity for and with We hypothesized that both Empathic Feeling and Expression and Empathic Awareness would correlate positively with all four CDAR/E subscales. Career Advancement Mentoring Career mentoring is by far the most common mentoring program we see in the workplace. WATCH HERE. Weve also found its essential that the mentor and mentee do not have a direct-report relationship. Mentors who are unaware of or inattentive to cultural diversity factors in their research mentoring relationships may also be unaware of culturally based conflicts (e.g., misaligned expectations) that can compromise effective research training experiences for UR mentees. Addressing diversity, equity, and inclusion through a mentoring program has become a way for many companies to engage employees in a thoughtful way that doesnt involve stale training sessions that will soon be forgotten. The validation process was guided by classical test theory and item response theory and involved qualitative data, cognitive interviews, and an iterative series of item testing with national samples of mentors and mentees.
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