U54CA272171

Faculty Initiative for Improved Recruitment, Retention, and Experience (FIIRRE) - Project Summary

Diversity enhances creativity and innovation in research, but biomedical research institutions have generally failed to effectively incorporate minoritized groups, such as individuals who identify as people of color, women, and lesbian, gay, bisexual, transgender, or queer/questioning (LGBTQ) persons.

Earlier diversity efforts focused exclusively on intensified recruitment of minoritized faculty, mentoring, and training, but many institutions did not sustain their success because of insufficient change in institutional environments, systems, and culture.

Over the past two years, the leadership of the University of South Carolina (UOFSC) has been intentional about transforming the institutional culture to one that embraces and expects a climate of diversity, equity, and inclusion (DEI). UOFSC's strategic plan, released in 2020, includes eight priorities which were developed, vetted, and revised with intense participation of the campus community.

The priorities include strategic priority #2 "Assemble and Cultivate a World Class Faculty and Staff" and #4 "Cultivate a More Diverse, Equitable and Inclusive Campus Culture." UOFSC has demonstrated increased commitment to diversity in multiple ways, including hiring UOFSC's first Black/African American provost and elevating the Chief Diversity Officer to the level of a Vice President. These efforts reflect UOFSC's campaign to identify and remove factors supporting systemic racism and gender-bias across all campus endeavors.

In response to RFA-RM-21-025, we have developed the Faculty Initiative for Improved Recruitment, Retention & Experience (FIIRRE) using a systems science-informed multi-level approach. FIIRRE aims to:

(1) Develop, cultivate, and implement institutional programs and practices that become self-reinforcing in promoting inclusive excellence;
(2) Achieve significant and sustainable institutional culture change that supports inclusive excellence;
(3) Recruit, nurture, and retain a cohort of ten new tenure-track Assistant Professors who are committed to inclusive excellence; and
(4) Collaborate with other first awardees and the First Coordination and Evaluation Center in this multi-center initiative.

The 10 tenure-track faculty will constitute the first cohort at UOFSC and will be recruited as a cluster hire within the area of health disparities and equity research. The FIIRRE Administrative Core, Faculty Development Core, and the Evaluation Core serve complementary purposes in support of these overarching aims.

Initiated by two of UOFSC's leading health science units, the Arnold School of Public Health and the College of Nursing, FIIRRE will serve as an incubator and facilitator of institutional change. FIIRRE leadership is varied in race/ethnicity, academic rank, nationality, and institutional history, with over a decade of experience working together in research and administrative capacities, helping to ensure FIIRRE's success.

Strong existing connections with established diversity initiatives on campus will help complement and bolster FIIRRE goals, as will the unwavering institutional commitment to inclusive excellence by UOFSC's leadership.

University Of South Carolina

NOT APPLICABLE

93.310 - Trans-NIH Research Support

National Cancer Institute (NCI) [HHS - NIH]

National Institute of Allergy and Infectious Diseases (NIAID) [HHS - NIH]

South Carolina United States

State-Wide

Administrative Supplements to Existing NIH Grants and Cooperative Agreements (Parent Admin Supp Clinical Trial Optional) (PA-20-272)

Amendment Since initial award the End Date has been extended from 07/31/27 to 08/31/27 and the total obligations have increased 699% from $446,994 to $3,571,733.