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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 Students other 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
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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 Chicanos and Native Americans in Science (SACNAS) National
Medical Association, Student National Medical Association ,Intercultural Cancer Council,
National Postdoctoral Association (NPA), Diversity Committee www.JustGarciaHill.org,
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
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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 degreegranting 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-inDevelopment 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
Number of requests for
Program Tracking System
about the program each year?
applications
Who is the program missing
Demographic characteristics and Survey of non-applicants
among those requesting
reasons for not applying among
information about the program,
non-applicants
but not applying?
How many applications were
Number of applications received
Program Tracking System
received each year?
How many fellows are admitted to Number of fellows admitted and
Program Tracking System
and enter the program each year? number of fellows entering the
program
What were the qualifications of
GRE scores, grade point
Program Tracking System
the applicants to the program, and averages, educational/work
of the fellows entering the
experience, publications (for postprogram?
docs)
Goal: Train fellows for research careers in xx
How many fellows enter research Number of fellows employed in xx Trainee Tracking
careers in xx upon completion of
research after training
the program?
How productive are researchers
Number of publications and
Trainee Tracking
trained through the program?
number of research grants of
trained fellows
Goal: Increase the number of minority fellows trained in xx
How many applications were
Number of applications, by
Program tracking System
received each year from minority ethnicity
applicants?
How many minority fellows are
Number of fellows admitted to and Program Tracking System
admitted to and enter the program entering the program, by ethnicity
each year?
Also add how extensive were minority recruitment efforts (e.g. # of minority institutions included,
# of ads placed in minority-focused forums, etc.).
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