Abstract
A diverse biomedical workforce is critical for scientific innovation and health equity. Yet, underrepresented
racial/ethnic (UR) scientists and women remain disproportionately low, particularly as faculty at academic
research institutions. Multiple evidence-based strategies need to be implemented to enhance faculty diversity,
inclusion and to create cultures of inclusive excellence. However, a knowledge gap exists regarding integrated
strategies to address diversity and inclusion, the impact of faculty cluster hiring, and institutional change models
on fostering inclusive excellence. The overall goal of the University of California San Diego (UCSD) NIH Faculty
Institutional Recruitment for Sustainable Transformation (FIRST) Program is to: 1) foster sustainable institutional
culture change, 2) promote institutional excellence by hiring a diverse cohort of faculty and 3) support faculty
development, mentoring, sponsorship and promotion. The objectives are to: 1) demonstrate institutional support,
develop or modify a strategic plan with elements that will be implemented to achieve systemic and sustainable
institutional culture changes towards inclusive excellence, 2) develop an evaluation plan to assess impact on the
institution towards achieving FIRST program goals, 3) conduct recruitment of new faculty, outline institutional
commitments, and develop recruitment committees based on commitments to diversity, equity and inclusion, 4)
establish a retention plan to secure institutional commitment and a supportive environment for new faculty hires,
5) establish individual research and career development plans, mentorship plans and 6) develop strategies to
reduce isolation, increase community building and foster career development for all new faculty hires. The
primary hypothesis is that a cohort model of faculty hiring, sponsorship, continual mentorship and support for
professional development, embedded within an institution implementing evidenced-based practices to create
academic cultures of inclusive excellence will achieve significant improvements in metrics of institutional culture
and scientific workforce diversity. We propose the following Specific Aims. Aim 1. The aim of the Administrative
Core is to provide strategic leadership, management, and administrative oversight to support the recruitment
and retention UCSD FIRST faculty and oversee implementation professional development and institutional
transformation for inclusive excellence. Aim 2. The aim of the Faculty Development Core is to use evidence-
based strategies to enhance FIRST faculty academic advancement, research success, and inclusive institutional
excellence. Aim 3. The aim of the Evaluation Core is to develop and implement an evaluation plan to assess the
institutional impact of the FIRST Program and to assist the Coordination and Evaluation Center evaluation of the
combined FIRST Cohort Programs. Together, these aims will promote institutional culture change at UC San
Diego towards inclusive excellence by using evidence-based strategies to enhance UR faculty recruitment,
academic advancement, research and career development, integration and implementation of system-wide
structured faculty development programs to enhance inclusivity.