Promoting Health Equity through Research Workforce Diversity

Background and Purpose
Scientific communities have intensified efforts to diversify the research workforce, recognizing its potential to advance health equity and promote effective person-centered interventions. This is especially important in the current political climate which is in direct opposition to these efforts. Social work research is positioned to lead transformative policies and practices. Evidence suggests targeted outreach, engaging leadership from underrepresented communities, mentoring, and educational pipeline programs are effective in diversifying the research workforce. Nonetheless, voices and experiences of racialized and marginalized communities remain underutilized. To address these gaps, our research advanced four phases: (i) scoping review of the literature (ii) internal [our own institution] and external [Greater Boston Area] assessments of efforts to diversify the research workforce (iii) internal and external stakeholder interviews (iv) knowledge exchange forum with internal and external stakeholders to solicit input on our findings.

Methods
In phase one, we conducted a comprehensive scan of published research on research workforce development (WFD) from PubMed and Social Science Index. Thematic synthesis was utilized to analyze selected manuscripts following PRISMA guidelines (n=20). Phase two assessed the internal and external landscapes to learn about efforts to diversify the research workforce and WFD endeavors. Phase three conducted key informant interviews with internal (n=5) and external (n=6) stakeholders randomly selected from the landscape analyses to learn about their WFD and efforts to diversify the research workforce. Open ended, semi-structured questions and thematic analysis were utilized. Phase four synthesized evidence from previous phases and convened a knowledge exchange forum with internal and external stakeholders to document their input on our findings. Data from the knowledge exchange forum were thematically analyzed and incorporated into the final results.

Results
Five themes were developed from the four phases: policies and culture; leadership buy-in and commitment; training and professional development; engagement and collaboration; and pipeline programs. Policies and culture set the tone for valuing diversity in the research workforce. The role of culture was underscored as influential on commitment to workforce diversity. Leadership buy-in and commitment was emphasized; leaders who value DEI influence and reform the infrastructure, policies, and culture of institutions. Additionally, the need for training and professional development, especially of individuals who lack commitment or lack knowledge of the importance to diversity in research was highlighted as essential. Engagement and collaboration with community partners through targeted recruitment of a diverse workforce and collaboration with leaders from underrepresented groups were identified as important in recruitment efforts. Retention of individuals from underrepresented groups was highlighted as important to sustaining the diversity of the research workforce. There was consensus that pipeline and training programs must be accessible, collaborative, realistic and responsive to the needs of underrepresented groups.

Conclusion and Implications
Overall, the importance of diversifying the research workforce was reflected in our findings. Diversifying the research workforce is an important avenue for achieving social/health equity, promoting effective person-centered interventions, and high utilization of research findings; ultimately creating transformative change and healthy communities through policies and practices that are informed by science.