NIH Diversity Supplements

August 04, 2022

Desirée L. Salazar, PhD, Diversity, Equity, and Inclusion Coordinator for Extramural Programs at NHLBI

Angela Holmes, PhD, Diversity and Disparities Program Officer at NIDA

Naftali Kaminski, MD, Boehringer Ingelheim Pharmaceuticals, Inc. Professor of Medicine and Section Chief, Pulmonary, Critical Care & Sleep Medicine

Sreeganga Chandra, PhD, Associate Professor of Neurology and Neuroscience

Nigel Wade, Postgraduate Associate in Neurology

Information

ID: 8004
To Cite: DCA Citation Guide

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00:00Well, good afternoon everybody.
00:02Hopefully folks are entering and I
00:04know some more may come with time,
00:06but we wanted to go ahead and get started.
00:08We'll also be recording this as well
00:09so you all will have an opportunity
00:11to be able to share with others and to
00:13go back and and listen to it as well.
00:14But again, I just like to go ahead
00:17and welcome everybody to this
00:19diversity supplement panel discussion
00:21information session.
00:22My name is Nee Adiam,
00:23associate professor and Department
00:24of Psychiatry and also cellular
00:26and molecular Physiology.
00:28I'm also the inaugural director
00:29of scientists.
00:30Diversity and inclusion here
00:31at the School of Medicine.
00:33So today I'm honored to be able to
00:35welcome our panelists from the NIH
00:37and also some of our panelists here
00:39from Yale who will be talking about
00:41aspects of diversity supplements,
00:43how to go about the process,
00:45and we'll also be sharing about their
00:48experiences successfully applying
00:49for these diversity supplements.
00:51I did want to start out,
00:52also acknowledging our diversity
00:54supplement working group,
00:55which consists of 24 individuals
00:56across the school who have been
00:59contributing to these conversations.
01:00Over the last several months,
01:02it includes faculty members at different
01:04stages from different departments,
01:05includes staff members,
01:07program managers, and program directors.
01:09Also vice chair.
01:11So this group has really been great
01:12in terms of helping us think about
01:14ways that we can really centralized
01:16our resources here on campus to
01:17be able to make this information
01:19accessible to people here at Yale
01:22and broader than that as well.
01:24So I'll mention that we have
01:25had people on campus who have
01:27successfully applied for these.
01:28A lot of the ways that people have
01:29gone about that up to this point.
01:31Has been word of mouth or one-on-one
01:33conversations people have reached out to me.
01:35People have also had conversations
01:37within the departments as well.
01:39But what we really want to do is to
01:41try and to make sure that we made
01:43those resources widely available
01:44and then to encourage faculty
01:46and trainees to apply for these
01:48diversity supplements so our NIH
01:51partners who are here joining us
01:52today will go into more details
01:53about the supplements themselves,
01:55but I did want to mention two quick things
01:57before I pass things on over to them.
01:59One things I want to mention
02:01is that these diversity.
02:02Supplements really do provide a great
02:04opportunity for people to be able to
02:07secure additional funding for their
02:09diverse trainings and at the same time.
02:10It also provides us an opportunity
02:12to actually increase the diversity
02:14of our research programs.
02:16So again,
02:16two important components that we want
02:18to keep in mind as we are trying
02:20to think about these resources
02:22and again increasing institutional
02:23awareness about these resources.
02:25The other thing which I want to
02:27mention some of you may be aware
02:29that we have partnered with several
02:31institutions and have been hosting
02:32trainees on campus in the summer
02:34time and also throughout the year,
02:36oftentimes partnering with diversity,
02:38diverse groups of individuals
02:40and also partnering with
02:42minority serving institutions.
02:44So in those instances there are
02:45often wonderful opportunities to
02:47be able to maintain some of those
02:48relationships that we have built
02:50with our trainees and to potentially
02:51recruit them back to campus at
02:53different stages of their training.
02:55So again, these diversity.
02:56Governments provide a way to be
02:58able to increase the conversation,
03:00keep those relationships going,
03:01and increase the diversity of our research
03:04teams and our biomedical workforce.
03:06Here at Yale and across the nation as well.
03:10So I did want to mention that
03:11this webinar is actually just one
03:13component of what we have been
03:15working on as a working group.
03:16The other component,
03:17which you all should have heard
03:19about is that we do have a website,
03:20so I think that was sent out in
03:22the e-mail that I sent last week.
03:24We will also drop the link to that
03:26website in the chat and we'll drop it
03:28again later on in this conversation as well,
03:30so you all have access to that.
03:32So we have some resources.
03:33There will be increasing the
03:35information that's there overtime
03:36through the office of Physician
03:38Scientists and Scientific Development.
03:39We also have a grants library
03:41and so we have funded diversity
03:43supplements that people on our campus
03:46of volunteered and sent in so you
03:48can contact our office if you're
03:50interested in looking at those as
03:52a resource and a template as well.
03:54The last thing that I did want to
03:56acknowledge as well before we jump in
03:58is just to acknowledge the hard work
04:00of an actual subcommittee that worked
04:02and had conversations to put this diversity.
04:04Supplement panel discussion together
04:06so the individuals on that Community
04:08committee included Jane Taylor,
04:10Rachel Parrot,
04:11Rachel Perry,
04:12Carol Russo, Rick Krause.
04:14We also worked in collaboration with
04:16Nick Lifts and the office of Physician
04:19Scientists and Scientific Development
04:20and Alexis Taylor in my office as well.
04:23And I did also want to acknowledge.
04:25After Holly Moore from Nida who was
04:26involved with us with some of our
04:28earlier conversation that gave us
04:30great feedback and guidance as we
04:31were thinking about this as well.
04:33But with that I'm going to get
04:35ready to pass things over.
04:36The last thing I'll mention is
04:38that everything that I stated is
04:39also very key in terms of what
04:41we're thinking about here at Yale,
04:42and hopefully other places as well.
04:44In terms of our strategic plan,
04:46especially as it relates to the recruitment,
04:48retention,
04:49and inclusion of diverse trainees
04:51and really enhancing the diversity
04:54of our school as well.
04:56So with that I'm going to pause and
04:58actually pass it on to our first
05:00speaker who is Doctor Desiree Salazar.
05:02I'll give her a little bit of an
05:03introduction and then let her go from there.
05:05Doctor Salazar is the diversity,
05:06equity and inclusion coordinator for
05:08extramural programs at the National Heart,
05:11lung and Blood Institute,
05:12and NHLBI that's.
05:14Salazar provides leadership
05:15in DI activities across NHLBI,
05:18and also manages a variety of
05:20programs including diversity and
05:22reentry programs and supplements.
05:24The Mosaic Awards for postdocs.
05:26And several others too many to list here.
05:28I'll let her go into that if
05:30she would like to as well.
05:32Doctor Salazar also worked as a
05:33program manager of the American
05:35Society for Cell Biology at one point,
05:37just to give you a sense of
05:38her academic background,
05:39she got her BS in neuroscience
05:41from UCLA and a pH D in Biological
05:43Sciences from UC Irvine.
05:45So we're a wonderful and I'm
05:46grateful to have doctor Salazar here,
05:48and I'm going to pass it on to her.
05:50OK, great. Very happy to be here and
05:55let me get the presentation started.
06:03OK, what can folks see?
06:06The presentation or the notes
06:08presentation looks good.
06:12OK, so good afternoon everybody,
06:15so I'm here to talk about the
06:18diversity supplement program at
06:20NHLBI and to provide some general
06:23information that is kind of NIH wide.
06:26So before I get into the
06:28diversity supplements,
06:29I just wanted to share that at NHLBI
06:32and all the IC's we have a range of
06:35programs to help in advance inclusive
06:38excellence from the the high school
06:40level to the faculty level and the
06:44diversity supplements cover all those levels,
06:47but we have various other
06:49programs and opportunities.
06:51And when preparing diversity
06:53supplement application,
06:55I think it's very.
06:56A wise to consider and plan for
06:58the transition after the diversity
07:00supplement of what kind of awards
07:03candidates will be applying for.
07:05So it's really key to look at what's
07:08available at the particular IC
07:10where your candidate research fits
07:12into and what other opportunities
07:14might they consider applying for.
07:17And it's helpful to include that in
07:19that information in the diversity
07:21supplement application so that
07:23we can see that the candidate
07:25is going to receive mentoring.
07:27And and plan to apply for individual awards
07:31as they move forward in their career.
07:35So you can take a look at our website.
07:37We have a whole host of of programs
07:40depending upon the career level.
07:43OK, so the diversity supplement program,
07:45so the current funding opportunity
07:47announcement number is shown here
07:52PA21-071 and this gets updated
07:54about every three years,
07:56so the overall goal of this program is
07:59to improve the diversity of the research
08:03workforce by recruiting and training
08:06candidates from the high school level.
08:10Post facts graduate level students, postdocs,
08:16and even early career investigators
08:20who are from underrepresented groups,
08:22so the funding opportunity
08:24announcement includes a long list
08:26of eligible research grants,
08:28and there's a list that I'll get into
08:33in more detail in a moment about which
08:36underrepresented groups are eligible.
08:38So depending upon the level of the candidate.
08:41The supplement provides salary or
08:43stipend and then a small budget
08:45for supplies and travel.
08:47Umm?
08:48The due dates vary at the different IC's.
08:53At NHLBI we have a rolling
08:55deadlines and just depending upon
08:58when the application is received,
09:00there is an earliest potential start date
09:04which is typically about three months later.
09:07And so the eligible candidates are
09:10those that are listed in the NIH
09:14notice of interest and diversity.
09:16And there are three different categories,
09:18so there's racial and ethnic
09:21groups that have been demonstrated
09:23to be underrepresented,
09:25and there are individuals with disabilities.
09:29And then a category that has recently
09:32been updated is the individuals
09:35from disadvantaged backgrounds.
09:37And so there's a long list here of
09:41potential criteria and individuals
09:43who meet two or more of the criteria
09:46can also be eligible.
09:48So I would say the most common
09:51are typically those that had no
09:54parents or or legal guardians who
09:56completed a bachelor's degree,
09:58typically in combination with.
10:00Candidates who have received Pell Grants,
10:04but any two of these criteria
10:07make one eligible.
10:10And so the the budget information depends
10:15upon the level of the candidates and most
10:19of the IC's participate in every level
10:23of candidate except for NINR and NCCIH.
10:28They only support more the predock and above.
10:34But there's particular range for for
10:37salary that is listed within the funding
10:41opportunity announcements and then
10:44small budget for supplies and travel.
10:46That's also dependent upon the
10:48the candidate level.
10:52And so, for NHLBI,
10:54like I mentioned previously,
10:56we have a rolling deadline and
10:59depending upon when the application
11:01is received by us and I just want
11:03to make that distinction because
11:06it can sometimes take about a
11:08week after one is submitted the
11:11application before it goes through
11:14all the the checks and actually
11:17gets received by by my office.
11:19So currently we're at the end
11:22of our fiscal year and so.
11:24Our fiscal year starts October
11:261 and we actually don't make
11:30awards in October or November,
11:33so applications that are received
11:34pretty much throughout the summer.
11:36The earliest start date is December,
11:39but most often throughout the year.
11:40It's about a three month
11:42window for the review period.
11:45And so we have a very detailed website
11:49with specific guidelines that are
11:52specific to NHLBI's process and so.
11:57In particular,
11:58some some differences at Ric is that
12:02we expect post back and postmasters
12:04candidates have to be within 24
12:06months of receiving their degree
12:09and also faculty candidates must
12:11apply within 24 months of starting
12:14their first faculty positions and
12:17then within this website there's
12:19kind of very specific guidelines
12:22for application procedures and the
12:25documents that we'd like to see.
12:28So some general.
12:31Guidelines is just candidates
12:34cannot have previously been an
12:37independent Pi on an NIH award.
12:40They can also cannot have been
12:42previously supported by the parent
12:44grant prior to the submission of the
12:47Diversity Supplement application,
12:49so they can be supported.
12:50Kind of in that window.
12:51Between submitting the application
12:54and waiting for the decision.
12:58Additionally,
12:58if candidates are supported by a T.
13:0132 uh, for example,
13:03they need to stay on the T32 for the
13:07normal duration and cannot early
13:09terminate to 32 support to join
13:12a diversity supplement at NHLBI
13:15awards are for a minimum of 12
13:18months and a maximum of 48 months,
13:22depending upon the career level.
13:24But we do also support short
13:27term summer research projects
13:29for graduate for undergrads.
13:33And medical students.
13:36OK,
13:36So what are we looking for in an application?
13:40So it's key that the research plan
13:43is within the scope of the of the
13:46parent award and is for candidates
13:49beyond the undergraduate level.
13:52The research that they're working
13:53on should be a little bit distinct
13:55and kind of further.
13:57The aims of the grants rather
13:59than duplicating the research
14:01that was already proposed,
14:03we really like to see personalized mentoring.
14:07An individualized research training plans
14:09that help address the candidates goals,
14:12strengths and weaknesses.
14:14And we strongly encourage fellowship
14:17applications and transition to
14:19traditional means of support.
14:21So whether that's an individual
14:24fellowship or moving to a T32
14:26or even being transitioned to
14:28the parent grant is allowed.
14:31But we do expect to see a plan for how
14:34the candidate will be supported upon
14:36the completion of the diversity supplement.
14:39It's really key that
14:41there's career development,
14:42training,
14:42and skill development training as part of.
14:45The the training plan and
14:46it's helpful to include kind
14:48of detailed timelines of the
14:50proposed training activities,
14:52knows the candidate going to go to
14:55a conference and present you know
14:57which conference when will that be?
14:58Are they taking any kind of particular
15:02workshops or planning to submit an F31 grant?
15:06If so, you know what is the the
15:10deadline for their application
15:11that they intend to submit?
15:13Are they doing any grant writing training?
15:15Including all those details and
15:17the package is really helpful,
15:20and then the plan should include transition
15:23for the next phase of the candidates career,
15:26whether they're moving to, you know,
15:29just becoming a more advanced
15:31graduate student or postdoc,
15:32or making a transition to the
15:34next Courier level.
15:37And then within the funding
15:40opportunity announcements,
15:41there's this really important link
15:44that links out to the diversity
15:47supplement contacts at each of
15:50the IC's and within the box.
15:52On that page you can see that
15:54there's the scientific contact
15:56and grants management contact.
15:58It's really key to reach out to
16:00those folks and and get any questions
16:03you might have answered there.
16:05And then there's a little information.
16:07There's like a link to any IC specific
16:10websites or any kind of priorities
16:12for preferences of that I see,
16:15so definitely look there in advance
16:20of preparing an application.
16:23And then lastly,
16:24I just want to briefly also mention
16:27another supplement opportunity that
16:29we have called the re-entry and
16:32reintegration supplements so these
16:35can be useful for folks who have
16:38already gotten a PhD but needed
16:41to take a break due to family
16:44responsibilities or health issues.
16:48So you know,
16:49having a baby or moving across
16:52the country for spouses?
16:54Job or things,
16:55or having a health problem or
16:57taking care of somebody in your
17:00family are all qualifying reasons
17:02for the re-entry supplement.
17:04Additionally,
17:05pretty recently we added this
17:08reintegration supplement and so this
17:11could be for pre doctoral students
17:14or postdocs who need to transition
17:17out of an unsafe environment because
17:20of harassment and so this helps.
17:24If somebody's in a bad environment
17:26and needs to to find a new lab,
17:29this can help transition them
17:31so the salaries and stipends for
17:34supplies and travel are very similar
17:36to the diversity supplement and
17:38depend upon the career
17:40level of the candidate.
17:42OK, so I'm happy to take questions
17:45when we get to that part of the of the
17:49presentation and my e-mail is here.
17:51If anyone has any specific questions
17:53that we're not able to get to today.
17:58Excellent, thank you so much Doctor Salazar.
18:00And yes I should have mentioned
18:01that we will definitely have time.
18:02Hopefully we'll have time as we move
18:04along for questions at the end.
18:05So definitely feel free to type those
18:07in the chat as we're going along.
18:09Doctor Salazar.
18:10Definitely appreciate all that
18:12wonderful and and helpful information
18:14that you provided us with.
18:16So now I'd like to introduce our next
18:18speaker who is Doctor Angela Holmes.
18:20Doctor Holmes joined Nida,
18:21the Office of Diversity and
18:23Health Disparities in July of
18:252020 as a health scientist,
18:26administrator,
18:26program officer,
18:27and she now currently manages and overseas
18:30Native Diversity Supplement program.
18:33Before joining,
18:33Angela did actually a postdoc and movement
18:36disorders with a focus on cervical dystonia.
18:38NINDS also completed a details of
18:41health program specialist at the NINDS
18:44Division of Translational Research.
18:46And also had government contract
18:48positions at the Walter Reed National
18:50Military Medical Center and the
18:51Defense Centers for the psychology,
18:54psychological health and
18:55traumatic brain injury.
18:56So she is someone who is definitely
18:58focused on increasing the recruitment,
18:59retention and training of underrepresented
19:01groups and has emphasized that,
19:02particularly in psychology as well.
19:04Just a bit of background,
19:05she earned her PhD in neuroscience
19:07at Georgetown and then went on to
19:10have a diversity supplement funded
19:12Predoctoral fellowship and also post
19:14doctoral training at NIH NINDS.
19:15So, it's my pleasure to welcome.
19:17After Angela Holmes to present next.
19:20Thank you, let me share my.
19:34Can you guys see that?
19:37OK so I work in the Office of Research,
19:40Training, Diversity and Disparities and
19:43we provide research grants to promising
19:47scientists to meet the nation needs
19:50for drug abuse and addiction research.
19:53And so Nidas portfolio includes research and
19:58basic clinical and translational sciences.
20:02Just like Desiree mentioned,
20:05each IC offers like different
20:08programs to enhance the diversity.
20:10So we offer programs from high
20:13school all the way up to the faculty,
20:15investors, a Gator stage.
20:17But for this talk I'll focus on the
20:20night of diversity supplement program.
20:25So the goal of the night of Diversity
20:28Supplement program is to enhance the
20:31diversity of the addiction workforce by
20:34providing administrative supplements to
20:37existing NIH research grants for post facts,
20:41pre docs, postdocs, and early stage
20:45investigators that have been shown to be
20:48underrepresented in biomedical workforce.
20:51So we offer two to three years of support
20:53while trainees gain the research.
20:55Areas, preliminary data,
20:57and other training needed to apply
21:00for independent grant funding,
21:02so our supplements provide salary fringe
21:05benefits funds for supplies and travel,
21:09and I would like to point out that.
21:12Fiscal 2023 we are increasing the level of
21:17support for the early stage investigator
21:20level to be on par with other NIH IC's,
21:24so this will allow us to increase
21:26the participation of clinical
21:28sciences in the program.
21:30Also, it would allow the early stage
21:34investigators the opportunity to
21:36focus on the research and training
21:39needed to make them competitive
21:41for independent grant funding.
21:43In addition to that,
21:45we are increasing the level of
21:47support for research and travel for
21:50all career stages to be consistent
21:53with the other IC's as well as
21:57the diversity supplement FDA.
22:03So Desiree already went over some of these.
22:06Some mentioned the the T30 the T 32.
22:12However we defer because we do allow
22:15candidates to be on the parent grant,
22:19but just for a maximum of six
22:21months at the time of application.
22:24Also we do allow.
22:30API's to support 2 diversity
22:32supplements at the same time,
22:35but they must be from
22:36different career stages.
22:37Unless both supplements are for
22:40candidates at the predock level.
22:46So we also accept applications on a
22:52rolling basis, so you can submit an
22:55application at any time of the year,
22:57just that we can't review it
23:00until between October and June.
23:03So for our first review
23:06meeting of fiscal year 2023,
23:09the application deadline is September
23:1315th and our final deadline.
23:16For fiscal year 2023 is May 9.
23:20So any applications received after that
23:23date will be held for the following.
23:26Fiscal year.
23:32OK, so for the the route the review
23:36process is is pretty much A2.
23:39Tiered review by Nyda,
23:43program divisions and PO's and
23:46then we have an internal review
23:49committee of Nida staff and so we
23:52just have discussion and there's
23:55three possible outcomes that we have
23:58so that is recommended for funding.
24:01Is recommend for funding with
24:04response to minor concerns,
24:06and recommend for resubmission so Pi
24:10would receive a summary of the review
24:13of the strengths and the outcomes.
24:16It probably takes around like 2-3 weeks
24:19to compile the comments depending on
24:22how many applications we've received.
24:25And then around the 4th week you would
24:29receive the the summary statement.
24:32So here's just examples of what
24:36makes us strong applications.
24:38Of course there's more detail,
24:39so I have a link here.
24:43To the how to apply page.
24:45So I just pulled out from the ones that
24:47thought were like really important
24:49and Desiree mentioned this already but
24:51the application needs to be tailored
24:53to the candidate so it can't be.
24:59Like for example,
25:00you can't have a career development
25:03plan that's generic and that that
25:06could be used for any any career stage.
25:09To be specific for that candidate
25:12and address the candidates strengths
25:14and weaknesses.
25:17So there should be a clear plan to
25:20transition to independent funding.
25:22So we need to know the type of award
25:25that the candidate will apply for when
25:28we also like to have details about
25:30whether they're going to take like
25:33a grant writing class and whether
25:36the mentors are going to assist with
25:40the with the application process,
25:43the candidate's personal statement
25:46is very important.
25:47Also,
25:48so we want to know like what are
25:51their long term and short term goals
25:54and where do they see their self in a
25:58addiction and SD career in the future also?
26:04It's important for the mentors
26:08to really demonstrate you know
26:12their their strength and their
26:14support for the candidate,
26:15and we like to see like a lot of details
26:19about the responsibilities of each
26:21mentor and well as well as the the role.
26:27Well, it's their role.
26:31And then I pulled out some of the like
26:34the common some of the common red flags.
26:38So I already mentioned like
26:40a generic training plan.
26:42Also, if the mentoring is just provided
26:46exclusively by the Pi or all mentors
26:50are already on the parent grant
26:52already involved in the research,
26:54we like to have,
26:55like someone who's outside of the
26:57research or the parent grant just
27:00so it could expand the network
27:02of the of the candidate and it
27:06already mentioned the roles.
27:09Also.
27:11It's important that the career
27:13development activities that
27:15are proposed in the application
27:17that they're not all part of the
27:19institutional programs that the like.
27:21If the.
27:22For example,
27:23if there is a pre dops do that well.
27:25If they're already getting this
27:28these courses or training within the program,
27:31and then there's really no need
27:35for the diversity supplement.
27:37Also another flag is having immense
27:40ring plan written by the candidate.
27:44The candidate,
27:46can you know write the application
27:49along with the API,
27:51but the candidates shouldn't be
27:54preparing the application alone.
27:58And these are just some.
28:01Just some tips, just to beware of.
28:05Due dates and timelines, they vary by IC,
28:10so it's always important to contact
28:13the scientific contact for these
28:15specific IC and which you are seeking
28:18to apply for a diversity supplement.
28:21And so Desiree talked about that table here.
28:25Also, if you have questions about.
28:30Like your research plan or your specific
28:33aims, or if it's if the project is in
28:37scope with the paragraph or just live in
28:40line with the mission of the IC is best
28:44to reach out to the program officer.
28:49OK, so now I want to tell you about
28:53the. High severity supplement.
28:59Professional development workshop.
29:00So last year we had a Nida and
29:05Atripla and IMHO diversity supplement.
29:08Professional Development
29:09Workshop and so this.
29:11This workshop was a really big success.
29:13It was held virtually on August 26th
29:16and 27th and it brought together
29:19over 100 diversity supplement
29:21scholars from these three IC.
29:23And so they had the opportunity to
29:27showcase their research during a poster
29:31session here from 3 IC directors.
29:34Connect with PO's and get resources
29:36to be successful at current
29:38and subsequent career stages.
29:40So overall participants really enjoyed
29:42the workshop and posted comments in the
29:45chat that this was the best virtual
29:47workshop that they have ever attended.
29:49And the information provided by
29:51speakers appeals are very useful.
29:53So we are doing something new this year.
29:58So this year we're expanding
30:00the workshop to all other NHIC.
30:03So now it's called the
30:05NIH diversity supplement.
30:06Professional development
30:08and networking workshop.
30:09So this will be a two day
30:13virtual Workplace workshop,
30:14and it will take place on
30:17August 30th and 31st,
30:18and so it'll bring together the
30:21first supplement scholars from.
30:23I think we have around, like 24 ICC.
30:28Another workshop and so will
30:31provide opportunities for scholars
30:34to meet with NIH program staff.
30:37Justified in Ice Grant and review process.
30:41Provide an overview of relevant
30:43funding back anism.
30:45In addition,
30:45the agenda includes times for scholars
30:48to present their research and
30:50getting feedback at postal session
30:52that work with other scholars.
30:54And here for past diversity
30:57supplement recipients.
30:58So right now we have.
31:03726 participants register for this workshop.
31:07Registration will close this coming Friday,
31:10so those numbers will jump up.
31:17And so if I'm able to open this,
31:20I can quickly take you
31:23guys through this agenda.
31:25I'm not sure if I can open this.
31:28Money to it.
31:30We can also put that in the
31:32link as well if you want.
31:34Drop the Ender sense Nick as well.
31:38Yeah. OK, I'm just gonna have to
31:40talk since I can show it to you.
31:48That's fine, actually.
31:48In the interest of time,
31:50we may move on to the next.
31:51Would you be
31:52able to put it up?
31:54Stuck, ohh that's fine.
31:57Thank you so much.
31:58Doctor Holmes, you yeah and
32:00it's great to hear about that.
32:01That workshop that's coming up as well.
32:03And about the success of
32:04the first one. So definitely
32:06dropped the link in for you guys to see.
32:08Excellent perfect, great thank you.
32:11Thanks so much.
32:14So for our next speaker,
32:15it's my pleasure to introduce Doctor,
32:17Naftali Kaminski.
32:18Dr Kaminski is a Boehringer Ingelheim
32:20endowed professor of internal
32:22medicine and the chief of Pulmonology,
32:24critical care and Sleep Medicine
32:25here at the Yale School of Medicine.
32:27He was born and raised in Israel,
32:29did a lot of his medical
32:31training and residency,
32:32and some fellowships at different
32:34institutions in Israel before
32:36doing some basic science work in
32:38the lung biology center at UCSF,
32:40as well as someone who's published numerous
32:42publications and papers over the years.
32:44Review articles,
32:44book chapters and numerous invited talks
32:47at National International conferences.
32:49He's also been involved in some large
32:52NHLBI genomic wide research consortiums,
32:54and as someone who's really invested
32:56across the board in many different aspects
32:58within his field and in training as well,
33:01so he's someone who's committed
33:02to improving diagnosis, care,
33:03and outcomes of patients
33:04with advanced lung disease.
33:06And he's also invested in educating
33:07the next generation of researchers
33:09and clinicians and has mentored
33:11more than 40 students, fellows,
33:12and postdoctoral researchers.
33:13He'll share about some of his experience,
33:16but I often,
33:17uh,
33:17comment that he has had his own
33:19mini program in a lot of ways,
33:21just with the ways that he's been
33:23invested in communities and and
33:24working with diversity supplements.
33:25So wonderful to have you here.
33:27Doctor Kinsey passing on to you.
33:29Thank you for the invite.
33:31This is really an exciting.
33:34Event and uh, and then I even for me
33:37was somebody who's been submitting
33:39diversity supplements now for a few years.
33:42Listening to Doctor Holmes and Doctor
33:45Salazar was really informative.
33:46I've actually live, tweeted a few things,
33:49and hopefully this increases.
33:52Hopefully it doesn't. We don't.
33:55Hopefully we make it so that there's
33:57enough application that you need
33:59many more people to review them.
34:01So thank you all, so I'll I'll.
34:03I I don't have slides that just want to.
34:06I wanted to make a few points.
34:07One is. Umm?
34:10When I started developing my
34:13own career and actually coming
34:14from outside of the US,
34:16I didn't necessarily understand.
34:20The complexity of diversity in this country.
34:23And it took me a while to realize that
34:26I I was starting to attract talent.
34:29And good people to my love.
34:31But for some reason they all have
34:34very similar flavors, right?
34:36Either overseas trainees or sort
34:40of accomplished individuals.
34:42Office certain economical class and race
34:45and identity from US institutions. And.
34:52As coming to Yale and also before I,
34:55I realized that actually we could
34:57do just by attracting people
34:59earlier in their careers and.
35:01Being very open and inviting,
35:04you actually there's a lot of talent
35:06that doesn't necessarily think
35:08they would go to a place like Yale.
35:10Or would be welcome and
35:11just by opening the door,
35:13people show up and they enjoy it.
35:16But of course there's other things,
35:19and that are barriers like
35:21funding and other things,
35:22and the diversity supplement is a unique
35:25tool because when it does allow you
35:28to fund and edit person in your allow,
35:31but it also allows this person.
35:34To build the research identity,
35:36in a sense, because you work with the
35:38person you actually write the supplement,
35:40they learn the parent grant
35:42and that's what I do in my lap.
35:44You have to read the original R1 first.
35:47In some ways,
35:48come up with your plan that plan.
35:49It's usually not going to
35:50be mature enough right?
35:51Because you're being trained right?
35:53And and we work on it,
35:55and in the process of putting usually.
35:58The post box we have with the
36:00label sometimes the postal.
36:02That's a stage that they're not ready
36:03to put in there again their own drug,
36:05but in the process of actually
36:07putting a diversity supplement,
36:09they both define a little bit
36:11their scientific identity,
36:11but also think about how they
36:14would put the next grant.
36:16And our experience was was amazing.
36:18I have to give a lot of credit to NHLBI.
36:23The people there were open mentor
36:25Dev as nine or ten years ago,
36:29and we've had several successes,
36:32so the three things that I would
36:35say are really important is.
36:37For the API.
36:40This is a great way to one
36:42is increase your funding.
36:44Second, increase the diversity
36:46of your lab and 3rd is.
36:49Bring a,
36:50I think a breath of fresh air sometimes.
36:54But what you need to do is be
36:56ready to do the extra work so it
36:58cannot be as as you said it cannot
37:01be a cookie cutter template.
37:02Every person will need a little
37:04bit more of a drift.
37:05Some people want to go to Med school,
37:07other want to go to.
37:08I've had them at the Varsity
37:11supplementary niece who's now a very
37:13successful patent attorney, right?
37:15So you have to be willing to work with
37:17the people a little bit and see and
37:20that that requires a little bit more of.
37:22Flexibility on the side of the lab,
37:24but this flexibility is actually
37:27useful because you're getting
37:28really good people when reaching.
37:31On the side of the trainee,
37:33the one the most important thing
37:36is sometimes it's actually.
37:38Be willing to step up with your
37:41eligibility for diversity supplement,
37:42but that's why I think it's really these.
37:45These panels are important because some
37:47people don't even know that they're eligible.
37:50Umm? And some people are hesitant.
37:53And then basically enjoy writing the
37:55ground because you're just doing a scholarly.
37:59This is a great program,
38:00so we've had in our section.
38:03I don't remember to accept them numbers now.
38:07I think we've had so far five
38:09people that came through.
38:11We do provide.
38:12We have a general postbac program
38:14that this is part of it and they
38:17get sort of informal training,
38:19not only the research that there is.
38:22Helping application to schools.
38:24If it's math school PhD,
38:26we we work with sort of the primary
38:29and secondary applications.
38:30When people get invited for interviews,
38:32will actually do mock interviews.
38:36We make sure,
38:37and that's a an advice that I have
38:40both to the trainees and to the
38:42mentors is have in mind what is the
38:44product that they've been team is
38:45going to get beyond the application so.
38:48You know a person coming in the year
38:50in the lab who has never had research
38:53experience may not have a paper.
38:55The first author paper,
38:56but if they have their name on a paper,
38:59helps you and helps them so you
39:00want to be also very concrete,
39:02and that's when you write the sunbeam.
39:05Or the suburbs for the supplement
39:06for the person you want to think.
39:08Also about the concrete results.
39:10So in general,
39:11I think that's a it's a outstanding program.
39:15I encourage people to go on
39:18the websites and look at this.
39:20I I just saw this professional
39:22development and networking workshop.
39:24It's you know, it's great.
39:26So these initiatives are great.
39:28And personally,
39:29I'm glad to speak with any π or
39:31trainee that is considering applying.
39:34I can give also some.
39:35Advice there is the element I think
39:38of uncertainty because you don't
39:39always know when it will be reviewed.
39:42How long will it take to the funding comes,
39:44so there's a lot of things that you
39:46want to prepare in your mind and be ready,
39:49but I'll stop here because I
39:51prefer actually to take
39:53questions at the end.
39:54If we have a discussion.
39:56Excellent, thank you so much,
39:58Doctor Kaminski. It's great to
39:59hear about your experience and then
40:00also to hear the way it ties in
40:02with what both doctor cells are and
40:03Doctor Holmes mentioned as well,
40:04and encouraging to hear that it's,
40:06you know, this has been informative
40:08all the way around this fall.
40:09So definitely appreciate what you've shared.
40:12Now I'm going to pass it on to doctor Sri
40:15Chandra and also to Nigel Wade recent
40:17and I diversity supplement awardees.
40:20Just to give you all an introduction
40:21to both of them.
40:21Doctor Chandra received her undergraduate
40:23and masters degrees in India,
40:25then did a PhD in chemistry in the
40:27states at Purdue University and a
40:29postdoc with Tom Sudhof at University
40:31of Texas Southwestern Medical Center.
40:33She's been here at Yale since 2007.
40:36Her live investigates Parkinson's disease,
40:38genes and risk alleles that encode
40:40synaptic proteins and how they impact.
40:42Active function and neuronal health
40:44and her lab is diverse, inclusive,
40:46and a catalyst for social change.
40:48Also want to introduce Nigel Wade
40:50who is a member of her lab?
40:51He's a postdoc postback researcher
40:53in the Chandra lab as an undergrad.
40:55He was tasked with the characterization
40:57of Catherine Cages and Auxilien
40:59knockout mice using EM images,
41:01putting omic analysis,
41:02and Western blot and essays.
41:04Over time,
41:04the project has evolved and moved
41:06into different ways of looking at the
41:08factors that caused neurodegeneration and
41:10Parkinson's disease, and he has been,
41:12as I mentioned.
41:12Reported and NIH diversity supplement
41:14to continue to fund his independent
41:16research concerning therapeutic
41:18effects of specific overexpression
41:20and dopaminergic neurons,
41:22and it's also applying to medical
41:23school hoping to matriculate in the
41:25fall of 23 so I'll pass it on to both
41:27of them to share about their experience.
41:30Thank you very much and you
41:32for including us and I,
41:34you know, Nigel and I are happy to,
41:36you know. Share our experience.
41:38We wrote this supplement together
41:40and so I can tell you a little
41:43bit about how we were successful.
41:45And now I realized we just stumbled upon
41:48success without knowing all the pieces.
41:50But I can tell you our our story so I
41:54got to meet Nigel from when he was a
41:58freshman as in the part of the stars.
42:01Program so for those of you who don't know,
42:03this is a freshman undergraduate program
42:07run by Dean Chang to increase help
42:11underrepresented students you know.
42:15Explore signs majors,
42:17and this is a summer program which is
42:19a month mentored summer experience.
42:21So Nigel came at that point and then
42:23I was so impressed with Nigel that he
42:26stayed on in my lab for the rest of
42:29his time at Yale and he graduated.
42:31Last year Nigel feel free to chime
42:34in whenever you want, uh,
42:36and so when he came.
42:38Uh, after he graduated he realized
42:40he wanted to take a couple of gap
42:43years and apply to medical school and
42:46this is when we decided that we would
42:48apply for this diversity supplement
42:50and so one of the first things we did
42:54was ask around other faculty to see
42:56if there was diversity supplements
42:59available because we weren't.
43:01Clear what we needed to do.
43:04Uh, and we got.
43:05I mean,
43:05out of the kindness like Christine Brennan.
43:07People gave us,
43:08but now there's a repository and our
43:11application we gave to Nicholas Lake.
43:14So it it should be in the sort of
43:18repository of grant applications.
43:21So I think what we decided to do is to.
43:26Study a new gene that had been identified
43:28since the start of the parent grant,
43:31which obviously was not
43:33originally in the parent grant,
43:35and Nigel said he would, you know,
43:37look at how this new gene
43:39will modify our disease.
43:41Phenotypes in stem cell derived neurons,
43:44and so this is was an extension
43:46of our existing ground.
43:48It was also an extension
43:50of Nigel's experiences.
43:53He didn't know how to do stem cells,
43:55so he was strained.
43:56He proposed that he would go to
43:59the stem cell center to train,
44:00so that was one aspect of the ground.
44:03I think that was attractive.
44:05The second bit was that as you heard,
44:08Nigel wants to go to medical
44:11school and my lab works on,
44:13you know his his project is on a GBA,
44:16link Parkinson,
44:17and so we corresponding to the research.
44:21We set-up clinical shadowing
44:24program for Nigel, so he would.
44:27Shadow, a movement disorder
44:28physician to learn the park.
44:30It's an aspect.
44:32He will also shadow a gochet
44:34clinician who will do the GPA
44:36aspect so he has a mirror for the
44:39research and the clinical space.
44:41And then we propose to also make
44:44sure that he goes to conferences
44:46and the third bit I think that
44:49was very helpful is that we took
44:51advantage of the prep program here,
44:54run by de Neuron. So this. Uh, is uh?
44:59Post back program to help undergraduate
45:04underrepresented undergraduates explore,
45:08you know, train them so that they're
45:09equipped to do Graduate School and
45:11it's a fantastic program helps
45:13students through that program.
45:14And so we we got letters from
45:18Michelle Nehran saying that Nigel
45:20could attend all their workshops,
45:23their stat classes, and so forth.
45:26And Nigel is doing those and.
45:30And I think the magic sauce as it were,
45:33was actually talking to Magaret Matthews.
45:37She is the NINDS program officer
45:42for enhancing diversity,
45:45and she helped us tailor our applications.
45:48And Nigel contacted her and set-up
45:51a meeting and we explained,
45:54you know what we want and how.
45:56We'll ensure we do that.
45:58So I would say I would say that Nigel.
46:00You can take over.
46:01Yeah yeah, I'll
46:03talk about the process.
46:06On the other side, I suppose,
46:08but I want to begin talking about.
46:11Diversity in our lab and why I
46:14decided to stay and continue working
46:17with Doctor Chandra and why?
46:19Perhaps a lot of my peers didn't
46:21choose to continue in research and may
46:24have fell through the gaps, I think.
46:26As some of the speakers
46:29earlier have mentioned,
46:30it is so important to tailor your mentoring
46:34to the experiences and strengths of.
46:39The undergraduates or anyone
46:40that you're trying to mentor?
46:42When I first came into the lab,
46:43I had no research experience.
46:47And I didn't really know where I wanted
46:50to go in terms of medical school,
46:52PhD program, a combination of the two and
46:56Doctor Chandra did a very good job of.
46:59Asking the questions.
47:02What are your interests?
47:03What are things that you're passionate about?
47:06What project do you think
47:08would be really interesting?
47:09What sort of mentorship
47:10do you respond well to?
47:11And I think having that for four years before
47:15applying to this grant was extremely helpful.
47:19Jumping into a grant, I think.
47:23As an applicant, what I found.
47:26Most beneficial about this process,
47:28aside from the funding,
47:29was that it really forced us to sit down
47:32and say specifically for the next year.
47:34What are we going to do?
47:36I knew that we knew that we were
47:38going to do research in some way,
47:40but you know,
47:41I was finishing up some work on a paper
47:45that is out for review and we didn't have,
47:48you know, step by step.
47:49This is what Nigel was going to do.
47:50This is what Nigel is going to learn.
47:52This is how we're going to strengthen his
47:54application for medical school and this.
47:56Umm?
47:57Grant forced us to do that,
48:01and it also allowed me to.
48:04Know how exactly I want my
48:06career to progress and what tools
48:08I need to get to that place,
48:11so that's what I would say.
48:12If you're looking for a
48:14student to apply for grant,
48:15I think that is the thing that
48:16you should push the most.
48:17What do you want?
48:18What do you want to get out of this grant,
48:20and what tools you want to be equipped
48:22with so that you can succeed?
48:24And that's all I have it.
48:25That was very short.
48:25I apologize, but that's my main take away.
48:29That was wonderful.
48:29It's great to hear about first hand
48:31experience, first hand experience from
48:32both of you and your perspectives.
48:34And I mean, I think one thing that
48:35came through is also just a long
48:37term investment that you both had in
48:39terms of this isn't a one time deal.
48:40You're really thinking.
48:41How is this facilitated?
48:42The next step in terms of your
48:44project and in terms of also
48:45your career development as well.
48:47So I think I think that's great to
48:48hear and encouraging to hear in such
48:50a supportive environment as well.
48:52So. Excellent,
48:54so I think with that we will
48:56open it up to questions.
48:57One question that came in
48:58earlier going back to something.
49:00Doctor Holmes mentioned the
49:01workshop that you talked about.
49:02Is that specifically for individuals
49:05who already have diversity supplements
49:08or is that open to others as well?
49:10Just for clarification there.
49:20OK, so it's open to those who
49:23already have diversity supplements,
49:25but because we are doing a big this year,
49:29we decided to open up to individuals
49:32that we felt like would also benefit
49:35from hearing the information.
49:37So, for example,
49:39we invited a couple of asset R-25 scholars.
49:45We also invited our Nyda summer interns.
49:49And those those are undergraduates,
49:52and I think some of the other
49:55IC's also invited.
49:57Other types of scholars.
50:00OK, so this point invitation sounds
50:02like by invitation specifically OK,
50:05and one other clarification
50:06that people were asking for.
50:07I see specifically what it stands for.
50:12Sorry about institutes and centers.
50:15So in our age institutes and centers so
50:18there's like was it 27 all the altogether.
50:23Wonderful, sorry about that.
50:25We have acronyms that the government. Say
50:29bad about it
50:31is a habit
50:33understandable? Well, thanks for clarifying.
50:36Opposed and went in one case, you
50:38want to get more complicated.
50:39So institute centers and offices.
50:42Sometimes offices have
50:43a diversity program too.
50:47They're really different
50:47than institutes and centers.
50:48You can see you know in Intuit that.
50:53Wonderful, that's definitely
50:54helpful clarification.
50:55Another question that came in around the
50:58types of awards that the supplements
51:00are attached to the question was,
51:02does the parent grant need to
51:03be an R1 or do R20 ones also
51:06qualify for diversity supplements?
51:11I think we have some like I
51:13don't know all the ones off the
51:15top of my head, but. I think so.
51:20They they do, so it is a pretty long list,
51:24but the challenges some of the
51:26awards that are very short.
51:28It's very difficult to you know,
51:31unless you apply as soon
51:33as you get the award.
51:34It can be difficult to meet the
51:37timelines and the the minimum amount
51:40of time or like remaining on the
51:43parent grant. Yeah, that's correct,
51:46but they are eligible.
51:50So it seems like that also ties into
51:52just really having a tight rationale at
51:54Doctor Chandra and Nigel talked about.
51:56If it was a shorter application to
51:58try to do that the right time and
51:59make sure there are things that would
52:01still be beneficial, OK? Excellent.
52:05Another question that came in someone
52:07had asked about also looking for
52:09private foundation fellowships and what
52:11would happen if they had successfully
52:13applied for diversity supplement,
52:15but then been awarded another application
52:17from a foundation after the facts,
52:19how that would be handled.
52:21So we just had that happen to us.
52:24So basically you can't have both the
52:27diversity supplement and the foundation,
52:30or even an RSA award,
52:31so you have to make a decision.
52:33And obviously you would take the foundation.
52:36So you would just do a early
52:39termination of the diversity supplement.
52:43Yeah, so NHLBI has a
52:45little bit of flexibility.
52:47If it's kind of a a smaller foundation award,
52:49you could potentially have both,
52:51but you can't have.
52:53You know double double support.
52:55But yeah, like Angela said,
52:57we view that as a pretty positive,
53:00and so you know,
53:01there's no we're happy to early terminate
53:03the award and see the candidate.
53:06Have you know something?
53:08To help their career and their resume.
53:12Next license. Excellent,
53:13there was also a question may be
53:15hard to answer generally across
53:17the board but we were wondering
53:19about if there's a typical success
53:21rate for diversity supplements.
53:25I think it ranges by IC.
53:30It's it's a reasonably high I'm.
53:33I'm pretty new to NHLBI.
53:35I've been there for less than a
53:37year so previously I did manage the
53:39diversity supplements at another
53:41institute and I GMs and within
53:43like the past 10 years the success
53:45rate had ranged from like 60 to
53:4790% depending upon you know the
53:50budget and number of applications.
53:53So I'd say generally it's pretty high,
53:56but it depends on a on a lot of factors
53:59so there's not a set success rate.
54:01But in general,
54:02I'd say it's much better than any
54:05R1 pay line you're going to find.
54:10We do have quite a few questions coming in,
54:12so I just also want to mention
54:13that any that we don't get.
54:14Two people can definitely feel
54:15free to follow up after the fact.
54:17You can also e-mail OPSD at yale.edu
54:21and we can continue to facilitate
54:23and answer some of those questions,
54:25but the question I wanted to pose
54:27that came in that either that probably
54:29both the NIH folks and some of the
54:31Yale folks can talk to as well.
54:32And I think Doctor Holmes started
54:34to address this,
54:34but how involved should the
54:36trainees be in assisting and
54:37writing the diversity supplement?
54:45So we do like to see that the
54:50the trainee participated in.
54:52You know, writing you know the specific aims,
54:55kind of like what a doctor
54:59Kaminski was talking about.
55:00Like you're coming up with your own ideas,
55:03it's still in scope with the parent grant,
55:05but we'd like to see that the
55:08candidate is taking initiative to.
55:11Come up with the specific aims and
55:15participate in writing the research proposal.
55:21Yeah, but like Angela mentioned before,
55:24you know sometimes we'll see like a
55:26a mentoring plan where the candidate
55:28describes you know what the training is
55:31and that we really don't like to see.
55:34We want to see that the mentor is
55:35going to be providing mentoring.
55:39Holly, did you want to
55:40mention something as well?
55:40And I think Natalie and also
55:42Sri and hopefully Nigel too. So
55:44yeah, I can just mention as
55:45a review or we look for
55:47we. We sort of I. I think about
55:49that question as I review
55:50these things. I look for the
55:53with the candidates personal statement.
55:55I looked to see how well that statement
55:56is integrated with the science
55:57that's being proposed.
55:58Does that science look like this? Was
56:01science that this person wants
56:02to do? You know?
56:03Basically I want to see that I want to
56:05see that person not only in their personal
56:07statement, but I want to see
56:08that person in the science
56:09that's being proposed.
56:11On the other hand, it
56:12cannot read like that person
56:13wrote it or came up with it on their own.
56:15So it is a. It is this balance.
56:17It's not something that the I
56:19wrote as a typical supplement.
56:20They could have done without the candidate.
56:22On the other hand, it's not a paper
56:25that the candidate writes themselves,
56:26and in fact that will be like, like
56:29Desiree said, that will actually
56:30be a very big strike against the
56:32application, but we we should see
56:34the candidate in the science and
56:36and in the training plan with
56:37lots and lots of mentoring
56:39already evident in
56:40the application. One of the
56:41things I see too often
56:42is that I think sometimes people
56:44who are preparing these things
56:45think the mentoring can happen
56:46after they get the supplement
56:48and we have to see evidence
56:49that the mentoring is already been
56:50happening with the preparation
56:51of the supplement application.
56:55Natalie
56:56so the two things is of
57:00course regardless, actually
57:01of the identity of the mentee
57:03expecting them to write something
57:05on their own is unfair, right?
57:07So I think that the the idea is
57:11that you our approach is we engage
57:14them in team we never submit.
57:16Supplement and actually even other
57:18grants would before people have
57:19been a few months in the lab, right?
57:21So they have to be engaged.
57:23They have to learn.
57:25We usually do it iteratively.
57:28The other thing that I've
57:29learned is that it's again,
57:30it's really important to as a mentor
57:34to sometimes really listen and develop
57:37the career thoughts of the mentee.
57:40Because sometimes,
57:41like I'm a physician,
57:42so somebody may not want to tell
57:44me that they want to do a PhD
57:45and not go to Med school, right?
57:48And the same thing I mentioned.
57:49The Tony Mallard,
57:51who's a patent attorney, right?
57:53So it wasn't clear how he fits in initially,
57:56right?
57:56But he was he opened up.
57:58We spoke about it and then we developed
58:00a plan that included actually a diversity
58:04supplement and also some additional training.
58:07And I think it's it does require
58:08a little bit of thinking,
58:10and because of these.
58:12Complex our relationship.
58:14You know the mentor is much older,
58:16much more established.
58:18Much more everything than the
58:20Mattie you you have to be a
58:22little bit quiet to be honest.
58:23Like allow them and so but but it is
58:27an iterative process and and I will
58:30come and say these are the things you need.
58:31Like if you want to go to school you
58:34need to shop to shutter somebody right?
58:37If you need to do PG maybe you do
58:39also a little bit of a coursework,
58:41something minimal so so it is
58:44an iterative process. But the.
58:46You have to allow these few
58:49months of thinking about it.
58:51Initially.
58:54Yeah, great points,
58:55definitely appreciate that
58:57we actually have.
58:58I think now that I think about we
58:59have one of our faculty that was
59:01on a diversity supplement that
59:04I completely forgot about and.
59:06This was a different thing,
59:07so this was an assistant professor
59:10immediately after fellowship, so.
59:13For him, he knew what he wanted to do.
59:15It was identifying the parent grants
59:17while he was writing his cake.
59:19So this was actually, I think,
59:21death mentor, together with me was.
59:23The other thing is actually
59:25opening the spice,
59:25just allowing the person to do his thing.
59:27Yeah yeah, yeah yeah, yeah.
59:32Excellent, thanks so much.
59:34So I could add my bits, Nigel wrote.
59:37Read the parent grant and
59:39wrote the first draft,
59:40and then I facilitated all the
59:42letters so the letters from all the
59:45people he shadowed and Dean neuron.
59:47And then we revised it.
59:48And you know. So
59:50that's just the process.
59:52Yeah, we like to see that the PI's
59:54usually indicate that exactly
59:55what you said in the application.
59:57That's like a really.
01:00:00Super strong application.
01:00:04Well, time is short Nigel.
01:00:05I'm going to give you the last word
01:00:07before I close things out. Absolutely I
01:00:09would in regards to what we're talking about.
01:00:12I think the writing of the application is a
01:00:15great learning opportunity for the mentee.
01:00:17I don't think I ever have the opportunity
01:00:20to sit down and not only look at the
01:00:23science I was doing in depth in the
01:00:25way that I needed to write this, but it
01:00:28also forced me to think about my career,
01:00:30so I would encourage you know any
01:00:32API's and you're wondering how much.
01:00:35Responsibility and how much freedom
01:00:37you want to give to your mentees
01:00:39at the end of the day,
01:00:40you know definitely you're going to
01:00:42be the one checking over everything
01:00:44and making sure that you know
01:00:45these are crossed is about it,
01:00:47but giving them the freedom to learn and
01:00:49maybe make mistakes in the beginning,
01:00:52hopefully plan is out for a long time.
01:00:54It's a great way to.
01:00:56Excellent, really well said.
01:00:58Well, I know there are lots of
01:00:59other questions that were coming in.
01:01:00Again, definitely feel free to
01:01:02e-mail those OSD at yale.edu.
01:01:04We'll also put the website
01:01:06in the chat again as well,
01:01:08but just wanted to thank all
01:01:10of the panelists who joined.
01:01:11I wanted to thank the working
01:01:13group who helped us set this up
01:01:14and just know that we will continue
01:01:16to have resources available
01:01:17that people can reach out to,
01:01:19and again appreciate people being available.
01:01:21Even some who are on the panel
01:01:23to provide feedback as well.
01:01:24So thanks again to all the
01:01:25panelists for being here.
01:01:27Thank you all. You're welcome bye.