The representation of women and scientists from underrepresented groups (URGs), including Black/African Americans, Hispanic/Latinx, Pacific Islanders, and American Indians, diminishes as individuals advance in their careers from training to senior leadership positions. Correcting this imbalance requires integrated strategies to achieve inclusive excellence within the scientific workforce reflected by creating and sustaining environments, in which diverse talent thrives. The National Institutes of Health (NIH) Scientific Workforce Diversity office has led the charge to develop and implement evidence‐informed interventions toward achieving this goal that undergirds NIH’s mission to improve the nation's health. Past and current efforts aiming to enhance workforce diversity but targeted to individuals are necessary but insufficient for lasting change. Thus, NIH‐funded institutions should develop and prioritize integrated, systems‐targeted efforts as foundational components of a well‐supported, productive workforce. At the heart of these endeavors is institutional accountability that ties progress toward inclusive excellence to institutional values and reward systems.

中文翻译：

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NIH 实现包容性卓越的科学方法

来自弱势群体 (URG) 的女性和科学家的代表性，包括黑人/非洲裔美国人、西班牙裔/拉丁裔、太平洋岛民和美洲印第安人，随着个人从培训到高级领导职位的职业发展而减少。纠正这种不平衡需要综合战略，在科学劳动力中实现包容性卓越，这体现在创造和维持多样化人才蓬勃发展的环境中。美国国立卫生研究院 (NIH) 科学劳动力多元化办公室负责制定和实施循证干预措施，以实现这一目标，巩固 NIH 改善国家健康的使命。过去和现在旨在提高劳动力多样性但针对个人的努力是必要的，但不足以实现持久的变革。因此，NIH 资助的机构应该开发并优先考虑以系统为目标的综合工作，作为得到良好支持的高效劳动力的基础组成部分。这些努力的核心是机构问责制，它将实现包容性卓越的进步与机构价值观和奖励制度联系起来。