Structural and systemic barriers entrenched in academia have sustained for decades, and resulted in a lack of diversity in leadership positions, inequitable workloads for women and underrepresented racial/ethnic groups, and increasing issues with retention of faculty, particularly following the COVID-19 pandemic. Increasing opposition to diversity, equity, and inclusion (DEI) efforts in higher education via legislation, policies, and general anti-DEI sentiment contextualizes the importance of prioritizing DEI. The goal of this commentary is to open discussion among academic institutions regarding changes in DEI culture that will facilitate the growth of diverse early-career faculty (ECF). We use an adapted framework which incorporates DEI into a faculty competency model to (i) guide our discussion of the rationale for restructuring academic systems to promote DEI and (ii) recommend strategies for institutional progress for ECF that can translate across academic institutions. Implementing policies and practices that seek to recruit, retain, and support historically underrepresented ECF are needed, and may involve faculty mentorship programs, establishing equitable funding mechanisms, reforming faculty evaluation practices, and examining and correcting inequities in faculty workloads. The onus is on institutions to recognize and replace the exclusionary practices and biases that have existed within their walls, and continuously promote and monitor their DEI efforts and initiatives to ensure their efficacy. Inclusive academic cultures that demonstrate their value of diversity and commitment to equity promotion at all levels of the organization, including among ECF, are necessary for ensuring excellence in scholarship in academia.

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重构行为医学格局的紧迫性：早期职业多样性研究所学者的评论

学术界根深蒂固的结构性和系统性障碍已经持续了数十年，导致领导职位缺乏多样性、女性和代表性不足的种族/族裔群体的工作量不公平，以及留住教师的问题日益严重，特别是在 COVID-19 大流行之后。通过立法、政策和普遍的反 DEI 情绪，越来越多的人反对高等教育中的多样性、公平和包容 (DEI) 努力，这体现了优先考虑 DEI 的重要性。本评论的目的是在学术机构之间就 DEI 文化的变化展开讨论，这将促进多样化的早期职业教师 (ECF) 的成长。我们使用一个调整后的框架，将 DEI 纳入教师能力模型中，以 (i) 指导我们对重组学术系统以促进 DEI 的基本原理的讨论，以及 (ii) 为 ECF 的机构进步提出可在学术机构之间转化的策略。需要实施旨在招募、留住和支持历史上代表性不足的 ECF 的政策和做法，并且可能涉及教师指导计划、建立公平的资助机制、改革教师评估实践以及检查和纠正教师工作量中的不平等。各机构有责任认识到并取代其内部存在的排他性做法和偏见，并不断促进和监督其 DEI 工作和举措，以确保其有效性。包容性的学术文化能够在组织的各个层面（包括 ECF 之间）展示多样性的价值和对促进公平的承诺，对于确保学术界卓越的学术成就是必要的。