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Scientific Workforce Diversity

In 2014, the ��ѿ��ý appointed the first��Chief Officer for Scientific Workforce Diversity��(COSWD)��to lead NIH’s thought in efforts to diversify the nation’s scientific workforce, expand recruitment, and support retention. The COSWD’s centralized coordination of NIH scientific workforce diversity was established in response to recommendations by the Advisory Committee to the Director (ACD) based on input from the .��The working group was charged with examining the factors that contribute to the current state of diversity in the scientific research workforce. The working group also was tasked with examining the findings and implications of an that found that African American/Black applicants were less likely than White applicants to receive NIH research funding. NIH established�� in response to the ACD recommendations.

“As a woman of color in science, I have seen the missed opportunities to take advantage of the full spectrum of scientific talent. It is profoundly important for all members of the biomedical workforce to feel included, welcome, supported, and that they have a fair and equal opportunity to pursue their passion for research and scientific discovery; our institutions and society must take steps to eliminate threats that create barriers such as structural racism, incivility, harassment, and bias.”

— Marie A. Bernard, M.D.
NIH Chief Officer for Scientific Workforce Diversity

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The mission of the����is to be NIH’s thought leader in the science of scientific workforce diversity, using evidence-based approaches to catalyze cultures of inclusive excellence. As these cultures mature, the COSWD ultimately aims to enable NIH and NIH-funded institutions to benefit from a full range of talent, fostering creativity and innovation in science. The Chief Officer for Scientific Workforce Diversity is��. COSWD goals are achieved by the staff within the COSWD office, and broad collaborations across NIH and beyond.

UNITE��collaborates with the COSWD to enable the development of new programs and the enhancement of diversity within NIH and throughout the extramural scientific ecosystem.

The COSWD pursues strategic goals through strong . Below are select��examples of recent and ongoing initiatives in the intramural and extramural environments.

Guided by its��, the COSWD aims to achieve its mission through three strategic goals:

• BUILD the evidence
  • .��Enhances outreach and connections between Research-Active Institutions (RAIs) and NIH ICOs to share information regarding opportunities to work with NIH research programs or apply for NIH research funding.��.
  • The��.��A six-month curriculum established by the COSWD for newer NIH program officers and scientific review officers. ��

• DISSEMINATE��the evidence
  • The��. Online speaker events hosted by the COSWD featuring renowned researchers in biomedical and behavioral research to discuss the latest research on scientific workforce diversity.��.
  • Read the latest��.
• ACT��on the evidence��
  • Multiple NIH Institutes and Centers (ICs) are collaborating with the COSWD by inviting applications for the����to support scientists who are outstanding mentors and who have demonstrated compelling commitments to enhancing DEIA in the biomedical and behavioral sciences.��.
  • The����recruits a group of investigators to the NIH Intramural Research Program each year to provide them with mentoring and other professional development activities that foster research and career success.��.
  • The����recognizes 10 U.S. degree-granting institutions for implementing innovative strategies to enhance DEIA in research environments.��.

Learn more about these efforts on the��.��Also, plan to attend one of the COSWD’s����as part of their Scientific Workforce Diversity Seminar Series (SWDSS).