In March 2023, we showed that the number of Black and Hispanic mentored career development (K) applicants and awardees steadily increased from fiscal years (FYs) 2010 to 2022, though the overall numbers remained quite low.
Last year, we showed that there were slight improvements in the funding and success rates for Black/African American and Hispanic researchers in fiscal year (FY) 2022. The race-ethnicity gaps also narrowed over the past few years, though the overall number of Black/African American and Hispanic applicants remained low.
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We are pleased to share our annual snapshot of how many researchers NIH supports. Our cumulative investigator rate is an NIH-wide person-based metric, calculated as the number of unique principal investigators designated on an NIH research project grant award, divided by the number of unique principal investigators who were designated on applications over a five-year period.
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We are pleased to share our annual snapshot of how many researchers NIH supports.
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NIH has long collected self-designated demographic information on scientists designated as Principal Investigators (PIs) or Key Personnel and used this information to gain insights into the NIH-supported biomedical research workforce.
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Our annual snapshot of how many researchers NIH supports on research project Grants, R01-equivalent Grants, P01 Grants, and R21 Grants is back.
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In March 2018, we showed data suggesting that, despite still being in a state of hyper-competition (as described in this post), the severity may be lessening. The number of unique applicants for NIH research project grants (RPGs) appeared to stabilize after many years of uninterrupted growth. Furthermore, a person-based metric, called the cumulative investigator rate, started to rise in fiscal year (FY) 2015 for RPGs after declines in previous years.
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For the New Year, we resolve to make NIH data, reports, and analyses more accessible, interactive, and easy to use. For over a decade, the NIH Data Book has served as a helpful resource for describing funding trends on grants and contract awards, success rates, small business programs, peer review, as well as the scientific workforce. These data, presented as graphics and tables, have allowed you to get a better understanding of decisions made here at NIH. We are proud to announce a new edition is available for your 2019 reading list.
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At NIH, we are heavily invested in our workforce and in understanding the barriers they face. What characteristics do they share? How do they compete in the current hypercompetitive environment? When do they stop applying to NIH (drop out), even after receiving their first award? Staff from the National Institute of Allergy and Infectious Diseases (NIAID) delve into these questions in a paper published recently in PLOS ONE , whose findings I’d like to highlight today. Here, Drs. Patricia Haggerty and Matthew Fenton looked at factors that may contribute to the success of early-career investigators and if these factors affect all junior researchers equally.
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As highlighted in many previous blog posts and the recent National Academies of Sciences, Engineering, and Medicine (NASEM) report, promoting a strong biomedical workforce is a top priority for the NIH. In 2017, NIH launched the Next Generation Researchers Initiative, which is a multi-pronged approach to increase the number of NIH-funded early stage investigators. An important component of this initiative is the call for increased transparency and availability of data about the make-up of the biomedical research workforce. More complete data will allow NIH leadership to best understand and address the needs of our emerging workforce.
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