The REACH Equity Center is eligible for “Research Supplements to Promote Diversity in Health-Related Research” ( ).

These mentored research awards are administrative supplements tied to a funded (“parent”) study or center.  REACH Equity may apply for one award to be sponsored by the National Institute of Minority Health and Health Disparities (NIMHD). NIMHD supports supplement applications for fellows and junior faculty. NIMHD will make the ultimate funding decision about a proposed REACH Equity diversity supplement.

This internal RFA will identify one applicant/proposal for submission to NIMHD. Internal review will include evaluation of each application by the REACH Equity Executive Operating Committee (EOC), which will discuss any application of interest with the appropriate NIMHD project officer to determine whether a full application would be considered for this funding mechanism.

Applicants must be a US citizen or permanent resident who is a member of a group that is under-represented in biomedical research, defined by NIH as:

  • Racial and ethnic minority groups
      • Blacks or African Americans
      • Hispanics or Latinos
      • American Indians or Alaska Natives
      • Native Hawaiians and other Pacific Islanders
  • Disabled
  • Particularly women in any of these groups

REACH Equity Co-Investigators are not eligible.

Applicants must be at the rank of Post-doctoral fellow, Medical Instructor, or Assistant Professor.

Individuals may not be considered simultaneously for both the diversity supplement and the REACH Equity Career Development Award. Current REACH Equity awardees cannot apply for the diversity supplement.

This RFA involves 4 steps:

  • Step 1: Submit Specific Aims page and CV for internal review following meeting with Center leadership
  • Step 2: Dr. Johnson and other members of the Executive Committee meet with selected applicant to discuss revision of the Specific Aims if needed and the possible development of a full application
  • Step 3: Dr. Johnson (and primary mentor, if not Dr. Johnson) will discuss the Specific Aims and general plan with NIMHD Project Officer
  • Step 4: If NIMHD PO approves, candidate and primary mentor submits a full application, with assistance from other REACH Equity investigators.

In considering embarking on Step 1, it is important to consider the requirements of Step 4. Therefore, please review NIH requirements here: Please also review NIMHD Research Diversity Supplement Application Guidelines here:

Specific requirements for REACH Equity include:

Applicant may not be a REACH Equity Co-Investigator or current recipient of the REACH Equity career development award (CDA). However, CDA recipients can propose a diversity supplement to follow their REACH Equity funding. Fellow applicants may not be individuals supported by an institutional Kirschstein-NRSA.

  • Proposed project must be relevant to the REACH Equity theme
  • Proposed project must be a supplement/subproject/extension of one of the three REACH Equity studies see “Research Projects” here. The aims of projects are to:
      • Develop and pilot test an implicit bias training intervention for providers;
      • Test a communication coaching intervention for cardiologists;
      • Test a needs assessment app for patients in ICU
  • Primary mentor may be a REACH Equity Investigator or a mentor unaffiliated with REACH Equity. If the latter, Co-mentors must include Dr. Johnson and the Lead investigator on the relevant REACH Equity project.
  • Prior to submission, potential applicants must meet with Kimberly Johnson and/or Laura Svetkey AND with the PI of the specific parent project. We encourage applicants to schedule this meeting as soon as possible. Contact Cheryl Miller to request an appointment.
  • International projects are not eligible.

Guidelines and examples (for illustration only; not intended to be exhaustive):

  • Proposed supplements can involve secondary data analysis from REACH Equity Research Project 1, 2, or 3 or merged data from all three projects; adding a cohort of participants to one of the Projects; or addressing the same research questions in an alternate population, condition, age group, or setting.
  • Proposed supplements may be embedded into one of the three REACH Equity Research Projects or be overarching to them all.
  • Given the limited scope and timeline that can be supported by the supplement mechanism, research questions that can be addressed with secondary analysis of parent project data, while not required, may particularly appropriate and feasible, and are highlighted in the examples below.
  • Project 1 examples:
      • Secondary data analysis of focus group results to expand understanding of patient perceptions of the clinical encounter
      • Secondary data analysis of structured interviews to expand understanding of provider and health system stakeholder perceptions of the clinical encounter.
      • Explore perceptions of implicit bias in health care among children who serve as translators non-English-speaking family members.
      • Determine attitudes, barriers and facilitators of implicit bias training among providers at non-academic medical settings, using qualitative methods and/or surveys.
      • Determine feasibility and acceptability of the REACH Equity-designed implicit bias training at a non-academic medical setting.
  • Project 2 examples:
      • Secondary data analysis to determine the relationship between patient perceptions of the quality of provider communication and the Project 2 objective assessment of quality of provider communication.
      • Determine the impact of incorporating patient feedback to the provider into the intervention (pilot study)
      • Determine the impact of the Project 2 intervention in a different clinical setting (pilot study).
      • Determine impact of non-verbal communication on measures of communication quality and patient-centered care
      • Compare provider perceptions of their own communication skill to Project 2 objective and subjective outcome measures
  • Project 3 examples:
      • Secondary data analysis of racial differences in the relationships between patient factors (e.g., age, sex, clinical factors) and the extent of unmet needs.
      • Determine feasibility and potential impact of integrating the Project 3 mobile needs assessment app in other care settings (e.g., pediatric ICU, neonatal ICU, ambulatory care) or health condition (e.g., diabetes, hypertension, high risk pregnancy, premature birth)
      • Determine feasibility and potential impact (on some outcome) of integrating the Project 3 needs assessment app into electronic health record


For fellows: The NIH will provide support for salary and fringe benefits to enable the candidate to participate as a postdoctoral research associate on the funded research project. The requested annual salary must be in accordance with the salary structure of the grantee institution, consistent with the level of effort needed to complete the project. Requested salary may not exceed the maximum allowable NRSA stipend level for postdoctoral fellows (see:  The supplement budget may include up to $6,000 per year to support supplies and travel for the candidate.

For faculty: The requested salary and fringe benefits for an investigator should be consistent with the level of support provided by NIH Career Development Awards, and be consistent with the salary structure of the grantee institution. Effort devoted to the project is expected to be 75% Duke University effort. Salary is capped by NIH at $75,000 plus fringe benefits. Additional funds of up to $10,000 per year may be requested for supplies and travel for the candidate. Equipment may be purchased but requires prior approval of the NIH awarding component.


Administrative supplements may not extend beyond the funding period for the parent award and may not be renewed. Therefore, the expected duration of a REACH Equity diversity supplement is two years.

How to Apply: Step 1

REMINDER: Prior to Step 1, potential applicants must meet with Kimberly Johnson and/or Laura Svetkey AND with the PI of the specific parent project. We encourage applicants to schedule this meeting as soon as possible.  Contact Cheryl Miller to request an appointment.

Following meeting, submit a specific aims page and CV via email to Cheryl Miller (