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University of Utah announces major funding for new addiction treatment research

Media contact:.

Patricia Brandt Manager, Public Relations and Communications, Huntsman Mental Health Institute University of Utah Health Email: Patricia.Brandt @hsc.utah.edu

Salt Lake City (April 10, 2024) - Worldwide, someone dies from drug or alcohol addiction every four minutes. Now, researchers at Huntsman Mental Health Institute at the University of Utah have been selected by Wellcome Leap to research a new treatment for substance use disorder as part of a $50 million commitment to develop innovative treatments.

Brian J. Mickey, MD, PhD, professor of psychiatry at Huntsman Mental Health Institute (pictured top left), will lead the team of investigators with expertise in psychiatry, biomedical engineering, neuroscience, radiology, and social work to research a new, noninvasive treatment for addiction. Co-principal investigators include Jan Kubanek, PhD , (pictured top center), and Taylor Webb, PhD (pictured top right); co-investigators include (from left to right) Eric Garland, PhD, LCSW ; Rana Jawish, MD ; Vincent Koppelmans, PhD ; and Tom Riis, PhD.

The research will be funded by the Untangling Addiction program, which is a $50 million program founded by Wellcome Leap , to develop scalable measures to assess addiction susceptibility, quantify the risks stemming from addiction, and develop innovative treatments.  

“Substance use disorder is a significant global health problem, and yet the treatment options are limited,” Mickey said.  “We’re developing a non-invasive intervention for preventing and treating addiction, chronic pain, and depression. This funding will help us validate and generate the data to support the next critical step: an efficacy trial to determine the effectiveness of the intervention.”

Mickey’s team will use a novel ultrasound-based device to modulate deep brain regions and behaviors associated with opioid addiction. The goal will be to ultimately develop this approach into an individually targeted therapeutic intervention for a range of addictions. “Addictions are brain illnesses that have enormous negative impact on individuals, families, and society,” Mickey said. “A major reason that addictions have been difficult to prevent—and treat—is that they are driven by dysfunction of deep brain regions that are challenging to access. Many psychiatric problems such as depression, anxiety, and addiction are caused by malfunction of brain circuits. This project is an example of our mission to understand how these neural circuits are dysregulated and to develop novel, circuit-targeted interventions that return the brain to a healthy state.”

"We are proud to bring Wellcome Leap's innovative problem-solving and funding approach to our research enterprise at the University of Utah," said Taylor Randall, President , University of Utah. "To have our mental health researchers contributing to pioneering work on addiction treatment reaffirms our commitment to improving lives through discovery."

“What makes research like this so impactful is that it brings together a variety of disciplines to help solve complex problems in mental health,” said Mark Hyman Rapaport, MD , CEO of Huntsman Mental Health Institute. “This is particularly timely news given the groundbreaking of a new translational research building on campus focused on mental health and the brain. Our nation is in a mental health crisis, but there is hope if we can think differently and work together to change this trajectory.”

About Huntsman Mental Health Institute

Huntsman Mental Health Institute at University of Utah Health brings together 75 years of patient care, research, and education into one of the nation's leading academic medical centers focused on mental health. Nestled in the campus of University of Utah, Huntsman Mental Health Institute serves the community with 1,600 faculty and staff in 20 locations providing inpatient and outpatient services for youth, teens, and adults as well as a comprehensive crisis care model which includes the nationally recognized SafeUT app and the 988 Crisis hotline for Utah. Our mission is to advance mental health knowledge, hope, and healing for all. Learn more at:  HMHI.utah.edu  and join the conversation on  Instagram ,  Facebook ,  TikTok ,  X  and  LinkedIn .

• huntsman mental health institute

Prestigious cancer research institute has retracted 7 studies amid controversy over errors

Seven studies from researchers at the prestigious Dana-Farber Cancer Institute have been retracted over the last two months after a scientist blogger alleged that images used in them had been manipulated or duplicated.

The retractions are the latest development in a monthslong controversy around research at the Boston-based institute, which is a teaching affiliate of Harvard Medical School. 

The issue came to light after Sholto David, a microbiologist and volunteer science sleuth based in Wales, published a scathing post on his blog in January, alleging errors and manipulations of images across dozens of papers produced primarily by Dana-Farber researchers . The institute acknowledged errors and subsequently announced that it had requested six studies to be retracted and asked for corrections in 31 more papers. Dana-Farber also said, however, that a review process for errors had been underway before David’s post. 

Now, at least one more study has been retracted than Dana-Farber initially indicated, and David said he has discovered an additional 30 studies from authors affiliated with the institute that he believes contain errors or image manipulations and therefore deserve scrutiny.

The episode has imperiled the reputation of a major cancer research institute and raised questions about one high-profile researcher there, Kenneth Anderson, who is a senior author on six of the seven retracted studies. 

Anderson is a professor of medicine at Harvard Medical School and the director of the Jerome Lipper Multiple Myeloma Center at Dana-Farber. He did not respond to multiple emails or voicemails requesting comment. 

The retractions and new allegations add to a larger, ongoing debate in science about how to protect scientific integrity and reduce the incentives that could lead to misconduct or unintentional mistakes in research. 

The Dana-Farber Cancer Institute has moved relatively swiftly to seek retractions and corrections. 

“Dana-Farber is deeply committed to a culture of accountability and integrity, and as an academic research and clinical care organization we also prioritize transparency,” Dr. Barrett Rollins, the institute’s integrity research officer, said in a statement. “However, we are bound by federal regulations that apply to all academic medical centers funded by the National Institutes of Health among other federal agencies. Therefore, we cannot share details of internal review processes and will not comment on personnel issues.”

The retracted studies were originally published in two journals: One in the Journal of Immunology and six in Cancer Research. Six of the seven focused on multiple myeloma, a form of cancer that develops in plasma cells. Retraction notices indicate that Anderson agreed to the retractions of the papers he authored.

Elisabeth Bik, a microbiologist and longtime image sleuth, reviewed several of the papers’ retraction statements and scientific images for NBC News and said the errors were serious. 

“The ones I’m looking at all have duplicated elements in the photos, where the photo itself has been manipulated,” she said, adding that these elements were “signs of misconduct.” 

Dr.  John Chute, who directs the division of hematology and cellular therapy at Cedars-Sinai Medical Center and has contributed to studies about multiple myeloma, said the papers were produced by pioneers in the field, including Anderson. 

“These are people I admire and respect,” he said. “Those were all high-impact papers, meaning they’re highly read and highly cited. By definition, they have had a broad impact on the field.” 

Chute said he did not know the authors personally but had followed their work for a long time.

“Those investigators are some of the leading people in the field of myeloma research and they have paved the way in terms of understanding our biology of the disease,” he said. “The papers they publish lead to all kinds of additional work in that direction. People follow those leads and industry pays attention to that stuff and drug development follows.”

The retractions offer additional evidence for what some science sleuths have been saying for years: The more you look for errors or image manipulation, the more you might find, even at the top levels of science. 

Scientific images in papers are typically used to present evidence of an experiment’s results. Commonly, they show cells or mice; other types of images show key findings like western blots — a laboratory method that identifies proteins — or bands of separated DNA molecules in gels. 

Science sleuths sometimes examine these images for irregular patterns that could indicate errors, duplications or manipulations. Some artificial intelligence companies are training computers to spot these kinds of problems, as well. 

Duplicated images could be a sign of sloppy lab work or data practices. Manipulated images — in which a researcher has modified an image heavily with photo editing tools — could indicate that images have been exaggerated, enhanced or altered in an unethical way that could change how other scientists interpret a study’s findings or scientific meaning. 

Top scientists at big research institutions often run sprawling laboratories with lots of junior scientists. Critics of science research and publishing systems allege that a lack of opportunities for young scientists, limited oversight and pressure to publish splashy papers that can advance careers could incentivize misconduct. 

These critics, along with many science sleuths, allege that errors or sloppiness are too common , that research organizations and authors often ignore concerns when they’re identified, and that the path from complaint to correction is sluggish. 

“When you look at the amount of retractions and poor peer review in research today, the question is, what has happened to the quality standards we used to think existed in research?” said Nick Steneck, an emeritus professor at the University of Michigan and an expert on science integrity.

David told NBC News that he had shared some, but not all, of his concerns about additional image issues with Dana-Farber. He added that he had not identified any problems in four of the seven studies that have been retracted. 

“It’s good they’ve picked up stuff that wasn’t in the list,” he said. 

NBC News requested an updated tally of retractions and corrections, but Ellen Berlin, a spokeswoman for Dana-Farber, declined to provide a new list. She said that the numbers could shift and that the institute did not have control over the form, format or timing of corrections. 

“Any tally we give you today might be different tomorrow and will likely be different a week from now or a month from now,” Berlin said. “The point of sharing numbers with the public weeks ago was to make clear to the public that Dana-Farber had taken swift and decisive action with regard to the articles for which a Dana-Farber faculty member was primary author.” 

She added that Dana-Farber was encouraging journals to correct the scientific record as promptly as possible. 

Bik said it was unusual to see a highly regarded U.S. institution have multiple papers retracted. 

“I don’t think I’ve seen many of those,” she said. “In this case, there was a lot of public attention to it and it seems like they’re responding very quickly. It’s unusual, but how it should be.”

Evan Bush is a science reporter for NBC News. He can be reached at [email protected].

Nurse's Research Highlights Importance of Maternal Wellness

by Carolina Zimbron

Mental health is a significant issue in America. One rural Ohio mom is using her research to help others through various mental health struggles. 

Dr. Marcia Williams , assistant professor of nursing at Cedarville University, presented her research on the importance of postpartum maternal mental health at the Eastern Nursing Research conference in Boston, Massachusetts on Friday, April 5. 

Seeking to fill the resource void on postpartum mental health, Williams began a yearlong mixed method study that looked at the type of mental health care women prefer postpartum and the stigma that comes from depression during their pregnancy.  

“What I found in my research is that women have significant health care barriers during their pregnancies,” Williams said. “The greatest barrier is a lack of childcare during medical appointments, but I also learned the women prefer to care for any mental health issues in an informal process using a self-care approach.” 

From the beginning of her research, Williams was concerned about the effects untreated mild or moderate perinatal depression can have on women and their families. 

“I was a labor and delivery nurse and one of the big things that I learned from taking care of moms was that maternal mental health doesn’t only affect the mother, it also affects the child,” Williams said. “The months following birth are when bonding occurs between mom and the child, so if the mom is not feeling well, that bond can be disrupted, as well as the care to her family.”  

From her research and experience as a nurse, Williams understands that moms are foundational to their families. Therefore, caring for the health and mental health of moms is essential for the family unit. Williams has devoted her professional life to health care and recently completed her doctoral degree in nursing from the University of Utah. Her undergraduate degree in nursing and master’s degree in nursing -  family nurse practitioner , were earned at Cedarville University. 

Her love for Cedarville University and its mission is the reason Williams has devoted her professional career to teaching Cedarville students and working in the Dayton region.  

"Cedarville taught me how to be a nurse and to view medical care from a biblical perspective, so teaching from this perspective and preparing our future nurses is important to me.”

- Dr. Marcia Williams

Not only has her research helped Ohio moms, but her preparation for this conference has also helped her teach students how to prepare this kind of presentation. “Right now, I am teaching them how to create their own research posters, which they will be presenting soon at Cedarville's annual Scholar Symposium,” Williams said. 

Williams is excited to use her newly developed skills as a researcher in the classroom. “I want to equip students with the ability to practice with excellence, teach with confidence and improve care through research,” she said. 

Located in southwest Ohio,  Cedarville University  is a Baptist university with  undergraduate  programs in arts, sciences, and professional programs, and  graduate  programs. With an enrollment of 5,456 students in 175 areas of study, Cedarville is one of the largest private universities in Ohio and is recognized nationally for its authentic Christian community, rigorous academic programs, and high graduation and retention rates. For more information about the University, visit  cedarville.edu . 

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What Researchers Discovered When They Sent 80,000 Fake Résumés to U.S. Jobs

Some companies discriminated against Black applicants much more than others, and H.R. practices made a big difference.

By Claire Cain Miller and Josh Katz

A group of economists recently performed an experiment on around 100 of the largest companies in the country, applying for jobs using made-up résumés with equivalent qualifications but different personal characteristics. They changed applicants’ names to suggest that they were white or Black, and male or female — Latisha or Amy, Lamar or Adam.

On Monday, they released the names of the companies . On average, they found, employers contacted the presumed white applicants 9.5 percent more often than the presumed Black applicants.

Yet this practice varied significantly by firm and industry. One-fifth of the companies — many of them retailers or car dealers — were responsible for nearly half of the gap in callbacks to white and Black applicants.

Two companies favored white applicants over Black applicants significantly more than others. They were AutoNation, a used car retailer, which contacted presumed white applicants 43 percent more often, and Genuine Parts Company, which sells auto parts including under the NAPA brand, and called presumed white candidates 33 percent more often.

In a statement, Heather Ross, a spokeswoman for Genuine Parts, said, “We are always evaluating our practices to ensure inclusivity and break down barriers, and we will continue to do so.” AutoNation did not respond to a request for comment.

Companies With the Largest and Smallest Racial Contact Gaps

Of the 97 companies in the experiment, two stood out as contacting presumed white job applicants significantly more often than presumed Black ones. At 14 companies, there was little or no difference in how often they called back the presumed white or Black applicants.

Source: Patrick Kline, Evan K. Rose and Christopher R. Walters

Known as an audit study , the experiment was the largest of its kind in the United States: The researchers sent 80,000 résumés to 10,000 jobs from 2019 to 2021. The results demonstrate how entrenched employment discrimination is in parts of the U.S. labor market — and the extent to which Black workers start behind in certain industries.

“I am not in the least bit surprised,” said Daiquiri Steele, an assistant professor at the University of Alabama School of Law who previously worked for the Department of Labor on employment discrimination. “If you’re having trouble breaking in, the biggest issue is the ripple effect it has. It affects your wages and the economy of your community going forward.”

Some companies showed no difference in how they treated applications from people assumed to be white or Black. Their human resources practices — and one policy in particular (more on that later) — offer guidance for how companies can avoid biased decisions in the hiring process.

A lack of racial bias was more common in certain industries: food stores, including Kroger; food products, including Mondelez; freight and transport, including FedEx and Ryder; and wholesale, including Sysco and McLane Company.

“We want to bring people’s attention not only to the fact that racism is real, sexism is real, some are discriminating, but also that it’s possible to do better, and there’s something to be learned from those that have been doing a good job,” said Patrick Kline, an economist at the University of California, Berkeley, who conducted the study with Evan K. Rose at the University of Chicago and Christopher R. Walters at Berkeley.

The researchers first published details of their experiment in 2021, but without naming the companies. The new paper, which is set to run in the American Economic Review, names the companies and explains the methodology developed to group them by their performance, while accounting for statistical noise.

Sample Résumés From the Experiment

Fictitious résumés sent to large U.S. companies revealed a preference, on average, for candidates whose names suggested that they were white.

To assign names, the researchers started with a prior list that had been assembled using Massachusetts birth certificates from 1974 to 1979. They then supplemented this list with names found in a database of speeding tickets issued in North Carolina between 2006 and 2018, classifying a name as “distinctive” if more than 90 percent of people with that name were of a particular race.

The study includes 97 firms. The jobs the researchers applied to were entry level, not requiring a college degree or substantial work experience. In addition to race and gender, the researchers tested other characteristics protected by law , like age and sexual orientation.

They sent up to 1,000 applications to each company, applying for as many as 125 jobs per company in locations nationwide, to try to uncover patterns in companies’ operations versus isolated instances. Then they tracked whether the employer contacted the applicant within 30 days.

A bias against Black names

Companies requiring lots of interaction with customers, like sales and retail, particularly in the auto sector, were most likely to show a preference for applicants presumed to be white. This was true even when applying for positions at those firms that didn’t involve customer interaction, suggesting that discriminatory practices were baked in to corporate culture or H.R. practices, the researchers said.

Still, there were exceptions — some of the companies exhibiting the least bias were retailers, like Lowe’s and Target.

The study may underestimate the rate of discrimination against Black applicants in the labor market as a whole because it tested large companies, which tend to discriminate less, said Lincoln Quillian, a sociologist at Northwestern who analyzes audit studies. It did not include names intended to represent Latino or Asian American applicants, but other research suggests that they are also contacted less than white applicants, though they face less discrimination than Black applicants.

The experiment ended in 2021, and some of the companies involved might have changed their practices since. Still, a review of all available audit studies found that discrimination against Black applicants had not changed in three decades. After the Black Lives Matter protests in 2020, such discrimination was found to have disappeared among certain employers, but the researchers behind that study said the effect was most likely short-lived.

Gender, age and L.G.B.T.Q. status

On average, companies did not treat male and female applicants differently. This aligns with other research showing that gender discrimination against women is rare in entry-level jobs, and starts later in careers.

However, when companies did favor men (especially in manufacturing) or women (mostly at apparel stores), the biases were much larger than for race. Builders FirstSource contacted presumed male applicants more than twice as often as female ones. Ascena, which owns brands like Ann Taylor, contacted women 66 percent more than men.

Neither company responded to requests for comment.

The consequences of being female differed by race. The differences were small, but being female was a slight benefit for white applicants, and a slight penalty for Black applicants.

The researchers also tested several other characteristics protected by law, with a smaller number of résumés. They found there was a small penalty for being over 40.

Overall, they found no penalty for using nonbinary pronouns. Being gay, as indicated by including membership in an L.G.B.T.Q. club on the résumé, resulted in a slight penalty for white applicants, but benefited Black applicants — although the effect was small, when this was on their résumés, the racial penalty disappeared.

Under the Civil Rights Act of 1964, discrimination is illegal even if it’s unintentional . Yet in the real world, it is difficult for job applicants to know why they did not hear back from a company.

“These practices are particularly challenging to address because applicants often do not know whether they are being discriminated against in the hiring process,” Brandalyn Bickner, a spokeswoman for the Equal Employment Opportunity Commission, said in a statement. (It has seen the data and spoken with the researchers, though it could not use an academic study as the basis for an investigation, she said.)

What companies can do to reduce discrimination

Several common measures — like employing a chief diversity officer, offering diversity training or having a diverse board — were not correlated with decreased discrimination in entry-level hiring, the researchers found.

But one thing strongly predicted less discrimination: a centralized H.R. operation.

The researchers recorded the voice mail messages that the fake applicants received. When a company’s calls came from fewer individual phone numbers, suggesting that they were originating from a central office, there tended to be less bias . When they came from individual hiring managers at local stores or warehouses, there was more. These messages often sounded frantic and informal, asking if an applicant could start the next day, for example.

“That’s when implicit biases kick in,” Professor Kline said. A more formalized hiring process helps overcome this, he said: “Just thinking about things, which steps to take, having to run something by someone for approval, can be quite important in mitigating bias.”

At Sysco, a wholesale restaurant food distributor, which showed no racial bias in the study, a centralized recruitment team reviews résumés and decides whom to call. “Consistency in how we review candidates, with a focus on the requirements of the position, is key,” said Ron Phillips, Sysco’s chief human resources officer. “It lessens the opportunity for personal viewpoints to rise in the process.”

Another important factor is diversity among the people hiring, said Paula Hubbard, the chief human resources officer at McLane Company. It procures, stores and delivers products for large chains like Walmart, and showed no racial bias in the study. Around 40 percent of the company’s recruiters are people of color, and 60 percent are women.

Diversifying the pool of people who apply also helps, H.R. officials said. McLane goes to events for women in trucking and puts up billboards in Spanish.

So does hiring based on skills, versus degrees . While McLane used to require a college degree for many roles, it changed that practice after determining that specific skills mattered more for warehousing or driving jobs. “We now do that for all our jobs: Is there truly a degree required?” Ms. Hubbard said. “Why? Does it make sense? Is experience enough?”

Hilton, another company that showed no racial bias in the study, also stopped requiring degrees for many jobs, in 2018.

Another factor associated with less bias in hiring, the new study found, was more regulatory scrutiny — like at federal contractors, or companies with more Labor Department citations.

Finally, more profitable companies were less biased, in line with a long-held economics theory by the Nobel Prize winner Gary Becker that discrimination is bad for business. Economists said that could be because the more profitable companies benefit from a more diverse set of employees. Or it could be an indication that they had more efficient business processes, in H.R. and elsewhere.

Claire Cain Miller writes about gender, families and the future of work for The Upshot. She joined The Times in 2008 and was part of a team that won a Pulitzer Prize in 2018 for public service for reporting on workplace sexual harassment issues. More about Claire Cain Miller

Josh Katz is a graphics editor for The Upshot, where he covers a range of topics involving politics, policy and culture. He is the author of “Speaking American: How Y’all, Youse, and You Guys Talk,” a visual exploration of American regional dialects. More about Josh Katz

From The Upshot: What the Data Says

Analysis that explains politics, policy and everyday life..

Employment Discrimination: Researchers sent 80,000 fake résumés to some of the largest companies in the United States. They found that some discriminated against Black applicants much more than others .

Pandemic School Closures: ​A variety of data about children’s academic outcomes and about the spread of Covid-19 has accumulated since the start of the pandemic. Here is what we learned from it .

Affirmative Action: The Supreme Court effectively ended race-based preferences in admissions. But will selective schools still be able to achieve diverse student bodies? Here is how they might try .

N.Y.C. Neighborhoods: We asked New Yorkers to map their neighborhoods and to tell us what they call them . The result, while imperfect, is an extremely detailed map of the city .

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