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Perspectives and needs of neonatology division directors regarding gender equity Open PDF
(Springer Science and Business Media LLC, 2024-10-30)
Machut, Kerri Z.
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Owens, Lisa
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Gadek, Lauren
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Kataria-Hale, Jasmeet
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Lingappan, Krithika
Gender inequities in pediatrics are extensively documented despite women predominating the workforce. As a landscape assessment of gender equity in university-based neonatology divisions in the United States, we collected gender equity measures from academic neonatology division directors; 83% (n = 106) participated. The majority recognized addressing gender inequity was a middle-to-top priority, though they reported minimal gender inequities in their division. Most division directors are men and a higher proportion of full professors are men, but they reported minimal differences in time to promotion, leadership positions, and awards. Half of centers analyzed compensation by gender; all reported no gender difference. The existence of gender-equity-promoting strategies was variable and uncertain by many directors. They reported lack of bandwidth, personnel, and resources as the largest barriers to tracking and addressing gender inequities. These perceived minimal gender inequities diverge from published objective data and highlight the need to track and report metrics accurately and systematically.
Gender‐Based Outcomes in Grants, Prizes and Fellowship Success Rates in Clinical Radiology: A 14‐Year Review of Outcomes in Australia and New Zealand Open PDF
(Wiley, 2025-09-24)
Liu, Jack Edward
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Milner, Lisa
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Shaygi, Behnam
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Stewart, Michael
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Yazdabadi, Anousha
ABSTRACT Introduction While gender disparities in the radiology workforce are well‐documented, there has been no analysis of outcomes for competitive awards in Australia and New Zealand. As formal recognition is critical for career progression, this study aimed to investigate gender‐based differences in application and success rates for grants, prizes and educational fellowships within the Australasian context. Methods We retrospectively reviewed applications for Royal Australian and New Zealand College of Radiologists' (RANZCR) Faculty of Clinical Radiology grants, prizes and educational fellowships from 2011 to 2024. Application and success rates were stratified by gender and compared to College membership demographics. Significance was assessed using Fisher's exact test. Results Across 333 total applications, 227 (68.2%) were from males and 106 (31.8%) from females, closely reflecting College membership gender ratios (69.2% male vs. 30.8% female). No significant gender disparity was found in the success rates for grants (40.3% for males vs. 35.0% for females, p = 0.58), prizes (8.8% vs. 11.1%, p = 0.08) or educational fellowships (36.7% vs. 32.1%, p = 0.32). Application rates for each award type also broadly reflected the gender composition of the College membership. Conclusion This study is the first to examine gender differences in clinical radiology grant, prize and educational fellowship outcomes in Australia and New Zealand. We found no significant disparities in success rates, and application rates generally mirrored College membership, suggesting the award process itself is equitable. However, the continued underrepresentation of women in radiology underscores the need to examine broader structural and sociocultural factors that may impact engagement with competitive academic opportunities.
Enhancing equity within the promotions dossier evaluation—Strategies to mitigate biases Open PDF
(Frontiers Media SA, 2026-01-09)
Joy, Tisha R.
Gender, racial, and ethnic disparities in career advancement in academic medicine continue to exist despite ongoing calls to diversify the physician workforce and leadership representation. Compared with white men, women and racially and ethnically underrepresented physicians are more likely to enter academic medicine, but less likely to achieve promotion. Cited barriers to academic advancement include ambiguous or inconsistent criteria for consideration for promotion and lack of standard processes for reviewing applications. The promotions committee therefore is an important rate-limiting step subject to biases that impact not just tenure, but also leadership opportunities and physician salaries. This perspective article explores areas where biases influence promotion criteria evaluation, including but not limited to accomplishments within teaching, research, and/or service, external recognition, candidate statements, and reference letters. The article then will propose strategies helpful to promotion committee members to help mitigate these biases and provide more equitable promotion evaluation.
Women in Science. Experiences of Academics in Switzerland
(Transcript, 2025-08-12)
De Cia Annalisa
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Hellmüller, Sara
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Mesok Khan, Elizabeth
Women in science face particular challenges, such as structural inequalities, highly competitive work environments, and at times toxic cultures. This collection conveys the experiences of women academics in Switzerland, featuring insights from twelve scholars across various universities and disciplines. Each contributor shares their unique journey in pursuit of a professorship, illustrating the rich diversity of the Swiss scientific community. This volume offers hope for those struggling with finding their place in science, emphasizing the joys and privileges that can be found in an academic career and the passion and perseverance of those pursuing it.
Open access publishing probabilities based on gender and authorship structures in vietnam Open PDF
(2021)
Nguyen, H.T.T.
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Nguyen, M.-H.
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Le, T.-T.
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Ho, M.-T.
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Vuong, Q.-H.
Open access (OA) publishing is beneficial for researchers to improve recognition, representation, and visibility in academia. However, few studies have been conducted for studying the association between gender and OA publishing likelihood. Therefore, the current study explores the impacts of gender-based authorship structures on OA publishing in Vietnamese social sciences and humanities. Bayesian analysis was performed on a dataset of 3122 publications in social sciences and humanities. We found that publications with mixed-gender authorship were most likely to be published under Gold Access terms (26.31–31.65%). In contrast, the likelihood of publications with the solely male or female author(s) was lower. It is also notable that if female researcher(s) held the first-author position in an article of mixed-gender authorship, the publication would be less likely to be published under Gold Access terms (26.31% compared to 31.65% of male-first-author structure). In addition, publications written by a solo female author (14.19%) or a group of female authors (10.72%) had lower OA publishing probabilities than those written by a solely male author(s) (17.14%). These findings hint at the possible advantage of gender diversity and the disadvantage of gender homophily (especially female-only authorship) on OA publishing likelihood. Moreover, they show there might be some negative impacts of gender inequality on OA publishing. As a result, the notion of gender diversity, financial and policy supports are recommended to promote the open science movement. © 2021 by the authors. Licensee MDPI, Basel, Switzerland.
Evaluating the research performance of women scientists in Indian research laboratories based on Scopus citation database: A bibliometric analysis
(2022)
Mukherjee, B.
This study examines the contributions of women scientists currently working in various research organizations under the Ministry of Science and Technology, India. Women scientists were identified through the official websites of the research laboratories and their publication performance has been tracked using the Scopus database. There are 901 women scientists working in 78 research organizations under the Ministry and have published 21810 publications up to December 2019, almost 65 percent of which has been appeared during 2010 to 2019. The publication per scientist has risen from 6.85 article per year before 2000 to 10.45 paper in 2015-2019 which indicates increasing participation of women in science from India. Women scientists are primarily engaged in biological sciencesresearch, however fields such as materials sciences, nano-technology, and astrophysics are also becoming the preferred subject choices among women. Women scientists mostly published their articles as a member of a team of utmost 10 authors, however, their position in multi-authored articles is mostly as co-authors than that of principal authors. Women in the age group ofbetween31 to 40 produced maximum publications, and almost 98 percent of publications appeared in collaboration with other scientists.This study confirms that publication productivity does not decline with age. There are women scientists who stay active in research and keep their productivity at a high level until their retirement. The study suggests that the increasing participation of women in Indian science is encouraging, as such more funding opportunities to younger women researchers may be important to give them more lead time to build a strong career. © 2022
The gender gap in highly prestigious international research awards, 2001–2020 Open PDF
(2021)
Meho, L.I.
This study examines gender disparities in the world’s 141 most prestigious international research awards. I find that (a) from 2001 to 2020 these awards were received 3,445 times by 2,011 men and 262 women; (b) women’s share increased from an annual average of 6% during 2001–2005 to an annual average of 19% during 2016–2020; (c) 49 of the 141 awards were not received by women during 2016–2020; and (d) when the numbers of female full professors are taken into consideration, the gender gap remains highly disproportionate in biological and life sciences, computer science, and mathematics. Overall, women would be expected to increase their share of awards by nearly 50% to achieve parity with men today. The study shows great similarities between men and women award recipients in journal articles per author, the average number of authors per article, the proportion of articles in top journals, citations per article, and participation in large research groups and international collaborations. I conclude that the gender gap in highly prestigious research awards is largely a result of demographic inertia and other factors that deserve further investigation. © 2021, MIT Press Journals. All rights reserved.
The impact of gender diversity on scientific research teams: a need to broaden and accelerate future research Open PDF
(Palgrave, 2022)
Love, Hannah B.
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Stephens, Alyssa
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Fosdick, Bailey K.
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Tofany, Elizabeth
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Fisher, Ellen R.
Multiple studies from the literature suggest that a high proportion of women on scientific teams contributes to successful team collaboration, but how the proportion of women impacts team success and why this is the case, is not well understood. One perspective suggests that having a high proportion of women matters because women tend to have greater social sensitivity and promote even turn-taking in meetings. Other studies have found women are more likely to collaborate and are more democratic. Both explanations suggest that women team members fundamentally change team functioning through the way they interact. Yet, most previous studies of gender on scientific teams have relied heavily on bibliometric data, which focuses on the prevalence of women team members rather than how they act and interact throughout the scientific process. In this study, we explore gender diversity in scientific teams using various types of relational data to investigate how women impact team interactions. This study focuses on 12 interdisciplinary university scientific teams that were part of an institutional team science program from 2015 to 2020 aimed at cultivating, integrating, and translating scientific expertise. The program included multiple forms of evaluation, including participant observation, focus groups, interviews, and surveys at multiple time points. Using social network analysis, this article tested five hypotheses about the role of women on university-based scientific teams. The hypotheses were based on three premises previously established in the literature. Our analyses revealed that only one of the five hypotheses regarding gender roles on teams was supported by our data. These findings suggest that scientific teams may create ingroups, when an underrepresented identity is included instead of excluded in the outgroup, for women in academia. This finding does not align with the current paradigm and the research on the impact of gender diversity on teams. Future research to determine if high-functioning scientific teams disrupt rather than reproduce existing hierarchies and gendered patterns of interactions could create an opportunity to accelerate the advancement of knowledge while promoting a just and equitable culture and profession.
Knowledge recency to the birth of Nobel Prize-winning articles: Gender, career stage, and country Open PDF
(2020)
Liang, G.
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Hou, H.
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Ding, Y.
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Hu, Z.
Scientific ideas seldom come entirely from nothing; they often originate from existing knowledge. In this study, we aim to identify the relationship between the knowledge recency and Nobel Prize-winning articles (NPs) from the perspectives of gender, career stage, and country of the originators. Scientific literatures published by Nobel laureates in the Physiology or Medicine field are treated as NPs, and the age of references cited in those literatures are considered a measurement of knowledge recency. Results show that most NPs in this field have been focused on literature with a low mean and median recency, and over half of these works have cited equal to or more than 68 % of recent literature published within five years. Contrary to traditional wisdom, the greatest discoveries made after 1980 have shown an increasing favor to older literature. We also find that there has been no gender gap for the recency of NPs; however, career stage has been an important factor influencing knowledge recency, which means older researchers tend to cite more earlier articles than others. © 2020 Elsevier Ltd.
Ungendered writing: Writing styles are unlikely to account for gender differences in funding rates in the natural and technical sciences Open PDF
(2022)
Horbach, S.P.J.M.
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Schneider, J.W.
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Sainte-Marie, M.
Academia has traditionally faced a substantial gender gap in staff positions and career path progression. Women do not advance up the academic career ladder in the same rate as men, with evidence of gender bias in hiring, earnings, funding, and recognition by means of prestigious awards. In this study we focus on gender differences in funding applications. Multiple factors have been proposed as potentially underlying mechanisms creating differences in funding rates between men and women, including bias in peer review processes and differences in language use. In this study we use a set of 1560 full-text applications in the natural and technical sciences that were subjected to a double-blind review process at a Danish private funder to analyse gendered writing as a potential factor causing differences in funding rates. Reproducing analyses from previous studies that found significant differences in writing styles, we analyse patterns in the use of positive words, levels of readability, concreteness and sentiment. Unlike previous studies, we only find minimal differences in writing style between the sexes. We conclude that writing styles are unlikely to account for skewed funding patterns and suggest ways in which funding programmes can be designed to provide fair opportunities to all applicants. © 2022 American Institute of Physics Inc.. All rights reserved.

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