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Start date: 2023Viewpoints: search.filters.viewpoints.Grants & Awards

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  • Item type:Publication,
    Perspectives and needs of neonatology division directors regarding gender equity Open PDF 
    (Springer Science and Business Media LLC, 2024-10-30)
    Machut, Kerri Z.
    ;
    Owens, Lisa
    ;
    Gadek, Lauren
    ;
    Kataria-Hale, Jasmeet
    ;
    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.
  • Item type:Publication,
    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
    ;
    Milner, Lisa
    ;
    Shaygi, Behnam
    ;
    Stewart, Michael
    ;
    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.
  • Item type:Publication,
    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.
  • Item type:Publication,
    Women in Science. Experiences of Academics in Switzerland
    (Transcript, 2025-08-12)
    De Cia Annalisa
    ;
    Hellmüller, Sara
    ;
    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.
  • Item type:Publication,
    Analysis of NIH K99/R00 Awards and the Career Progression of Awardees
    (bioRxiv, 2023)
    Woitowich, Nicole C.
    ;
    Hengel, Sarah R.
    ;
    Solis, Christopher
    ;
    Vilgalys, Tauras P.
    ;
    Babdor, Joel
    Many postdoctoral fellows and scholars who hope to secure tenure-track faculty positions in the United States apply to the National Institutes of Health (NIH) for a Pathway to Independence Award. This award has two phases (K99 and R00) and provides funding for up to five years. Using NIH data for the period 2006-2022, we report that ∼230 K99 awards were made every year, representing up to ∼$250 million annual investment. About 40% of K99 awardees were women and ∼89% of K99 awardees went on to receive an R00 award annually. Institutions with the most NIH funding produced the most recipients of K99 awards and recruited the most recipients of R00 awards. The time between a researcher starting an R00 award and receiving a major NIH award (such as an R01) ranged between 4.6 and 7.4 years, and was significantly longer for women, for those who remained at their home institution, and for those hired by an institution that was not one of the 25 institutions with the most NIH funding. Shockingly, there has yet to be a K99 awardee at a historically Black college or university. We go on to show how K99 awardees flow to faculty positions, and to identify various factors that influence the future success of individual researchers and, therefore, also influence the composition of biomedical faculty at universities in the US.
  • Item type:Publication,
    Observable and unobservable causes of the gender gap in S&T funding for young researchers Open PDF 
    (2023)
    Suarez, D
    ;
    Fiorentin, F
    ;
    Pereira, M
    The objective of this paper is to study the relationship between academic performance, gender, and science and technology grants. The empirical analysis is based on the Argentinean Fund for Scientific and Technological Research 'Scientific and Technological Research Projects' (FONCYT-PICT). The methodology is based on a multivariate decomposition for non-linear response models, an extension of the Oaxaca-Blinder decomposition. Results confirm the presence of a gender gap. Women have lower probabilities of being awarded with funds than men, even when academic trajectories are alike. Results show that even if the productivity gap is closed, men's and women's trajectories are differently valued against women, and this negatively impacts their probability of being awarded. Therefore, even if women manage to publish more and-somehow-be more cited, the gap will persist. Explicit public policy measures are required to close the current gap and stop reproducing it.
  • Item type:Publication,
    Achieving gender equity in academic psychiatry – barriers to involvement and solutions for success Open PDF 
    (SAGE Publications Ltd, 2024)
    Galbally, Megan
    ;
    Kotze, Beth
    ;
    Bell, Caroline
    ;
    Quadrio, Carolyn
    ;
    Galletly, Cherrie
    ObjectiveWomen face considerable barriers in pursuing careers in academic psychiatry.MethodsA group of Australian and New Zealand academic women psychiatrists convened in September 2022 to identify and propose solutions to increase opportunities for women in academic psychiatry.ResultsLimiting factors were identified in pathways to academia including financial support, engagement and coordination between academia and clinical services, and flexible working conditions. Gender biases and the risk of burnout were additional and fundamental barriers. Potential solutions include offering advanced training certificates to enable trainees to commence a PhD and Fellowship contemporaneously; improved financial support; expanding opportunities for research involvement; establishing mentoring opportunities and communities of practice; and strategies to enhance safety at work and redress gender bias and imbalance in academia.ConclusionsSupport for women in research careers will decrease gender disparity in academic psychiatry and may decrease problematic gender bias in research. Fellows and trainees, the RANZCP, universities, research institutes, governments, industry and health services should collaborate to develop and implement policies supporting changes in working conditions and training. Facilitating the entry and retention of women to careers in academic psychiatry requires mentoring and development of a community of practice to provide and enable support, role modelling, and inspiration.