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Start date: 2024Viewpoints: search.filters.viewpoints.PhD Level

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  • Item type:Publication,
    Fostering trustworthy dialogue on race, ethnicity and gender in a mentoring and leadership program for academic medicine faculty Open PDF 
    (Springer Science and Business Media LLC, 2025-12-30)
    Pololi, Linda
    ;
    Brimhall-Vargas, Mark
    ;
    Mojto, Alison Milofsky
    Background Inequity and marginalization of faculty historically underrepresented in academic medicine persist. As medical schools seek to increase the diversity and success of all their faculty, there is a need for effective change activities to address racism and sexism in medicine. We present an evaluation of an exercise aimed at enhancing cross-cultural awareness and valuing of diversity that was embedded in a faculty mentoring and leadership program in academic medicine. Most cross-cultural training fails to include opportunity to practice these difficult conversations in a diverse group. Methods Participants were 80 MD and PhD multidisciplinary medical school faculty who participated in five implementations of the yearlong C-Change Mentoring and Leadership Institute between 2018 and 2023. 43% of faculty were from underrepresented racial and ethnic groups, 60% were female, 65% were physicians and 35% had a PhD degree. We conducted a qualitative analysis of written and oral faculty responses to a collection of verbatim quotations of underrepresented minority and female faculty that described experiences of being discriminated against in the workplace. Thematic analysis of written and oral data was inductive, allowing themes to emerge from the data. Results Themes that emerged in the data from these facilitated conversations were: increased awareness of racism, recognition of lack of knowledge; connection, shared experience, and empathy; blame, judgment, dismissiveness, and deflection; focus on solutions/paths for change; the nature of prejudice; and reflection on their role in the system. The themes in participant responses illustrated the developmental stages of identity awareness in White and underrepresented minority persons. Participating faculty were able to productively engage in difficult conversations across race, ethnicity and gender. Conclusions The facilitated exercise engendered reflection, dialogue and learning about racism, sexism and identity development. Such exercises can open spaces of possibility for change at the individual level as well as the creation of inclusive cultures necessary for systemic change to occur.
  • Item type:Publication,
    Consequences of Affirmative Action: The Impact of Hiring a Female Professor
    (2025)
    Mähr, Maximilian
    This paper studies how appointing a female professor through affirmative action affects hiring decisions and gender attitudes of faculty. For identification I use the introduction of a nationwide affirmative action policy in Germany that provides subsidies to departments appointing women to permanent full professorships. Using administrative data on all academic personnel employed at German public universities, I find that exposure to a female professor increases the share of female Ph.D. students but leaves hiring of women among full professors, assistant professors, and postdoctoral researchers unaffected. The rise in female Ph.D. enrollment is driven by individuals who completed their undergraduate studies in the same department. Additional findings show that after a woman joins the department, young male faculty members increase their collaboration with female colleagues. Further, I document that research productivity and direction are unaffected by the presence of an additional woman. Finally, I estimate that approximately two-thirds of subsidized female appointments would have occurred without the program.
  • Item type:Publication,
    Ivory tower in MD/PhD programmes: sticky floor, broken ladder and glass ceiling Open PDF 
    (2024)
    Lail, Achint
    ;
    Ding, Jeffrey
    ;
    Leyva, Brayden K.
    ;
    Jalal, Sabeena
    ;
    Nakae, Sunny
    OBJECTIVE: Achieving gender equity in academic medicine is not only a matter of social justice but also necessary in promoting an innovative and productive academic community. The purpose of this study was to assess gender distribution in dual MD/PhD academic programme faculty members across North America. METHODS: Academic metrics were analysed to quantify the relative career success of academic faculty members in MD/PhD programmes. Measured parameters included academic and leadership ranks along with nominal research factors such as peer-reviewed research publications, H-index, citation number and years of active research. RESULTS: Χ² analysis revealed a statistically significant (p<0.0001, χ²=114.5) difference in the gender distribution of faculty and leadership across North American MD/PhD programmes. Men held 74.2% of full professor positions, 64% of associate professor positions, 59.4% of assistant professor positions and 62.8% of lecturer positions. Moreover, men occupied a larger share of faculty leadership roles with a statistically significant disparity across all ranks (p<0.001, χ²=20.4). A higher proportion of men held positions as department chairs (79.6%), vice chairs (69.1%) and programme leads (69.4%). CONCLUSION: Gender disparity was prevalent in the MD/PhD programmes throughout North America with women achieving a lower degree of professional stature than men. Ultimately, steps must be taken to support women faculty to afford them better opportunities for academic and professional advancement.
  • 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.
  • Item type:Publication,
    Gender disparities in research fields in Russia: dissertation authors and their mentors Open PDF 
    (2024)
    Chechik, E.
    This study examines gender disparities in research fields as measured by scientific output in dissertations at two levels within the Russian academic system: PhD and the more advanced Doctor of Science (DS). The data for this study were extracted from over 250,000 dissertations spanning from 2005 to 2016. The chosen data source offers several advantages over bibliometric data for the purpose of this study: (a) it provides representative data, including the Social Sciences and Humanities and STEM fields; (b) gender disambiguation is straightforward due to the gendered nature of Russian patronyms; (c) it allows for easier attribution of text, as there is no need to attribute it to the first author in multi-authored publications; (d) it provides insights into the career stage by differentiating between PhD and DS authors, as well as between PhD and DS mentors. The results of this study reveal a gender imbalance across research fields and academic career levels. Furthermore, our observations indicate that male mentors more frequently collaborate with male authors, and female mentors with female authors, exceeding what would be expected by random chance. This gender homophily is evident in most research fields. While the results largely confirm findings from studies conducted in other countries, the four advantages mentioned above make this study an essential extension of studies based on bibliometric data. This research sheds light on the gender structure within research fields in Russia and invites nuanced discussions about achieving gender equality in the context of identified gender homophily. © Akadémiai Kiadó, Budapest, Hungary 2024.
  • Item type:Publication,
    Half Empty and Half Full? Women in Economics and the Rise in Gender-Related Research
    (Institute of Labor Economics (IZA), 2024)
    Antman, Francisca M.
    ;
    Doran, Kirk
    ;
    Qian, Xuechao
    ;
    Weinberg, Bruce A.
    Using the EconLit dissertation database and large-scale algorithmic methods that identify author demographics from names, we investigate the connection between the gender of economics dissertators and dissertation topics. Despite stagnation in the share of women among economics Ph.D.s in recent years, there has been a remarkable rise in gender-related dissertations in economics over time and in many sub-fields. Women economists are significantly more likely to write gender-related dissertations and bring gender-related topics into a wide range of fields within economics. Men in economics have also substantially increased their interest in gender-related topics.
  • Item type:Publication,
    Will they always be living the Sisyphus punishment? The triple whammy for racialized women: a qualitative investigation of primary care researchers in Canada Open PDF 
    (2024)
    Aggarwal, Monica
    ;
    Wong, Sabrina T.
    Background Existing literature overlooks the role of gender and race on research productivity, particularly in the context of primary care research. This study examines how gender and race influence the research productivity of primary care researchers in Canada, addressing a gap in existing literature. Methods Qualitative, descriptive methods were used, involving 60-min interviews with 23 Canadian primary care researchers. 13 participants were female (57%) and 10 participants (43%) were male. Fourteen participants were White (non-racialized; 61%), 8 were racialized (35%) and 1 did not comment on race (4%). Reflexive thematic analysis captured participant perceptions of factors influencing research productivity, including individual, professional, institutional, and systemic aspects. Findings Systemic bias and institutional culture, including racism, sexism, and unconscious biases against racialized women, emerge as key barriers to research productivity. The parenting life stage further compounds these biases. Barriers include lack of representation in faculty roles, toxic work environments, research productivity metrics, and exclusion by colleagues. Participants indicated that institutional reforms and systemic interventions are needed to foster a diverse, equitable, and inclusive environment. Strategies include recruiting equity-focused leaders, increasing representation of racialized female faculty, diversity training, mentorship programs, providing meaningful support, flexible work arrangements, and protected research time. Sponsors can offer more targeted grants for female and racialized researchers. Adjusting metrics for gender, race, parenthood, and collaborative metrics is proposed to enhance diversity and inclusion among researchers. Interpretation This study underscores the importance of addressing systemic bias at institutional and systemic levels to create a fair and supportive environment for primary care researchers. A multitude of strategies are needed including increasing representation of racialized female faculty, creating supportive and psychologically safe work environments, and public reporting of data on faculty composition for accreditation and funding decisions. Together, these strategies can alleviate the triple whammy and free these researchers from the Sisyphus Punishment – the absurdity of being asked to climb a hill while pushing a boulder with no hope of reaching the top. Funding College of Family Physicians of Canada.