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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
Gender Disparities in Medical Student Research Awards: A 13-Year Study from the Yale School of Medicine Open PDF
(Lippincott Williams and Wilkins, 2018)
King, J.T.
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Angoff, N.R.
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Forrest, J.N.
;
Justice, A.C.
Purpose The Liaison Committee on Medical Education mandates instruction in research conduct, and many U.S. Medical schools require students to complete a research project. All Yale School of Medicine (YSM) graduating students submit a research thesis, and ∼5% are awarded highest honors. Gender disparities exist in areas related to physician research productivity, including academic rank, research funding, and publications. The authors asked whether gender disparities exist for medical student research. Method The authors conducted a retrospective review of 1,120 theses submitted by graduating medical students from 2003 to 2015 at YSM and collected data on gender, mentoring, research type, sponsoring department, and other characteristics. Multivariate logistic regression modeling examined gender differences in medical student research awards. Results Women authored 50.9% of theses, but earned only 30.9% of highest honors awards (OR 0.41; 95% CI: 0.23, 0.74). Among factors associated with increased receipt of highest honors that differed by gender, men were more likely than women to work with a mentor with a history of three or more thesis honorees, take a fifth year of study, secure competitive research funding, undertake an MD-master of health science degree, and conduct laboratory research (all P <.001). After adjustment for these factors, and for underrepresented in medicine status and sponsoring department, women remained less likely to receive highest honors (OR 0.51; 95% CI: 0.27, 0.98). Conclusions Women YSM students were less likely to receive highest honors for medical research. Gender disparities in postgraduate biomedical research success may start during undergraduate medical education. © 2018 by the Association of American Medical Colleges. Unauthorized reproduction of this article is prohibited.
COVID-19 Threatens Progress Toward Gender Equity Within Academic Medicine Open PDF
(2021)
Woitowich, Nicole C.
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Jain, Shikha
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Arora, Vineet M.
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Joffe, Hadine
Women remain underrepresented within academic medicine despite past and present efforts to promote gender equity. The authors discuss how the COVID-19 pandemic could stymie progress toward gender parity within the biomedical workforce and limit the retention and advancement of women in science and medicine. Women faculty face distinct challenges as they navigate the impact of shelter-in-place and social distancing on work and home life. An unequal division of household labor and family care between men and women means women faculty are vulnerable to inequities that may develop in the workplace as they strive to maintain academic productivity and professional development without adequate assistance with domestic tasks and family care. Emerging data suggest that gender differences in academic productivity may be forthcoming as a direct result of the pandemic. Existing gender inequities in professional visibility, networking, and collaboration may be exacerbated as activities transition from in-person to virtual environments and create new barriers to advancement. Meanwhile, initiatives designed to promote gender equity within academic medicine may lose key funding due to the economic impact of COVID-19 on higher education. To ensure that the gender gap within academic medicine does not widen, the authors call upon academic leaders and the broader biomedical community to support women faculty through deliberate actions that promote gender equity, diversity, and inclusion. The authors provide several recommendations, including faculty needs assessments; review of gender bias within tenure-clock-extension offers; more opportunities for mentorship, sponsorship, and professional recognition; and financial commitments to support equity initiatives. Leadership for these efforts should be at the institutional and departmental levels, and leaders should ensure a gender balance on task forces and committees to avoid overburdening women faculty with additional service work. Together, these strategies will contribute to the development of a more equitable workforce capable of transformative medical discovery and care.
Are gender gaps due to evaluations of the applicant or the science? A natural experiment at a national funding agency Open PDF
(2019)
Witteman, Holly O
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Hendricks, Michael
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Straus, Sharon
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Tannenbaum, Cara
Background Across countries and disciplines, studies show male researchers receive more research funding than their female peers. Because most studies have been observational, it is unclear whether imbalances stem from evaluations of female research investigators or of their proposed research. In 2014, the Canadian Institutes of Health Research created a natural experiment by dividing investigator-initiated funding applications into two new grant programmes: one with and one without an explicit review focus on the calibre of the principal investigator. Methods We analysed application success among 23 918 grant applications from 7093 principal investigators in all investigator-initiated Canadian Institutes of Health Research grant programmes between 2011 and 2016. We used generalised estimating equations to account for multiple applications by the same applicant and compared differences in application success between male and female principal investigators under different review criteria. Findings Overall application success across competitions was 15·8%. After adjusting for age and research domain, the predicted probability of success in traditional programmes was 0·9 percentage points lower for female applicants than male applicants (95% CI 2·0 lower–0·2 higher; odds ratio 0·934, 95% CI 0·854–1·022). In the new programme, in which review focused on the proposed science, the gap remained 0·9 percentage points (3·2 lower–1·4 higher; 0·998, 0·794–1·229). In the new programme with an explicit review focus on the calibre of the principal investigator, the gap was 4·0 percentage points (6·7 lower–1·3 lower; 0·705, 0·519–0·960). Interpretation Gender gaps in grant funding are attributable to less favourable assessments of women as principal investigators, not of the quality of their proposed research. We discuss reasons less favourable assessments might occur and strategies to foster fair and rigorous peer review. Funding None.
Does Gender Bias Still Affect Women in Science? Open PDF
(2019)
Roper, Rachel L.
The percentage of women employed in professional scientific positions has been low but is increasing over time. The U.S. National Institutes of Health and the National Science Foundation have both implemented programs to improve women's participation in science, and many universities and companies have diversity and equity programs. While most faculty and scientists believe that they are fair and unbiased, numerous well-designed studies published in leading peer-reviewed journals show that gender bias in sciences and medicine is widespread and persistent today in both faculty and students. Recent studies show that gender bias affects student grading, professional hiring, mentoring, tenure, promotion, respect, grant proposal success, and pay. In addition, sexual harassment remains a significant barrier. Fortunately, several studies provide evidence that programs that raise conscious awareness of gender bias can improve equity in science, and there are a number of recommendations and strategies for improving the participation of women.
Gender differences in grant and personnel award funding rates at the Canadian Institutes of Health Research based on research content area: A retrospective analysis Open PDF
(2019)
Burns, Karen E. A.
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Straus, Sharon E.
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Liu, Kuan
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Rizvi, Leena
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Guyatt, Gordon
Background: Although women at all career stages are more likely to leave academia than men, early-career women are a particularly high-risk group. Research supports that women are less likely than men to receive research funding; however, whether funding success rates vary based on research content is unknown. We addressed gender differences in funding success rates for applications directed to one or more of 13 institutes, representing research communities, over a 15-year period. Methods and findings: We retrospectively reviewed 55,700 grant and 4,087 personnel award applications submitted to the Canadian Institutes of Health Research. We analyzed application success rates according to gender and the primary institute selected by applicants, pooled gender differences in success rates using random effects models, and fitted Poisson regression models to assess the effects of gender, time, and institute. We noted variable success rates among grant applications directed to selected institutes and declining success rates over time. Women submitted 31.1% and 44.7% of grant and personnel award applications, respectively. In the pooled estimate, women had significantly lower grant success (risk ratio [RR] 0.89, 95% confidence interval [CI] 0.84-0.94; p < 0.001; absolute difference 3.2%) compared with men, with substantial heterogeneity (I2 = 58%). Compared with men, women who directed grants to the Institutes of Cancer Research (RR 0.86, 95% CI 0.78-0.96), Circulatory and Respiratory Health (RR 0.74, 95% CI 0.66-0.84), Health Services and Policy Research (RR 0.78, 95% CI 0.68-0.90), and Musculoskeletal Health and Arthritis (RR 0.80, 95% CI 0.69-0.93) were significantly less likely to be funded, and those who directed grants to the Institute of Aboriginal People's Health (RR 1.67, 95% CI 1.0-2.7) were more likely to be funded. Overall, women also had significantly lower personnel award success (RR 0.75, 95% CI 0.65-0.86; p < 0.001; absolute difference 6.6%). Regression modelling identified that the effect of gender on grant success rates differed by institute and not time. Study limitations include use of institutes as a surrogate identifier, variability in designation of primary institute, and lack of access to metrics reflecting applicants, coapplicants, peer reviewers, and the peer-review process. Conclusions: Gender disparity existed overall in grant and personnel award success rates, especially for grants directed to selected research communities. Funding agencies should monitor for gender differences in grant success rates overall and by research content.
European Research Council: Excellence and leadership over time from a gender perspective Open PDF
(2019)
Bautista-Puig, N.
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García-Zorita, C.
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Mauleón, E.
European Research Council Grants (ERC) have become the most important vehicle for funding scientific research in the EU. Since their creation in 2007, they have provided funding for around 7,000 of the nearly 70,000 proposals for research projects submitted. With a success rate of about 11%, these Grants are highly competitive. Despite major advancement of women's participation in research activity, women overall remain the minority in Science, Technology, Engineering and Mathematics (STEM disciplines). Against that backdrop, this article analyses men's and women's presence in ERC Grants. The gender balance in the ERC Grant, have been examined in three dimensions: Excellence Awarded; Scientific Leadership Position; and Time Series Evolution. The results show that female presence is lower than men as submitted (26% vs 74%), granted (22% vs 78%), expert panel members (28% vs 72%), and as a panel chair (26% vs 74%). State-space prediction of the future pattern of these grants shows that time has no clearly beneficial effect on women's participation as applicants, granted, expert panel members or panel chairs, particularly in the area of Physics and Engineering. © 2019 The Author(s).

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