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  • Item type:Publication,
    Who is publishing journal articles during graduate school? Racial and gender inequalities in biological sciences over time. Open PDF 
    (American Psychological Association (APA), 2022-02)
    Roksa, Josipa
    ;
    Wang, Yapeng
    ;
    Feldon, David
    ;
    Ericson, Matthew
    Despite increased enrolment of women and students from underrepresented racial/ethnic groups in doctoral programs, notable inequalities in academic careers persist. We investigate one potential source of these inequalities: publication rates during graduate school. Results, based on a sample of doctoral students in biological sciences across 53 institutions, indicate that both white women and students from underrepresented racial/ethnic groups (African American and Latinx) have lower publication rates than white men. Notably, these gaps grow over time and are not explained by background factors, socialization experiences, or family obligations. The same patterns persist for first-authored publications for African American and Latinx students, but not white women, suggesting potentially differential mechanisms of exclusion. Implications for research and practice are discussed. © 2021 National Association of Diversity Officers in Higher Education
  • Item type:Publication,
    Priority of Gender and Racial Disparity in Neurology Journals: A Bibliometric Analysis, 2016-2021 Open PDF 
    (2022)
    Mohammed, S.
    ;
    Siddiqi, J.
    Introduction: Medicine and the field of neurology are not immune to gender and racial disparities present more broadly in society. Even within academia there remains a persistent lack of representation of women and racial minorities, but with the recent spotlight on discrimination it is more necessary than ever that prevailing disparities are acknowledged by medical journals and reflected in their publication priorities. This bibliometric study assesses whether social justice trends have influenced the number of articles published that discuss gender and racial disparity in the past 5 years within the top three leading neurological journals. Our assumption is that any trend towards more publications related to gender and racial disparities are reflective of the publication priorities of, and thus the perceived relevance to, the editorial boards of the chosen journals. Methods: Using key word search of "gender,""race,"and "disparity"in the title or context of published papers, the archives of Lancet Neurology, Nature Reviews Neurology, and Alzheimer's & Dementia were reviewed. Results: The results indicated that although there was a slight overall increase in coverage of the aforementioned topics, it was negligible compared to the broad impact of current social justice movements. Conclusion: Our data suggest an inadequate publication priority for scholarly work on gender and racial disparity in the chosen journals, over the latest 5 years reviewed. © 2022
  • Item type:Publication,
    Race, ethnicity, and gender in academic obstetrics and gynecology: 12-year trends Open PDF 
    (2020)
    Wooding, Denise J.
    ;
    Das, Priya
    ;
    Tiwana, Sabeen
    ;
    Siddiqi, Javed
    ;
    Khosa, Faisal
    Background Diversity among healthcare teams enhances team function and improves the quality of patient care and outcomes. Women and racial minorities are historically underrepresented in medicine. However, the representation of gender and racial or ethnic groups in academic obstetrics and gynecology in the United States has not been described in recent years. Objective This study aimed to describe the recent state and trends in gender and racial or ethnic disparities in academic obstetrics and gynecology. Study Design Data from the Association of American Medical Colleges between 2007 and 2018 were analyzed to describe the trends in the representation of women and racial (white, Asian, black) or ethnic (Hispanic) groups. The 12-year trends in representation by academic ranks (all academic physicians, full professor, associate professor, instructor), leadership positions (chairperson), and tenure (not on track for tenure, on track for tenure, or tenured) were depicted. The 12-year trends were assessed using linear regression to determine whether the slope depicting the change in representation of each group from 2007 to 2018 was significantly nonzero. In addition, average representation of each group across the 12-year period was compared using a Student t test (for gender) or analysis of variance (for race and ethnicity). Results In 2018, there were 152 institutions and 6302 academic physicians included in the data set. On average across the 12-year period, academic physicians in obstetrics and gynecology were 43% male, 57% female, 68% white, 12% Asian, 8% black, and 5% Hispanic. Across the 12-year period, there was an increase in the total number of physicians from 4755 to 6302 (+166 per year; 95% confidence interval, 146–186; P<.0001), a 15% increase in the proportion of women (+1.38% per year; 95% confidence interval, 1.08%–1.68%; P<.0001), and an increase in the proportion of physicians from racial minorities (Asian, +0.11% per year; 95% confidence interval, 0.08–0.15; P<.0001; black, +0.07% per year; 95% confidence interval, 0.04–0.09; P=.0002; Hispanic, +0.06% per year; 95% confidence interval, 0.02–0.1; P=.0039). There was a greater proportion of white physicians in higher academic ranks (eg, full professor), leadership positions (eg, chairperson), and tenure than the proportion of white physicians overall, whereas the opposite was true for black and Hispanic physicians. Although women now make up 64% of all academic physicians in obstetrics and gynecology, there remains a far higher proportion of males in leadership positions (chairperson) and higher academic ranks (full professor). Similarly, a greater proportion of males were tenured than females. Conclusion Across the 12-year period, the representation of women and racial minorities has increased in academic obstetrics and gynecology in the United States. There is now a predominance of women, but there remains a trend for a predominance of white and male physicians in higher academic ranks, leadership positions, and tenure. It will be important to assess how these groups are represented in the coming years as the changing demographics of incoming cohorts progress through their careers to more senior positions. Promoting diversity in medical schools, leadership positions, and higher academic ranks may be an important area of focus.
  • Item type:Publication,
    Equity for excellence in academic institutions: a manifesto for change Open PDF 
    (2021)
    Wedekind, Lauren
    ;
    Noé, Andrés
    ;
    Mokaya, Jolynne
    ;
    Tamandjou, Cynthia
    ;
    Kapulu, Melissa
    Higher academic institutions in the UK need to drive improvements in equity, diversity, and inclusion (EDI) through sustainable practical interventions. A broad view of inclusivity is based on an intersectional approach that considers race, geographical location, caring responsibilities, disability, neurodiversity, religion, and LGBTQIA+ identities. We describe the establishment of a diverse stakeholder group to develop practical grass-roots recommendations through which improvements can be advanced. We have developed a manifesto for change, comprising six domains through which academic institutions can drive progress through setting short, medium, and long-term priorities. Interventions will yield rewards in recruitment and retention of a diverse talent pool, leading to enhanced impact and output.
  • Item type:Publication,
    Ph.D. research output in STEM: the role of gender and race in supervision
    (United Nations University - Maastricht Economic and Social Research Institute on Innovation and Technology (MERIT), 2020)
    Rossello, Giulia
    ;
    Cowan, Robin
    ;
    Mairesse, Jacques
    We study whether student-advisor gender and race couples matter for publication productivity of Ph.D. students in South Africa. We consider the sample of all Ph.D.s in STEM graduating between 2000 and 2014, after the recent systematic introduction of doctoral programs in this country. We investigate the joint effects of gender and race for the whole sample and looking separately at the sub-samples of (1) whitewhite; (2) black-black; and (3) black-white student-advisor couples. We find early career productivity differences: while female students publish on average 10% to 20% fewer articles than males, this is true mainly for female students working with a male advisor, not for those working with a female one. These disparities are similar, though more pronounced, when looking at the joint effects of gender and race for the white-white and black-black student-advisor pairs. We also explore whether publication productivity differences change significantly for students with a high, medium, or low 'productivity-profile', and find that they are U-shaped. Female students with a high (or low) 'productivity-profile' studying with female advisors are as productive than male students with a high (or low) 'productivity-profile' studying with male advisors.
  • 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.