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  • 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,
    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.
    ;
    Schneider, J.W.
    ;
    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.
  • 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,
    Ending Gender Inequality in Cardiovascular Clinical Trial Leadership: JACC Review Topic of the Week Open PDF 
    (2021)
    Van Spall, Harriette G. C.
    ;
    Lala, Anuradha
    ;
    Deering, Thomas F.
    ;
    Casadei, Barbara
    ;
    Zannad, Faiez
    Women are under-represented as leaders of cardiovascular randomized controlled trials, representing 1 in 10 lead authors of cardiovascular trials published in high-impact journals. Although the proportion of cardiovascular specialists who are women has increased in recent years, the proportion of cardiovascular clinical trialists who are women has not. This gap, underpinned by systemic sexism, has not been adequately addressed. The benefits of diverse randomized controlled trial leadership extend to patients and professionals. In this position statement, we present strategies adopted by some organizations to end gender inequality in research leadership. We offer an actionable roadmap for early-career researchers, scientists, academic institutions, professional societies, trial sponsors, and journals to follow, with the goal of harnessing the strength of women and under-represented groups as research leaders and facilitating a just culture in the cardiovascular clinical trial enterprise.