The five dominant themes covered 51 publications that fell into broad categories: (1) Barriers to Career Advancement, (2) Mentoring, Coaching, and Sponsorship, (3) Career Flexibility and Work-Life Balance, (4) Pathways to Leadership, and (5) Compensation Equity.
Six themes were subsequently chosen by the authors as best representative of the Partnership’s impact. Attendees chose broad topics in which they had research expertise to work in subgroups to review and prioritize their published work. headquarters of the Association of American Medical Colleges (AAMC) in the Spring of 2017 for the PIs to discuss next steps in their work, prioritize areas of impact, and discuss best practices and dissemination strategies. One of the co-chairs of the Research Partnership (PC) obtained a grant from the Doris Duke Charitable Foundation to hold an onsite meeting at the Washington, D. As of this writing, over 100 manuscripts, including a special collection in 2016 in Academic Medicine 4 and in 2017 in the Journal of Women’s Health 5, have been published by the grantees.įollowing completion of the 4-year grants, the PIs formed a grassroots collaborative, the “Research Partnership on Women in Science Careers”, co-chaired by three of the authors (PC, DH, AV) to increase the impact of their work and share best practices.
The 14 NIH R01 Research Partnership grantees (listed online in Appendix 1) embarked on studies, some of which defined the current issues for women, and others that tested interventions to address barriers. In 2006, the National Academy of Sciences, National Academy of Engineering, and the Institute of Medicine published a landmark report: “Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering.” 3 Produced by the Committee on Science, Engineering, and Public Policy and chaired by the former Secretary of Health and Human Services, Donna Shalala, the document underscored that “the United States economy relies on the productivity, entrepreneurship, and creativity of its people… to maintain its scientific and engineering leadership amid increasing economic and educational globalization, the United States must aggressively pursue the innovative capacity of all its people-women and men.” In response, the NIH Office of Research on Women’s Health funded 14 R01 grants to investigate causal factors to career success for women in Academic Science and Engineering. 1 Women face barriers including an academic structure and culture that has been difficult to change, a deeply entrenched faculty value system, and ingrained sociocultural norms that define social roles, and impede organizational innovation and leadership diversity. Implementing the best practices noted of the work of the Research Partnership can help to achieve this goal.ĭespite four decades of increasing numbers of women in academic medicine, their proportions remain low in senior academic rank and leadership positions. ConclusionsĬultural transformation is needed to address the barriers to career advancement for women. Strategies to address these barriers using the Bronfenbrenner ecological model at the individual, interpersonal, institutional, academic community, and policy levels include effective mentoring and coaching, having a strong publication record, addressing prescriptive gender norms, positive counter-stereotype imaging, career development training, networking, and external career programs such as the AAMC Early and Mid-Career Programs and Executive Leadership in Academic Medicine (ELAM). Women still contend with sexual harassment, stereotype threat, a disproportionate burden of family responsibilities, a lack of parity in compensation and resource allocation, and implicit bias.
We developed six themes to organize the publications, with a “Best Practices” for each theme at the end of each section: Barriers to Career Advancement Mentoring, Coaching, and Sponsorship Career Flexibility and Work-Life Balance Pathways to Leadership Compensation Equity and Advocating for Change and Stakeholder Engagement. To summarize the work of the Research Partnership, which resulted in over 100 publications. Following completion of the 4-year grants, the grant PIs formed a grassroots collaborative, the Research Partnership on Women in Science Careers. In response to the landmark report “Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering,” the NIH Office of Research on Women’s Health issued a request for applications that funded 14 R01 grants to investigate causal factors to career success for women in STEM.
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