Sofia B Fernandez1, Rachel D Clarke2, Diana M Sheehan3, Mary Jo Trepka4, Suzanna M Rose5. 1. S.B. Fernandez is a postdoctoral research fellow, Investigator Development Core, Research Center for Minority Institutions, Florida International University, Miami, Florida; ORCID: https://orcid.org/0000-0001-6243-9463. 2. R.D. Clarke is a postdoctoral research fellow, Community-Based Research Institute, Florida International University, Miami, Florida; ORCID: https://orcid.org/0000-0001-9606-2510. 3. D.M. Sheehan is assistant professor, Department of Epidemiology, Robert Stempel College of Public Health and Social Work, and co-investigator, Investigator Development Core, Research Center for Minority Institutions, Florida International University, Miami, Florida; ORCID: https://orcid.org/0000-0002-1316-3189. 4. M.J. Trepka is professor and chair, Department of Epidemiology, Robert Stempel College of Public Health and Social Work, and principal investigator, Investigator Development Core, Research Center for Minority Institutions, Florida International University, Miami, Florida; ORCID: https://orcid.org/0000-0002-6585-1194. 5. S.M. Rose is associate provost, Office to Advance Women, Equity, and Diversity in Academic Affairs, and professor of psychology, Florida International University, Miami, Florida; ORCID: https://orcid.org/0000-0002-0946-4173.
Abstract
PURPOSE: Despite efforts to increase the representation of women in the national scientific workforce, results still lag. While women's representation in health-related sciences has increased substantially, women remain underrepresented in senior leadership roles. This study was conducted to elucidate influences at the individual, interpersonal, organizational, and societal levels that present as barriers to and facilitators for advancement in research careers for women, with the goal of promoting and retaining a more diverse leadership. METHOD: The authors conducted individual, 1-hour, in-depth, semistructured interviews with 15 female early stage investigators pursuing careers in health sciences research at a large minority-serving institution in Florida in 2018. Interview guides were designed by using a social ecological framework to understand the influence of multilevel systems. Employing a qualitative approach, drawing from a phenomenological orientation, 2 researchers independently coded transcripts and synthesized codes into broad themes. RESULTS: Barriers and facilitators were reported at all ecological levels explored. Illustrative quotations reflect the unequal distribution of familial responsibilities that compete with career advancement, family members' lack of understanding of the demands of a research career, the importance of female mentors, perceived differences in the roles and expectations of female and male faculty at institutions, and normative upheld values that influence early career progression. CONCLUSIONS: Achieving pervasive and sustained changes that move toward gender equity in research requires solutions that address multilevel, explicit and implicit influences on women's advancement in science. Suggestions include shifting familial and institutional norms, creating support systems for women with female mentors, and enforcing consistent policies regarding the roles and expectations of faculty. Findings shed light on the influence of gender on career progression by providing context for the experiences of women and underscore the importance of addressing pervasive societal and structural systems that maintain inequities hindering women's progress in the scientific workforce.
PURPOSE: Despite efforts to increase the representation of women in the national scientific workforce, results still lag. While women's representation in health-related sciences has increased substantially, women remain underrepresented in senior leadership roles. This study was conducted to elucidate influences at the individual, interpersonal, organizational, and societal levels that present as barriers to and facilitators for advancement in research careers for women, with the goal of promoting and retaining a more diverse leadership. METHOD: The authors conducted individual, 1-hour, in-depth, semistructured interviews with 15 female early stage investigators pursuing careers in health sciences research at a large minority-serving institution in Florida in 2018. Interview guides were designed by using a social ecological framework to understand the influence of multilevel systems. Employing a qualitative approach, drawing from a phenomenological orientation, 2 researchers independently coded transcripts and synthesized codes into broad themes. RESULTS: Barriers and facilitators were reported at all ecological levels explored. Illustrative quotations reflect the unequal distribution of familial responsibilities that compete with career advancement, family members' lack of understanding of the demands of a research career, the importance of female mentors, perceived differences in the roles and expectations of female and male faculty at institutions, and normative upheld values that influence early career progression. CONCLUSIONS: Achieving pervasive and sustained changes that move toward gender equity in research requires solutions that address multilevel, explicit and implicit influences on women's advancement in science. Suggestions include shifting familial and institutional norms, creating support systems for women with female mentors, and enforcing consistent policies regarding the roles and expectations of faculty. Findings shed light on the influence of gender on career progression by providing context for the experiences of women and underscore the importance of addressing pervasive societal and structural systems that maintain inequities hindering women's progress in the scientific workforce.