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Fewer women than men follow investigator career path after fellowship
Access to childcare and female mentors may encourage more women to pursue academic careers.
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Data from a study conducted by researchers at the NIH have shown that many women leave academic research when moving from fellowship to a faculty position.
According to a report in EMBO Reports, the number of women in tenure-track positions has not changed in the last 10 years. Although women comprise approximately 45% of the biomedical science fellow population, they comprise only 29% of the tenure-track investigator population. Women comprise only 19% of tenured senior investigator appointments.
As a result of this information, the NIH established the Second Task Force on the Status of NIH Intramural Scientists. The Postdoctoral Fellows Subcommittee of this task force set out to identify factors that inhibit women from moving into principal investigator roles.
In a web-based survey of more than 2,400 fellows at the NIH, more than two-thirds of the men indicated they were considering a principal investigator position, compared with only one-half of women.
More women than men indicated that having children, spending time with family and the demanding schedule were factors in their decisions. Similarly, more women than men were likely to make concessions in their careers to accommodate their husbands’ careers.
“We have identified that family considerations are a major deterrent, a finding that is consistent with other studies,” the researchers wrote. “Research institutes must therefore recognize that female postdoctoral fellows still face dilemmas that are universally shared by women throughout the workplace — no matter how extensive their training and their commitment.”
Private practice vs. academia
This report highlights an issue that is not unique to oncology or even medicine in general. Women have long had to weigh careers with taking care of their families. Data from this study also indicate that although women and men had similar abilities, women tended to express lower confidence in their skills.
According to Anne Blaes, MD, a hematology/oncology fellow at the University of Minnesota and a member of the Fellows’ Affairs editorial board for Hem/Onc Today, an academic career does not offer the same flexibility as a private practice career. In private practice, for example, there is the opportunity to work part-time, and physicians have more time off.
“A lot of women like private practice because they can spend more time with their children and at home, whereas in an academic setting that is not necessarily the case,” Blaes said in an interview. “I know a few women who work part-time in the academic setting, but I can think of many who work part-time in private practice. It offers more flexibility.”
Aside from balancing the roles of teacher, researcher and clinician, securing funding is a major part of academic work and is an additional time-consuming battle for those in an academic career. In private practice, salary is paid through clinical work only, Blaes said. There are different types of demands in the private practice setting, however.
Balancing clinical responsibilities, research and personal/family life is a primary concern of any physician who chooses an academic career. As a principal investigator, researchers must take on a number of additional tasks. Such tasks include meeting with company sponsors and oncology research groups, which often requires travel.
“Some people would rather have more clinical experience, as opposed to being an investigator and juggling all of these meetings and conferences,” Wajeeha Razaq, MD, an oncology fellow at St. Luke’s-Roosevelt Hospital Center in New York, and a member of the Fellows’ Affairs editorial board for Hem/Onc Today, said in an interview. “Being a clinical investigator comes with many responsibilities that could take a lot of time from your clinical practice and your family. It is difficult, but it is possible.”
Mentors
According to the study, fellowship training should take into account the needs of women. The researchers reported that most mentors are men, and women fellows have few women role models. There are few women in high academic positions that are available as mentors, Blaes said.
For women trying to balance their careers and their families, it is difficult to find mentors, Blaes said. A good mentor, whether man or woman, is crucial. Although an academic mentor is necessary to help fellows establish career goals and learn to be investigators, there are other things to take into consideration.
“There is certainly some utility in having a woman as a mentor,” Blaes said. “When I think about making a career choice, I certainly look for women who have experience with balancing careers and children. I do not mean to discount a man’s ability to balance being a father with their careers. However, there are women-specific issues, such as pregnancy, maternity leave and breast-feeding, that a man cannot help with. Not having someone available to answer those types of questions can be detrimental.”
Razaq also said that women mentors would be helpful.
“You always want to have some role model in front of you,” Razaq said. “Women who have set examples could offer advice on managing their time and juggling clinical duties, research and family time. I do not know if it is possible to have more female mentors, but it would have an effect.”
Women’s needs
An academic career is difficult, but personal choices and dedication are keys to success.
“I like to do research, and it is my choice to balance everything,” Razaq said. “I have no advice, except to say if you really want to do it, you will find a way to manage it. I have a son, and balancing the time is difficult. But with help from my friends, family and husband, it is possible.”
Blaes also has a young son and is pursuing an academic career. She agrees that help from her supportive spouse and her family makes her career possible.
Access to good and secure childcare is critical to success, Blaes said. Women need to be comfortable that their children are being taken care of when they are not home. Some institutions have childcare facilities onsite, which research has shown is important to retaining women workers.
Blaes also said it would be beneficial for institutions to offer “sick” daycare, where women can leave children who are sick and cannot go to school or regular daycare. The Mayo Clinic offers such a program.
“If you know your children are taken care of, you can really focus on work, learning and taking care of patients the way you need to, rather than being pulled back and forth,” Blaes said. “Having a supportive spouse and family, as well as childcare, I have been able to pursue a career in academics and plan to continue on this path. I feel really lucky to be able to do both — be a mom and be an academic.”
In addition to childcare resources, academic institutions need to consider ways to provide flexibility, such as through part-time work, jobsharing, etc., Blaes said.
“Policies and incentives alone are not sufficient,” the researchers wrote. “The scientific culture itself needs to change and accept the needs of women and men who wish to combine family and scientific careers.” – by Emily Shafer
For more information:
- Martinez ED, Botos J, Dohoney KM, et al. Falling off the academic bandwagon: Women are more likely to quit at the postdoc to principal investigator transition. EMBO Rep. 2007;8:977-981.