Our purpose is to address inequality within the medical research field.
We advocate for diverse workplace cultures that encourage participation, leadership and strive to implement positive change that ensures a brighter future.
Addressing Inequalities
There is no shortage of women entering medical research. However, differences in the rates of retention and promotion between men and women result in the classic “scissor plot” as seen in this graph of data collected from our institutes in 2019.
Why are the high numbers of women completing science PhD’s not translating to high numbers of women at more senior levels?
The reasons are complex and include, but not limited to:
Unconscious Bias
Unconscious bias and normalised discriminatory behaviours affect access to collaboration, publication and funding opportunities.
Lack of Role Models
A lack of role models, inequitable access to mentoring and support, sponsorship, and other drivers of career progression in medical research.
Carer Responsibilities
Pressures of balancing family and carer responsibilities with competitive access to opportunities for research and career progression.
The lack of diversity in science leadership is limiting scientific discovery and breakthrough research.
Diverse workplace cultures.
In recent years a body of research tells us that nonhomogeneous teams are simply smarter and more gender-balanced teams are better at promoting an environment where innovation can flourish.