Basic science discovery is integral to the fields of dentistry and health care. As chair of the Department of Cell and Tissue Biology at UCSF School of Dentistry, we proudly constitute gender equality with nearly equal women and men. However, we are a rare exception. The “leaky pipeline” of attrition for women advancing their careers in biomedical research is not a myth. Despite women receiving nearly 50% of doctorate and professional degrees in biomedical sciences, women comprise less than 25% of tenured faculty in academia.
Evidence confirms that diversity within a team — including gender diversity — increases creativity, innovation and productivity. But how can we achieve diversity in research when faced with the leaky pipeline of attrition? In our academic and professional lives, there are concrete actions we all can take to increase the representation of women in basic science.
- Maintain an environment where women believe they belong by valuing their voice and talents. As a senior faculty member, I continue to experience gender derogation, including discounting my voice and perspectives during committee meetings, and gender-biased microaggressions. To foster an embracing environment, we should have genuine conversations with women — with apt listening and action — about how their needs can be effectively met. Also, be an active advocate by speaking up when you see women being treated differently in laboratory, committee meetings, conferences, workshops and other areas.
- Ensure effective mentoring (both vertical and longitudinal). Vertical mentoring by more senior investigators provides role models, instills confidence of belonging and achieving success, and builds connections. Longitudinal mentoring with a cohort of peers provides a forum for sharing challenges faced and strategies for overcoming them, including the critical strategy of resilience.
- Teach ways to achieve resilience. This is important for all careers and critical for women and minorities in basic science research. Our profession is fraught with discouragement — whether not receiving a promotion, having a manuscript rejected, or not having a grant application funded. I vividly remember when I encountered discouragement at work and then came home to the delightful enthusiasm and optimism of my children, which presented a work-family dichotomy. The paradox between work and family also contributes to the leaky pipeline syndrome that women experience. With mentoring and guidance, I learned new ways to be resilient, which alleviated my dichotomy.
- Improve management of our implicit biases. Our prejudices contribute to the gender gap, including when ascribing credit for accomplishments, bestowing honors, and organizing seminar series and meetings. Consider taking an Implicit Association Test online to assess your own preconceived beliefs to help override gender stereotypes.
— Diane Barber, endowed professor and chair of the Department of Cell and Tissue Biology at UCSF School of Dentistry
