Mrs. Earline Marshall

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  1. The National Institutes of Health Office of Research on Women’s Health (ORWH) invites you to attend the ORWH Workshop entitled: Methods and Techniques for Integrating the Biological Variable Sex in Preclinical Research on, Monday, October 20, 2014, 7:45 a.m.-5:30 p.m., at the John Edward Porter Neuroscience Building (Building 35), NIH Campus, Bethesda, MD. One of the fundamental variables in preclinical biomedical research is sex: whether a cell, tissue, or animal is female or male. Biological sex is an important consideration for this research that underlies drug development, clinical trials, and prevention approaches. Learn how to incorporate sex to strengthen scientific design from leaders in the field at an upcoming full-day meeting. The event will also be available for viewing via videocast. For the most updated information and to view a draft agenda, please visit: http://orwh.od.nih.gov/news/scientificseminars.asp. To learn more about studying sex to strengthen science, go to http://orwh.od.nih.gov/sexinscience/index.asp.
  2. Volume 7, Issue 4 September 2014 NIH Updates on Women in Science is brought to you by the NIH Working Group on Women in Biomedical Careers. We encourage you to forward this e-newsletter to colleagues who may find it of interest. Feature Articles Elite Male Faculty in the Life Sciences Hire Fewer Women The Women in Medicine and Health Science Program: An Innovative Initiative to Support Female Faculty at the University of Davis School of Medicine Leader Self-Awareness: An examination and implications of women’s under-prediction Articles of Note The Test that Fails Increasing Women in Leadership in Global Health Gender Differences in Resources and Negotiation among Highly Motivated Physician-Scientists Survey of Academic Field Experiences (SAFE): Trainees Report Harassment and Assaults Current News Spotlight: Story Landis, Retirement of the Director of the NINDS Join the Women of Color Research Network Rock Talk: Women in Biomedical Research In Science, It Matters that Women Come Last NIH Responds to Biomedical Workforce Working Group Recommendations Regarding F30 and F31 Awards Diverse Workforce the Key to Better Results Feature Articles Elite Male Faculty in the Life Sciences Employ Fewer Women Sheltzer JM, Smith JC. PNAS. Early Edition http://www.pnas.org/...6/25/1403334111 This group sought to identify the cause of underrepresentation of women at the faculty level in the life sciences. They collected publicly available data, such as university databases and faculty websites, to determine the percentage of women in laboratories at leading US institutions. They found that, overall, male faculty members trained fewer females. Additionally, elite male faculty- defined as faculty whose research was funded through the Howard Hughes Medical Institute, had been elected to the National Academy of Sciences, or had won a major career award- trained significantly fewer women than other male faculty members. No gender bias was detected in the employment patterns of elite female faculty. The authors suggest that one cause of the leaky pipeline is the low percentage of women being trained in high-achieving laboratories. The Women in Medicine and Health Science Program: An Innovative Initiative to Support Female Faculty at the University of Davis School of Medicine Bauman MD, Howell LP, Villablanca AC. Acad Med. [Epub ahead of print]. http://www.ncbi.nlm....pubmed/25006704 In 2000, The University of California Davis School of Medicine established the Women in Medicine and Health Science (WIMHS) program to provide women with opportunities for networking, sponsorship, mentorship, and career development. In this publication, the authors discuss the components and successes of the WIMHS program. Since implementation of the program, there has been an increase in the percentage of women faculty and department chairs. Additionally, the departure rate of women faculty has decreased. The data suggest that the WIMHS program has led to a robust change in the institutional climate. Future initiatives of the program include broader institutional changes to support female faculty, such as on-site child care. Leader Self-Awareness: An Examination and Implications of Women’s Under-Prediction Sturm RE, Taylor SN, Atwater LE, Braddy PW. J Organiz Behav. 2014; Vol 35 (5) 657-677.http://onlinelibrary...b.1915/abstract This study focused on an individual’s ability to anticipate the views of others. Female leaders tend to under-predict how others rate them. Participants in this study were asked to anticipate the views of their bosses. The authors found that women are more likely to under-predict their ratings compared to men. They also found that the supervisor’s gender did not impact ratings. In a second study, women were asked open-ended questions related to the causes and consequences of under-prediction. The results from this study suggest that under-prediction results from lack of self-confidence, difference in feedback needs, learned gender roles, and self-sexism. Additionally, the participants felt that under-prediction is negative for both women and the organization. Articles of Note The Test That Fails Miller C, Stassun K. Nature. 2014 June 12; Vol 510, 303-304. http://www.nature.co...038/nj7504-303a The authors of this column argue that universities place too much emphasis on graduate record examinations (GRE) resulting in decreased diversity within STEM fields. For example, many top-tier institutions only consider applications from prospective students who have scored greater than 700 (out of 800) in a particular area. Within the physical sciences, only 26 percent of women- compared to 73% of men- score greater than 700 on the GRE Quantitative section. The disparity is larger when considering the test scores of individuals from underrepresented groups. The authors argued that using more comprehensive selection criteria is required. Additionally, they recommend interviewing prospective students to examine college and research experiences, leadership experience, service to community, and life goals. Increasing Women in Leadership in Global Health Downs JA, Reif LK, Hokororo A, Fitzgerald DW. Acad Med. Aug 2014; Vol. 89(8) 1103-1107. http://www.ncbi.nlm....pubmed/24918761 Despite the fact that globally, women experience a disproportionate amount of burden of disease and death, the leadership in the field of global health are predominantly men. Multiple trials have demonstrated that women in leadership positions within government organizations implement different policies than men, and these policies are often more supportive of women and children. Additionally, other studies have shown that interventions to increase the number of women in leadership positions have been successful. Therefore, the authors argue that increasing female leadership in global health is feasible and essential. In this perspective, the authors provide suggestions for increasing the number of women in leadership positions. Gender Differences in Resources and Negotiation among Highly Motivated Physician-Scientists Holliday E, Griffith KA, DeCastro R, Stewart A, Ubel P, Jagsi R. J Gen Intern Med. [Epub ahead of print]http://www.ncbi.nlm....pubmed/25112462 This study analyzed gender differences in resources, negotiation behaviors, and negotiation outcomes of researchers who received NIH K08 and K23 awards between 2006 and 2009. Access to research space and perceived adequacy of physical resources did not differ among genders. However, a higher proportion of women reported inadequate access to grants administrators and statistical support. Additionally, women were more likely to ask for reduced clinical hours and to raise concerns regarding unfair treatment. The likelihood that requests were granted did not vary by gender. Survey of Academic Field Experiences (SAFE): Trainees Report Harassment and Assault Clancy KBH, Nelson RG, Rutherford JN*, Hinde K. PLoS One. 2014 July 16; Vol 9 (7). http://www.plosone.o...al.pone.0102172 This study used an internet survey to assess the climate of scientific fieldwork as it relates to gendered experiences, sexual harassment, and sexual assaults. Sexual harassment and assaults were frequently encountered by trainees, predominantly female trainees, while performing fieldwork. Most of the perpetrators against women were more senior researchers while males who were harassed were most commonly targeted by their peers. Furthermore, few survey participants were aware of the mechanisms to report incidents suggesting that increased awareness of such procedures will improve the environment for individuals conducting field work. *Julienne Rutherford is a former NIH, ORWH Building Interdisciplinary Research Careers in Women’s Health (BIRCWH) scholar Current News SPOTLIGHT: Story Landis, PhD A track record of notable achievements in in scientific discovery would satisfy most researchers. For Dr. Story Landis, Director of the National Institute of Neurological Disorders and Stroke (NINDS), that’s only half the story. Throughout her research career, Dr. Landis has made fundamental contributions to the understanding of developmental interactions required for synapse formation and plasticity of signaling mechanisms in the nervous system. From her doctoral work at Harvard on studying transmitter plasticity in sympathetic neurons to her distinguished tenure at Case Western Reserve University School of Medicine, her work has received acclaim and a reputation for excellence. Along the way, Dr. Landis’ facility for the creation and revitalization of scientific programs became evident. At Case Western she was instrumental in establishing the Department of Neurosciences, and in 1995, she joined NINDS as the Institute’s Scientific Director, working to coordinate and re-engineer the Institute’s intramural research programs. Working with NINDS and the National Institute of Mental Health (NIMH) leadership, she went on to lead the movement to bring a sense of unity and common purpose to the 200 intramural laboratories focused on neuroscience from 11 different NIH Institutes. Her natural leadership and organizational acumen propelled her to become NINDS’ first female director in 2003 where she oversees an annual budget of $1.5 billion. Together with NIMH and the National Institute on Aging institute directors, she co-chairs the NIH Blueprint for Neuroscience Research, a cooperative effort among the 15 NIH Institutes, Centers and Offices that support neuroscience research trans-NIH activities in the brain sciences. In 2013 she helped launch NIH’s Brain Research through Advancing Innovative Neurotechnologies (BRAIN) Initiative. Dr. Landis is also the chair of the NIH Stem Cell Task Force. Throughout her research career, Dr. Landis has made fundamental contributions to the understanding of nervous system development. She has garnered many honors, is an elected fellow of the Institute of Medicine, the Academy of Arts and Sciences, the American Association for the Advancement of Science and the American Neurological Association, and was elected President of the Society for Neuroscience in 2002. Dr. Landis recently announced her retirement in fall 2014, leaving behind a legacy of scientific contributions and policy advancements. NIH Director Dr. Francis Collins described her as a “true giant … a superstar among us,” and wrote in a statement, “We have been extremely fortunate to have Story on the NIH leadership team. Very few can match her towering intellect, boundless energy, commitment to biomedical research, and scientific expertise.” Dr. Landis has been an advocate on many fronts – increasing workforce diversity while unifying laboratories to create one neuroscience network. Congratulations and well done. Inside NIA: A Blog for Researchers, Join the Women of Color Research Network Posted on July 16, 2014 by Marie A. Bernard, National Institute of Aging Marie Bernard, MD, Deputy Director of the National Institute of Aging discussed her personal story of the adversity she faced by being a woman of color attending medical school. She also discussed the importance of having amazing mentors and role models. The Women of Color Research Network (WoCRn) is an online community that is addressing the challenges faced by all women and minorities entering and advancing in scientific careers. WoCRn can serve as an invaluable resource for women of color, mentors of women of color, and individuals who value diversity in science and medicine. She highly encourages anyone who is interested to join the site. Nexus August 2014, Rock Talk, Women in Biomedical Research Posted on August 8, 2014 by Sally Rockey. In her blog, Dr. Rockey discusses the differential rates of application between men and women. Male recipients of NIH career development awards (K awards) were more likely to apply for additional funding than women. However, when the recipients were tracked for greater than 10 years, there was little difference in the rates in which men and women applied for and received NIH funding. Furthermore, female K99/R00 award recipients were less likely to apply for subsequent R01 grants. Finally, the Advancement of Women in Biomedical Careers Workshop held at the NIH reinforced the notion that the research community, including NIH, must continue to focus on career advancement of women in the biomedical workforce. In Science, It Matters that Women Come Last Posted on August 5, 2014 by Emma Pierson, FiveThirtyEight A measure of success in science is the number of papers written by a researcher. Over the past two decades, the number of papers authored by female scientists has steadily increased. Additionally, when a female scientist writes a paper, she is more likely than average to be listed first, suggesting she is the primarily responsible for the work completed. However, female scientists are less likely to be listed as the last author, write fewer papers than male authors, and are unlikely write single-author papers. The writer also analyzed “connectivity” among scientists. Two scientists are considered to be connected if they have co-authored a paper. Using this analysis, she found that female scientists have fewer collaborators and are less connected than male scientists, leading to isolation that could be detrimental to an individual’s career. Biomedical Research Workforce Improving Graduate Student and Postdoctoral Training The Advisory Committee to the Director Biomedical Research Working Group, led by Shirley Tilghman, recommended that “all Institutes and Centers (ICs) should offer comparable training programs and their requirements should be harmonized.” In response to the recommendation, all ICs now provide F30 and F31 awards to dual doctoral degree students and predoctoral students, respectively. New funding opportunity announcements were issued in May 2014 and all ICs will fund F30 and F31 awards beginning in FY2015. Diverse Workforce the Key to Better Business Results Posted on July 30, 2014, Federal News Radio Dr. Pam Drew, the executive Vice President and President of Information Systems, a business area of Excelis was interviewed by Aileen Black and Gigi Schumm of Federal News Radio. Dr. Drew discusses her successful career as an aerospace engineer, work-life balance, and why women make great engineers.
  3. NIH WOMEN IN BIOMEDICAL CAREERS NEWSLETTER Lynn S. Adams, PhD - Editor in Chief Rosemarie Filart, MD, MPH, MBA – Associate Editor Meghan Mott, PhD – Associate Editor Office of Research on Women's Health Office of the Director, National Institutes of Health United States Department of Health and Human Services Volume 6, Issue 4 November 2013 NIH Updates on Women in Science is brought to you by the NIH Working Group on Women in Biomedical Careers. We encourage you to share this e-newsletter with colleagues. Feature Articles Work-Life Balance in Academic Medicine: Narratives of Physician-Researchers and Their Mentors Batting 300 is good: perspectives of faculty researchers and their mentors on rejection, resilience, and persistence in academic medical careers Articles of Note Spotlight on Women in Leadership: Women Rising: The Unseen Barriers Feeding the pipeline: Gender, occupational plans, and college major selection Current News Causal Factors RO1 (RFA GM-09-012) recipient receives National Research Mentoring Network planning grant HRSA Women’s Health Curricula Final Report on Expert Panel Recommendations for Interprofessional Collaboration across the Health Professions Released on-line Feature Articles Work-Life Balance in Academic Medicine: Narratives of Physician-Researchers and Their Mentors. Strong EA, De Castro R, Sambuco D, Stewart A, Ubel PA, Griffith KA, Jagsi R., J Gen Intern Med. 2013, Jun 14. A recent study published in the Journal of General Internal Medicine (Strong et al., 2013) investigated the impact of both gender and generation on work-life balance in promising male and female clinician researchers. This study investigated the perceptions of competing responsibilities between male and female researchers and how they perceive institutional climate, policy, and practice related to work-life balance. One hundred former recipients of U.S. National Institutes of Health (NIH) K08 or K23 career development awards and 28 of their mentors were interviewed. The results revealed that although both men and women prioritize their personal and family life, societal expectations of women’s roles within and outside the workplace continue to have a substantial impact on women. Women are more likely to feel distressed, guilty, or judged when faced with the competing expectations of career and motherhood. Despite existing policies and programs addressing challenges for women in academic medicine and options for flexible schedules, women express concerns about utilizing them due to gender stereotyping and stigmatization. One male mentor shared a perceived risk in fostering the careers of women based on the assumption that all women have the potential to become mothers and change their priorities. Policies alone are insufficient unless institutions actively promote a culture that allows their utilization. In academic medicine, barriers to work-life balance appear to be deeply rooted within professional culture. The authors concluded that a combination of mentorship, interventions that target institutional and professional culture and efforts to destigmatize reliance on flexibility (with regard to timing and location of work) are the most likely interventions to promote the satisfaction and success of the new generation of clinician-researchers who desire work-life balance. Batting 300 is good: perspectives of faculty researchers and their mentors on rejection, resilience, and persistence in academic medical careers. DeCastro R, Sambuco D, Ubel PA, Stewart A, Jagsi R. Acad Med. 2013 Apr;88(4):497-504. Professional rejection is a frequent experience in an academic medical career. In this investigation (DeCastro et al., 2013), the authors sought to understand how rejection affects individuals with demonstrated ability and interest in research careers, and why some individuals may be more resilient than others. Between February 2010 and August 2011, the authors conducted semi-structured, in-depth telephone interviews with 100 former recipients of National Institutes of Health mentored career development awards and 28 of their mentors. Participants described a variety of experiences with criticism and rejection in their careers, as well as an acute need for persistence and resilience in the face of such challenges. Through their narratives, participants also vividly described a range of emotional and behavioral responses to their experiences of professional rejection. Their responses illuminated the important roles that various factors, including mentoring and gender, have played in shaping the ultimate influence of rejection on their own careers and on the careers of those they have mentored. Responses to rejection vary considerably, and negative responses can lead promising individuals to abandon careers in academic medicine. However, resilience does not seem to be immutable, it can be learned. Given the frequency of experiences with rejection in academic medicine, strategies such as training mentors to foster resilience in their protégés may be particularly helpful in improving faculty retention in academic medicine. Articles of Note Spotlight on Women in Leadership: Women Rising: The Unseen Barriers. Harvard Business Review Sept. 2013, Reprint R1309C at HBR.Org The Harvard Business Review published an article in September (Ibarra et al., 2013) on the unseen barriers women face in attaining leadership roles. The article discusses how organizations have moved away from a focus on the deliberate exclusion of women and toward investigating "second-generation" forms of gender bias as the primary cause of women's persistent underrepresentation in leadership roles in academia and medicine. This bias erects powerful but subtle and often invisible barriers for women that arise from cultural assumptions and organizational structures, practices, and patterns of interaction that inadvertently benefit men while putting women at a disadvantage. Among these are a paucity of role models for women, gendered career paths and gendered work. Second-generation gender bias can make career transitions more challenging for women, and focusing exclusively on acquiring new skills isn't a sufficient strategy in itself, learning must be accompanied by a growing sense of identity as a leader. The authors suggest that for these reasons, greater understanding of second-generation bias, safe spaces for leadership identity development, and encouraging women to anchor in their leadership purpose will gain better results than the paths most organizations currently pursue. Feeding the pipeline: Gender, occupational plans, and college major selection. Morgan SL, Gelbgiser D, Weeden KA. Soc Sci Res. 2013 Jul;42(4):989-1005. In a recent article published in Social Science Research, Morgan et al., 2013 analyzed gender differences in college major selection. Using replies from respondents to the Education Longitudinal Study (2002-2006), researchers focused on educational pathways through college that lead to science, engineering, or doctoral-track medicine occupations, as well as non-doctoral track clinical and health sciences occupations. Their analysis showed that gender differences in college major selection are considerable, even for a cohort in which rates of enrollment in postsecondary education are more than ten percent higher for young women than for young men. Further, the researchers revealed that gender differences in work-family goals and/or academic preparation could not account for a majority of the observed differences. However, they did find that the occupational plans of high school seniors were strong predictors of initial college major selection, and this association was not attributable to work-family orientation or academic preparation. Finally, the authors found gender differences in the associations between occupational plans and college major selection that are consistent with prior research on STEM attrition, as well as with the claim that attrition also affects the selection of majors that are gateways into doctoral-track medicine. This article discusses the implications of the predictive power of occupational plans formed in adolescence for understanding sex segregation and for policies intended to create a gender-balanced STEM and doctoral-level medical workforce. Current News Causal Factors RO1 (RFA GM-09-012) recipient receives National Research Mentoring Network planning grant. Casual Factors RO1 recipient, Karen Freund MD, MPH, Associate Director of Tufts University School of Medicine Clinical and Translational Science Institute (CTSI) and her Co-PI, Carrie Byington, MD, Vice President for Faculty and Academic Affairs, University of Utah Health Sciences Center and multi-PI for the Center for Clinical and Translational Science (CCTS), are recipients of one of only 5 awarded NIH National Research Mentoring Network (NRMN) P20 planning grants. They are among the first awardees for the new “Enhancing the Diversity of the NIH-Funded Workforce” program, which offered the awards as planning grants to develop a full proposal for the National Research Mentoring Network. Their proposal, entitled “Clinical and Translational Science NRMN Furthering a Diverse Biomedical Workforce” aims to develop a partnership between NIH Clinical and Translational Science Award Consortium (CTSA) institutions across the country and other stakeholder institutions to develop an effective national research mentoring network. The consortium includes the Research Partnership on Women in Science Careers, comprised of previous Causal Factors R01 recipients. Drs. Freund and Byington plan to assess, categorize, and create an inventory of the existing recruitment and mentoring capacities aimed toward under-represented populations (undergraduate – junior faculty) in participating institutions. In addition, they will develop strategies to adopt and disseminate existing successful programs, conduct gap analyses and develop (through community engagement) new mentorship activities, courses, infrastructure and tools to fill the gaps. The U.S. Department of Health and Human Services Health Resources and Services Administration Office of Women’s Health (May 2013) released the HRSA Women’s Health Curricula: Final Report on Expert Panel Recommendations for Interprofessional Collaboration across the Health Professions on-line in November, 2013. This report highlights the need for improved inclusion of women’s health education in the growing number of health professionals for the coming decade. Independent approaches to improve women’s health curricula can promote advances in the field; however, a collaborative effort to create a broader agenda for women’s health curricula is also needed. In response to this need, the U.S. Department of Health and Human Services (HHS), Health Resources and Services Administration (HRSA), Office of Women’s Health (OWH) commissioned this report to provide the background, recommendations, and implementation steps to improve women’s health education across five specific health professions programs: medicine, oral health/dentistry, baccalaureate nursing, pharmacy, and public health. Both women’s health and inter-professional collaboration are top priorities in health education, and improvements may contribute to dramatic health benefits across the population. The purpose of the study was: 1) to summarize recent literature on women’s health curricula across health professions; 2) to identify key strategies for inter-professional collaboration in women’s health curricula, with an emphasis on concrete actions; and 3) to develop a dissemination plan to share findings from the report and create greater awareness of women’s health education needs. To read the full report, click here. PLEASE DO NOT REPLY TO THIS e-NEWSLETTER. To subscribe or unsubscribe, visit the Women in Science NIH LISTSERV. For more information, please contact Lynn S. Adams, Ph.D., Office of Research on Women's Health, Office of the Director, National Institutes of Health, through the Women in Science mailbox (womeninscience@nih.gov). The views expressed in this e-newsletter do not necessarily reflect those of the U.S. Government.
  4. Published in the Association for Women in Science (AWIS) blog, this article, “Pregnancy Penalty and the Scientist,” explores the pregnancy discrimination that women in STEM fields face because of their sex. The article points out that many of the top-tier research institutions in the United States do not have laws in place to protect pregnant women. The facts are that only 13 percent of top-tier research institutions provide any paid maternity leave for graduate students and only 20 percent for postdoctoral fellows. A dismal 43 percent provide no paid leave policy. Additionally, attitudes in academia persist that reward fatherhood in male scientists but penalize female scientists for having children. These results reinforce that the problem is not only that enough girls aren’t choosing to become scientists and engineers, but that they are being set up for failure with current conditions in academics. To view the full article: Association for Women in Science (AWIS) Blog – Pregnancy Penalty and the Scientist: http://awisblog.wordpress.com/awis-in-action/june-2013/pregnancy-penalty-and-the-scientist/
  5. Published in the National Geographic Daily News, this article, “6 Women Scientists Who Were Snubbed Due to Sexism,” explores the Matilda Effect- a concept describing the repression or denial of the contributions of female researchers in science. The article highlights six female researchers who have significantly contributed to the field of science, from discovering the structure of DNA to participating in the development of the atom bomb. Many women throughout history have not gotten the credit they deserved for their work, and this article acknowledges these women and their substantial triumphs. To view the full article: Lee, Jane, National Geographic Daily News, May 19, 2013, - 6 Women Scientists Who Were Snubbed Due to Sexism: http://news.nationalgeographic.com/news/2013/13/130519-women-scientists-overlooked-dna-history-science/
  6. Keren Witkin, Ph.D., Editor Office of Research on Women's Health Office of the Director, National Institutes of Health United States Department of Health and Human Services Volume 5, Issue 7 NIH Updates on Women in Science is brought to you by the NIH Working Group on Women in Biomedical Careers. We encourage you to share this e-newsletter with colleagues. Contents of this Issue Accelerator Intervention Promotes Awareness of Family Friendly Policies Gender Bias Revealed Among Communication Researchers New Report on Women in Community Colleges The Women of Color Research Network Launches New Blog Feature Causal Factors and Interventions Workshop Report Now Available Women Scientists in Action— Goli Samimi, Ph.D., M.P.H. Accelerator Intervention Promotes Awareness of Family Friendly Policies In a recently published NIH-supported study, researchers at the University of California (UC), Davis, School of Medicine designed and tested an intervention to increase awareness and promote use of existing family friendly policies. While flexible workplace policies can be key for working parents struggling to achieve balance, a previous publication from these same authors suggests that faculty members rarely take advantage of these policies. In this study, the authors used a communications campaign to promote awareness of flexible policies and knock down barriers to their use. The campaign, including social and conventional media, presentations, and faculty liaisons, was targeted to faculty in the School of Medicine. Faculty members in the School of Veterinary Medicine and the College of Biological Sciences were used as a control group, as they have access to the same policies but received no intervention. The authors used an annual “Work, Family, and Satisfaction” survey to assess awareness of existing policies, perceived barriers to policy use, and degree of career satisfaction in faculty from each school before and after one year of intervention. While the authors found increased awareness of flexible policies over time in all three schools, the biggest improvement occurred in the School of Medicine, where the intervention occurred. Faculty members there reported feeling more comfortable with family friendly policies and identified fewer barriers to use. The intervention was most effective among women and among faculty members 41-50 years old. In follow-up studies, the authors plan to investigate whether increased awareness leads to increased usage of the policies and whether career satisfaction, recruitment, and retention also improve. Improving Knowledge, Awareness, and Use of Flexible Career Policies through an Accelerator Intervention at the University of California, Davis, School of Medicine Gender Bias Revealed Among Communication Researchers Researchers from Ohio State University surveyed 243 graduate students in the field of communication, in order to investigate whether a scientist’s gender influences how others perceive his or her work, and whether the degree of bias varies according to research topic. Students participating in this online study reviewed abstracts from the International Communication Association’s 2010 conference, with the names and number of authors manipulated on select abstracts. Students were asked to rate the scientific quality of the abstracts and to indicate their interest in collaborating with the authors. At the same time, students completed a questionnaire designed to gauge their attitudes towards gender roles. Overall, students rated abstracts from male authors to be of higher quality, with the highest scores assigned to male authors working in communication fields typically dominated by men, such as political communication or communication technology. These same abstracts received lower scores when they were attributed to female authors. Students reported more interest in collaborating with male authors working in male-dominated fields, and more interest in working with female authors in fields that are stereotypically female-dominated, such as communication related to parenting or body image. Male and female students exhibited the same biases, but respondents expressing stronger inclinations towards gender equality gave higher ratings to abstracts written by female authors. The Matilda Effect in Science Communication: An Experiment in Gender Bias in Publication Quality Perceptions and Collaboration Interest New Report on Women in Community Colleges A recent report from the American Association of University Women describes challenges for women in community colleges. According to the report, more than 4 million women in the United States attend community colleges, making up 57% of their student body. The report presents data, outlines challenges, and makes recommendations to better support women in community colleges, focusing on two major areas: Parenting issues and women in STEM. According to the report, there are over one million mothers enrolled in community colleges, but few colleges offer child care resources. Recommendations include assessing the demand for child care, developing child care referral services, and applying for grants that help schools fund on-campus child care centers. Examining the under-representation of women in the STEM fields (Science, Technology, Engineering and Mathematics), the authors note the importance of STEM in our modern economy. Women in community colleges are more likely to major in traditionally female fields, such as nursing and cosmetology, rather than preparing to enter STEM occupations. The authors outline this problem and offer recommendations, including improving access mentors and role models, facilitating transfer to four-year colleges, and providing extra support for students navigating STEM curricula. Women in Community Colleges: Access to Success The Women of Color Research Network Launches New Blog Feature The Women of Color Research Network (WoCRn) recently launched a new Spectrum Blog, in order to share information on the NIH, grantsmanship, the funding process, and research opportunities. The first blog post, “NIH 101: Who We Are, How We Work, and What It All Means for You,” covers basic information that all researchers should know about the NIH. The next two posts delve deeper into the grants process to describe how to get started on your grant application and to explain what happens to grants once they reach the NIH. More posts are in the works! To access the Spectrum, visit www.wocrn.nih.gov and scroll over to the forums section. While you’re there, think about joining the network! WoCRn is a social media site for women of color and all supporters of diversity in the scientific workforce. Created in 2011 by the Women of Color in Biomedical Careers Committee of the NIH Working Group on Women in Biomedical Careers, WoCRn serves a resource to create community, provide information, and facilitate access to mentors and role models. There are currently over 860 members, and membership is open to everybody in the scientific community – high school students, graduate students, fellows, independent investigators, and scientists working on and off the bench. If you have topics you’d like to see covered in the blog, contact Kate Nagy at nagyk@mail.nih.gov. The Women of Color Research Network Causal Factors and Interventions Workshop Report Now Available In November 2012, the NIH Working Group on Women in Biomedical Careers, the National Institute of General Medical Sciences, and the Office of Research on Women’s Health (ORWH) convened a workshop for the 14 research teams who received grants through RFA-GM-09-012: Research on Causal Factors and Interventions that Promote and Support the Careers of Women in Biomedical and Behavioral Science and Engineering. During this two-day workshop, grantees presented their research findings, engaged in lively discussions, and brainstormed on next steps to support women scientists and clinicians. The grantees were joined by keynote speaker Dr. Shirley Malcom, Head of the Directorate for Education and Human Resources Programs of the American Association for the Advancement of Science (AAAS), and Dr. Hannah Valantine, Senior Associate Dean for Diversity and Leadership at the Stanford University School of Medicine. The discussions covered such themes as framing gender equity as a scientific problem, transferring knowledge of disparities into useful interventions, the importance of cultural change, and how work-life balance policies contribute to a healthy climate. A workshop report, containing summaries of each presentation and outlining key discussion points, is now available on the website of the NIH Working Group on Women in Biomedical Careers. NIH Working Group on Women in Biomedical Careers Women Scientists in Action— Goli Samimi, Ph.D., M.P.H. Goli Samimi is Group Leader of the Ovarian Cancer Research Group at the Kinghorn Cancer Centre and Garvan Institute of Medical Research in Sydney, Australia. She grew up in Los Angeles, CA, and stayed local to do her undergraduate work at the University of California, Los Angeles and earn her doctorate from the University of California, San Diego. After completing her Ph.D., Dr. Samimi did a short postdoctoral fellowship at the Rebecca and John Moores UCSD Cancer Center, and then became a Cancer Prevention Fellow at the NIH. As part of the fellowship, she completed a Masters in Public Health degree from the Harvard School of Public Health, and then did postdoctoral research at the National Cancer Institute. While at NIH, Dr Samimi was honored with a merit award from the Cancer Prevention Fellowship Program, and twice received the Fellows Award for Research Excellence, co-sponsored by the NIH Office of Research on Women's Health, the NIH Fellows Committee, the Scientific Directors, and the Office of Intramural Training and Education. In 2009, Dr. Samimi was granted an NIH K99/R00 Pathways to Independence Award to characterize stromal-epithelial interactions in ovarian cancer. This was a pivotal moment in Dr. Samimi's career, as the award supports the transition between postdoctoral research and a stable independent position. Her research group at the Kinghorn Cancer Centre/Garvan Institute focuses on the identification of novel therapeutic targets and using DNA methylation in plasma DNA as a biomarker for early stage ovarian cancer. Her ultimate goal is to develop a non-invasive early detection test for ovarian cancer in high-risk women. While she originally started studying ovarian cancer because it's a fascinating model for understanding chemotherapy resistance, she now finds that interacting with the public is one of the most rewarding aspects of her job. She says, "I really enjoy writing and speaking about science. As part of my job, I get to educate the public on cancer research. I really enjoy answering their questions and hopefully making an impact." In the two years since Dr. Samimi set up her research group, she has received numerous accolades. Most recently, she was named one of Australia's most inspiring women by Australia's Women's Health magazine. She is a member of multiple scientific societies, including the American Association for Cancer Research and the Australian Society for Medical Research, and has recently joined the PLOS One and Scientific Reports editorial boards. Dr. Samimi raves about the excellent mentors she has had along her professional journey, especially her graduate advisor and thesis committee members. She still reflects on their advice, and tries to pass it along to her own students and fellows. She praises her current postdoctoral fellows for their talent and independence, and comments on how proud she is of having mentored a Ph.D. student who recently received his degree. She says, "It's a pretty incredible feeling to know that your supervision and expertise helped guide a student to complete an impressive thesis!” ************
  7. Adapted from a speech delivered at St. Mary’s College of Maryland by Elsa Walsh, this Washington Post essay entitled, “Why women should embrace a ‘good enough’ life,” poses the question: How can women have full lives, not just one squeezed around a career? In it, Walsh motivates women not to become victim to a culture of overwork and to make time for their own lives and family. To View Full Article: Walsh, Elsa, The Washington Post Online, April 18, 2013, - Why Women Should Embrace a “Good Enough” Life: http://www.washingtonpost.com/opinions/why-women-should-embrace-a-good-enough-life/2013/04/18/4b2b086c-a5db-11e2-a8e2-5b98cb59187f_story.html
  8. NIH Updates on Women in Science is brought to you by the N I H Working Group on Women in B iomedical Careers . We encourage you to share this e-newsletter with colleagues. Contents of this Issue Negotiation Challenging for Female Faculty in Academic Medicine More Career Choices Account for Women’s Attrition from STEM New Study Examines the Influence of Gender in Mentoring Relationships Department of Energy Launches Women @ Energy Series Highlighting Best Practices – Brown University Negotiation Challenging for Female Faculty in Academic Medicine A recent paper in Academic Medicine explored the negotiation experiences of academic medical faculty members who were former recipients of National Institutes of Health mentored career development awards. The authors conducted interviews with 100 selected K08 and K23 award recipients from a variety of clinical specialties. Many study participants cited a lack of preparation and foresight in negotiation, which resulted in missed opportunities. Participants also emphasized the need for more faculty development workshops to provide guidance and practice in negotiation techniques. Some K awardees commented on stereotypically female personality traits that could hinder negotiation performance such as being more communal and less competitive than their male counterparts, and several female awardees cited the need for gender-specific mentorship in negotiation skills. Notably, subjects reported a number of ways that gender may influence negotiations in academic medicine, which could lead to differences in access to resources and ultimately career outcomes. The authors suggest that shifting the focus away from individual gains -- a strategy typically used in positional bargaining -- and toward shared goals could particularly help women to engage in productive negotiations and achieve professional success. Negotiation in Academic Medicine: Narratives of Faculty Researchers and Their Mentors More Career Choices Account for Women’s Attrition from STEM In spite of decades of active recruitment, women remain underrepresented in science, technology, engineering, and mathematics (STEM) occupations. A recent report published in Psychological Science investigated gender differences in career development by analyzing whether women and men with high math and verbal abilities in high school were more or less likely to choose STEM occupations than those with high math but moderate verbal abilities. To address this question, they surveyed 1,490 college-bound U.S. students in 1997 when they were in 12th grade and again in 2007 when they were 33 years old. They used SAT scores to assess the students’ verbal and math abilities in high school, and considered all jobs involving mathematical, health, biological, medical, physical, computer and engineering sciences to be STEM occupations. They found that mathematically capable individuals who were also high in verbal skills were less likely to pursue STEM careers compared to individuals with high math skills but moderate verbal abilities. 63% of students with both high math and high verbal ability were female. In comparison, the group with high math and moderate verbal ability was overwhelmingly male, containing only 30% women. Individuals in the high math/high verbal ability group were less likely to be in STEM occupations at age 33 than those in the high math/moderate verbal ability group, and females were less likely to choose STEM occupations than males. These findings suggest that students’ math and verbal abilities in 12th grade predict their occupations later in life, and provide evidence that females (but not males) with high math ability are also likely to have high verbal ability. Having a broad range of talents apparently allows the high-performing females to consider a wider range of occupations than their male peers. Not a Lack of Ability but More Choice: Individual and Gender Differences in Choice of Careers in Science, Technology, Engineering, Mathematics New Study Examines the Influence of Gender in Mentoring Relationships Women currently comprise approximately 50% of medical school classes and 30% of the physician workforce. These numbers are expected to rise in the future, as the medical workforce changes and becomes more diverse. In this way, the career decisions of female medical students will profoundly impact the profession. A recent study conducted at four large U.S. medical schools revealed a deeper understanding of the mentoring needs of female medical students and the role that gender plays in their mentoring experience. The authors interviewed 48 third and fourth year female medical students at the Johns Hopkins University School of Medicine, University of Miami Miller School of Medicine, University of Chicago Pritzker School of Medicine, and Oregon Health & Sciences University School of Medicine. Through this study, several themes emerged related to the mentoring experiences of female medical students. For interest, the study found that successful mentoring relationships are highly relational – meaning that students perceived their mentors’ advice as more valuable when mentors took time to get to know them, including their personal and career interests. The interviewed students reported that they expected female mentors to be more relational and supportive than male mentors, whom they described as more direct, content-focused, and less comfortable with discussing work-life balance. Many respondents expressed the belief that women have unique experiences in the medical profession, and reported that they specifically sought connections with female mentors. This was particularly true for female students pursuing careers in traditionally male-dominated fields of medicine. Many students also reported feeling that their gender affected the advice that they receive regarding their career choices, and expressed a desire to move beyond gender stereotypes in interactions with mentors. Furthermore, female students viewed their gender as a potential hindrance for networking and sponsorship opportunities and perceived female mentors as unable to provide access to key networks. The authors suggested that increasing the number of women in medicine in positions of power may improve the experiences of female medical students and enhance their career planning. “A Good Career Choice for Women”: Female Medical Students’ Mentoring Experiences: A Multi-Institutional Qualitative Study Department of Energy Launches Women @ Energy Series In honor of Women’s History Month, the Department of Energy (DOE) launched a new feature on its website: Women @ Energy. This initiative showcases talented and dedicated DOE employees who are innovators in science, technology, engineering and mathematics, and who ensure America’s security and prosperity by developing science and technology solutions that change the world. Profiles of women across the country are featured daily, where they share insights about what inspired them to work in STEM, what excites them about their current work for the DOE, their ideas about how to engage more underrepresented groups in the STEM workforce, and advice for women interested in pursuing energy careers. While each woman had distinct reasons for launching a career in STEM and joining the DOE, they share common features such as receiving support from mentors and being influenced by role models. Women are vastly underrepresented in STEM occupations - only 25% of the workforce is female. By launching this website, the Energy Department hopes that the stories these women share will inspire and encourage young women to seize opportunities available in these fields and pursue careers in STEM. Women @ Energy Best Practices: Brown University A new program at Brown University has significantly improved the recruitment and performance of underrepresented minority students in nine of its life science doctoral programs. Established four years ago, the Initiative to Maximize Student Development (IMSD) has resulted in increased applications, admissions, enrollments, test scores, grades and scientific publications and presentations among minority students in the Brown University Graduate School. Funded by a grant from the National Institute for General Medical Sciences of the NIH, this innovative program was designed to create a more diverse student body by forging partnerships with undergraduate institutions with large populations of underrepresented minorities in the sciences. These undergraduate schools included York College, St. John’s University, North Carolina A&T State University, and the College of Mount Saint Vincent. Through the IMSD, Brown faculty engage undergraduate students about their research areas of interest, career aspirations, and expectations. Directed by Dr. Andrew Campbell and Dr. Elizabeth Harrington, the IMSD program educates undergraduate underrepresented minority students about educational and career options available beyond their local communities and encourages them to consider applying to Brown for graduate school. Faculty members developed mini-courses to train and mentor students to build the skills needed for doctoral programs. The IMSD resulted in increased enrollment of life science doctoral students from underrepresented minority groups from 17% in 2007-2008 to 23% in 2011-2012. While the national average for underrepresented minority students in life science doctoral programs in 2011-2012 was one in ten, the Brown Graduate School average was one in five. The success of Brown University’s IMSD program provides evidence that the implementation of key practices by graduate science training programs can translate to increased diversity and student achievement in the sciences. These practices are generalizable, and if applied elsewhere could lead to measurable advances in the representation of racial, ethnic, and other disadvantaged individuals in the scientific workforce. Program Improves Ph.D. Student Diversity Biomed Initiative to Maximize Student Development
  9. From TED and the Huffington Post, social psychologist Amy Cuddy from the Harvard Business School shares easy ways individuals can change not only how others perceive them, but also how they feel about themselves. The talk, entitled “Your Body Language Shapes Who You Are,” provides practical advice to boost your confidence and sense of power. Don’t forget to check out the accompanying article as well. Submitted by: Dr. Yin Tintut, ASBMR Women in Bone and Mineral Research Committee Member To view the video: TEDTalk and The Huffington Post: http://www.huffingto...=women&ir=Women
  10. Volume 5, Issue 6 NIH Updates on Women in Science is brought to you by the NIH Working Group on Women in Biomedical Careers. Contents of this Issue Nature Takes Steps Towards Gender Equity New Study of Medical School Graduates and their Potential to Enter Academic Medicine New Factors Contributing to the Gender Gap in Publication Sex Differences in Presentation Rates at Scientific Meetings in a Female-Dominated Scientific Field NIH Holds Causal Factors and Interventions Workshop Focused on Women in Biomedical Careers Women Scientists in Action—Dr. Ofelia Olivero, Ph.D., ATS Nature Takes Steps Towards Gender Equity The editors of the journal Nature have been engaging in self-reflection, largely in response to a Correspondence they published recently commenting on the low proportion of their News and Views articles written by women. Grateful for this wake-up call, the editors considered representation of women in other aspects of their journal, and found some disturbing results. For instance, while women make up 53% of the reporters and editors responsible for generating content, they comprised only 14% of the scientific reviewers in 2011 and only 18% of the scientists profiled in the journal in the last two years. Considering recent literature on the gender gap among scientists, the editors suspect that unconscious bias might be responsible for some of this discrepancy, and they’ve issued a call for action addressing the problem. Nature is now requesting that all of its editors be aware of these issues, and that they consciously consider female candidates when commissioning work for the journal. By taking the time to ask the question “who are the five women I can ask,” Nature hopes to improve representation of distinguished women scientists among its pages. Nature’s Sexism New Study of Medical School Graduates and their Potential to Enter Academic Medicine A recent article in Academic Medicine examined data on medical school graduates between the years of 1998 and 2004, in order to elucidate the relationship between sex/gender and full-time faculty appointment. Of the 66,889 medical school graduates included in their study, 18% held full time academic appointments. Although women currently make up only 33% of physicians with faculty appointments, there is hope that contemporary cohorts will have greater representation of women among academic physicians. The authors reported that of the recent graduates included in the data set, women were more likely than men to hold full time faculty appointments. Interestingly, there were sex differences found in the characteristics associated with holding an academic faculty position. While some factors were common for both men and women, such as attending a research-focused medical school or participating in research in medical school, other factors correlated for male graduates only. Men who incurred higher debt during medical school were less likely to pursue academic medicine, while men who had participated in a research experience in college, had planned to pursue a research career at the start of medical school, had published research papers during medical school, or had specialized in pediatrics or psychiatry were more likely to enter academic medicine. For women, none of these variables correlated with the probability of obtaining a faculty position. Notably, underrepresented minorities and Asian/Pacific Islander graduates were considerably less likely to obtain faculty positions, regardless of gender. Further study is needed to elucidate the relative influence of the sex-specific and general variables affecting the likelihood of entering academic medicine. The Road to an Academic Medicine Career: A National Cohort Study of Male and Female U.S. Medical Graduates New Factors Contributing to the Gender Gap in Publication Women are underrepresented as faculty members in scientific disciplines, particularly at the advanced levels of associate and full professor, and have been found to publish at lower rates than men. To examine field-specific issues that may contribute to this discrepancy, the authors of a new study built a database to examine publications by 4292 scientists in research universities across the United States. They used their database to test two distinct hypotheses about the relationship between gender and publication. The first hypothesis was that women would publish less than men in fields that require vast resources (for instance to run a laboratory, support students, and buy supplies). On the other hand, according to their hypothesis, fields that require fewer resources (perhaps because the work is more computational or theoretical) would have greater equity in publication rates between men and women. Indeed, the authors found that their data supported this hypothesis, showing an inverse correlation between the sex difference in publication rates and the cost of running a research program. Fields like molecular biology, where experiments are expensive and scientists require vast institutional support to survive, have a greater gender gap in publication than do fields like industrial engineering, where the cost of research is much lower. The second hypothesis involved the relative risk of pursuing an academic career in each discipline, considering factors such as the average length of time to obtain an academic position and the possibility of finding relevant non-academic jobs as a safety net. The authors hypothesized that women in high risk disciplines would only pursue academic jobs if they were extremely highly qualified, and thus more likely to succeed. Using their publication database, they used impact per publication as a proxy for being highly qualified, and found that women in high risk disciplines (such as ecology) published higher impact papers than their male counterparts. In contrast, men and women in lower risk fields (like chemistry) published articles of similar impact. These findings add new perspective to the gender gap in publishing and ascending the career leader in academic science, and the authors suggest that their findings might serve as a starting point for policies and interventions that help level the playing field for talented scientists from all groups interested in research careers. The Possible Role of Resource Requirements and Academic Career-Choice Risk on Gender Differences in Publication Rate and Impact Sex Differences in Presentation Rates at Scientific Meetings in a Female-Dominated Scientific Field In some fields of science, such as primatology, women are actually over-represented compared to men. The authors of a new study examined whether gender bias still occurs in scientific disciplines rich in female scientists. They analyzed data from the last 21 annual meetings of the American Society of Physical Anthropologists in order to examine female participation in poster presentations, oral presentations, and symposia related to primatology. These forms of presentations represent different levels of prestige, with posters being the least prestigious and symposia being the most prestigious, as symposium presenters are personally invited by the organizer. In 1992, women gave 45.8% of the presentations at the annual meeting. This number increased to 66.5% in 2012. However, in every year since 1994, women were more likely to give poster presentations than talks, whereas men were more likely to give talks than poster presentations. The percentage of women participating in symposia differed according to the sex of the symposium organizer. Women were the primary authors (and thus likely presenters) of symposium presentations 29% of the time when there was a male organizer, 64% of the time when there was a female organizer, and 58% of the time when there were both male and female organizers. This data is surprising given the large number of prominent women in the primatology field, and suggests that gender bias is occurs even in fields where women are well-represented. Stag Parties Linger: Continued Gender Bias in a Female-Rich Scientific Discipline NIH Holds Causal Factors and Interventions Workshop Focused on Women in Biomedical Careers Several years ago, on behalf of the NIH Working Group on Women in Biomedical Careers, the National Institute of General Medical Sciences (NIGMS) published a Request for Applications (RFA) to support research on causal factors and interventions that promote and support the careers of women in biomedical and behavioral science and engineering. In 2009, NIH funded 14 grants submitted in response to this RFA, with support from multiple NIH Institutes and Centers (ICs). This past November, NIH invited the grantees to convene for a workshop on the NIH campus, sponsored by NIGMS and the Office of Research on Women’s Health. The goals of this Causal Factors and Interventions Workshop were to allow the grantees to share preliminary results, discuss the implications and applications of their findings, and to brainstorm on next steps to promote recruitment, retention, and sustained advancement of women in biomedical and behavioral research careers. Two of the grantees, Dr. Molly Carnes of the University of Wisconsin-Madison, and Dr. Joan Reede of Harvard University Medical School, served as chairpersons for the workshop. In addition to research presentations by the grantees, the meeting included a keynote address by Dr. Shirley Malcom, Head of the Directorate for Education and Human Resources Programs of the American Association for the Advancement of Science (AAAS). Dr. Hannah Valantine, Senior Associate Dean for Diversity and Leadership at the Stanford University School of Medicine, provided additional remarks, highlighting recent Stanford initiatives to improve faculty retention and support a diverse workforce. A report from the workshop will be made available on the NIH Working Group on Women in Biomedical Careers website. NIH Working Group on Women in Biomedical Careers Women Scientists in Action—Dr. Ofelia Olivero, Ph.D., ATS Dr. Ofelia A. Olivero has two professional passions—science and mentoring. She is originally from Argentina, where she received her masters degree in zoology and her doctorate in cytogenetics from the National University of La Plata. She came to the National Cancer Institute (NCI) in 1987 to pursue postdoctoral work, and has remained there since, rising to the position of Senior Staff Scientist in the Laboratory of Cancer Biology and Genetics. Shortly after arriving at the NCI, Dr. Olivero demonstrated the ability of certain carcinogens to bind directly to the DNA of cultured cells. She extended these findings to chemotherapeutic drugs, such as the nucleoside analogs used to treat AIDS. She found that culturing cells in the presence of the nucleoside analog AZT resulted in AZT binding directly to the DNA, with a genotoxic effect. Dr. Olivero was intrigued when AZT started being prescribed to HIV-positive pregnant women, and she started to explore potential effects of AZT on fetal DNA after being administered to the mother. Using a mouse model, Dr. Olivero and colleagues demonstrated increased tumor formation in offspring one year after treatment of the pregnant mother. As a result of this work, the NCI Director convened a panel of experts, which made several policy recommendations, including packaging the drug with insert material clearly stating that the drug acts as a carcinogen in rodents, and that children exposed in utero should be carefully followed throughout their lifespans. This was a pivotal moment in Dr. Olivero’s career, both because of the satisfaction she received from making a substantial contribution to the women’s health field, and because her contribution was rewarded with a promotion to a visiting scientist position. Dr. Olivero continues to work on transplacental carcinogenesis, with a focus on drugs used to treat HIV and AIDS. Over the years, she has published more than 70 scientific articles, presented at 180 conferences, and received numerous awards for her achievements. In 2010, she was awarded the distinction of becoming a fellow of the Academy of Toxicological Sciences (ATS). Based on her own experience working with a range of mentors, Dr. Olivero’s career has evolved to include mentoring efforts as well as science. While she raves about her current mentor and supervisor of 25 years, she has had past mentors who were unsupportive. Rather than letting this interaction serve as a roadblock, she allowed it to propel her own interest in mentoring. Talking about the challenges of working with one particular mentor, she said, “That was good actually, because he was the force behind my decision to change mentoring in Latin America.” Along with a group of colleagues, Dr. Olivero designed and implemented a mentor training session in Chile. Representatives from different Latin American countries were invited to attend the workshop for free on the condition that they each follow up by organizing mentor training sessions in their home countries. Since then, she has given mentoring workshops and participated in mentoring events in Colombia, Argentina, Brazil, Puerto Rico, and the United States. In addition, Dr. Olivero has developed mentoring programs for several scientific societies. As a Hispanic female scientist, Dr. Olivero stands at the intersection of two communities traditionally underrepresented in the sciences. She takes this responsibility seriously, and has served as a mentor and role model for students in high school, college, and in her NCI laboratory. She believes that mentoring students has enriched her life tremendously. She says, “Mentoring is a great learning experience for both mentor and mentee. It is a rewarding way to learn how to walk the paths we chose to walk.” In early November, Dr. Olivero presented a workshop to the new NIH chapter of SACNAS, the Society for the Advancement of Chicanos and Native Americans in Science. Her workshop, entitled “Mentoring, the engine behind personal growth”, was an interactive presentation highlighting the importance of mentoring and identifying responsibilities of both the mentor and the mentee in sustaining a successful relationship. Dr. Olivero is active in many professional societies, and derives much satisfaction from serving in leadership positions. She currently serves as Chair of the Excellence in Science Award Committee of the Genetic Toxicology Association and as Vice-President of the Environmental Mutagen Society. She has also served as president of the NIH Hispanic Employee Organization, and is an active member of several professional groups designed to increase representation of women and minorities in scientific workforce, including Minorities in Cancer Research, Women in Cancer Research, and Women in Toxicology.
  11. Mrs. Earline  Marshall

    Addressing Sexism in Science

    In this Nature editorial, “Nature’s Sexism”, their internal survey found that some of the journal’s practices needed to be improved to increase women’s representation. The editorial also notes several insights as to what could be responsible for the gender imbalance. Conscious efforts are needed to improve these areas of female underrepresentation. – Dr. Yin Tintut, ASBMR Women in Bone and Mineral Research Committee Member To View Full Article: Nature 491, 495 (22 November 2012), doi:10.1038/491495a: http://www.nature.com/news/nature-s-sexism-1.11850
  12. With increasing competition for funding and limited tenure track positions at public universities, many post-doctoral fellows are looking for opportunities outside academia. Traditional post-doctoral training programs do not adequately prepare students for non-academic careers. This informative article, “Work Experience: Stepping Stones” by Amanda Mascarelli highlights programs at several institutions that are addressing this deficiency by adding internships and cross-training opportunities to give their students an edge. – Dr. Yin Tintut, ASBMR Women’s Committee member To View Full Article: Mascarelli, A., Nature 490, 571-573 (24 October 2012) | doi:10.1038/nj7421-571a: http://www.nature.co...NATURE-20121025
  13. Mrs. Earline  Marshall

    Working Together

    As the number of dual-career academic couples (especially for female scientists in academia) has increased, dealing with joint appointments in faculty recruitment have become more common. To address this difficulty, the University of Nebraska-Lincoln implemented a pioneering procedure with the help of a grant from the National Science Foundation’s ADVANCE Program. Would a similar program improve the recruitment of the best and brightest at your institution? – Dr. Yin Tintut, ASBMR Women’s Committee member To View Full Article: Holmes, MA, Nature 489, 327-328 (12 September 2012), doi:10.1038/nj7415-327a: http://www.nature.com/nature/journal/v489/n7415/full/nj7415-327a.html
  14. Mrs. Earline  Marshall

    Balancing Science and Family

    As studies show, one of the challenges that female professionals in academic science still face is balancing between starting a family and maintaining productivity during tenure. In this article entitled “Balancing Science and Family: Tidbits of Wisdom from Those Who’ve Tried It and Succeeded” by Carol A. Bascom-Slack, she provides personal experiences from her own life and those of other successful female scientists. Feel free to share your thoughts. Enjoy! – Dr. Yin Tintut, ASBMR Women’s Committee member To View Full Article: Bascom-Slack, CA, Yale J Biol Med. 2011 September; 84(3): 219-225: http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3178851/?tool=pubmed
  15. Welcome to the Resource Center Blog for Women in Bone and Mineral Research! We know there are a large number of members who would like to contribute to ASBMR, and we created this blog as a forum where you can share your thoughts, comments, and suggestions. We launch this blog with the first article entitled, Women Physicians: Choosing a Career in Academic Medicine by Nicole J. Borges, Anita M. Navarro and Amelia C. Grover. In a small sample size, the researchers found that an interest in teaching was the primary reason and that the decision was serendipitous or circumstantial for women who enter into a career in academic medicine. We hope you find this article interesting and stimulating for a lively discussion. Please share your thoughts on your experiences, what you consider pros and cons of academic medicine, and any advice you would like to share with young aspiring physician-scientists. Thank you. Published in the Academic Medicine, Vol. 87, No 1 / January 2012 Women's Committee Blog - Choosing a career in academic medicine.pdf