Abstract
BackgroundThis study sought to determine how institutional environments, including values, policies, and their implementation, shape inequities in scientific career progression for women and men, and their disadvantages in relation to their multiple social identities in sub-Saharan Africa (SSA). The findings are drawn from a wider research study that was aimed at gaining an in-depth understanding of the barriers and enablers of gender-equitable scientific career progression for researchers in SSA. This was nested within the context of the Developing Excellence in Leadership, Training and Science in Africa (DELTAS Africa) programme—a health-based scientific research capacity-strengthening initiative.MethodsThe study adopted an exploratory qualitative cross-sectional study design. In-depth interviews (IDIs) with trainees/research fellows at various career stages supported and/or affiliated to three purposively selected DELTAS Africa Research Consortia were the main method of data collection. In addition, key informant interviews (KIIs) with consortia research leaders/directors, co-investigators, and the consortia management team were also conducted to corroborate information gathered from the IDIs, and also to provide additional insights on the drivers of intersectional gender-inequitable career progression. In total, 58 IDIs (32 female and 26 male) and 20 KIIs (4 female and 16 male) were conducted. The interviews were carried out in English between May and December 2018. The data were analysed inductively based on emergent themes.ResultsThree interrelated themes were identified: first, characterization of the institutional environment as highly complex and competitive with regard to advancement opportunities and funding structure; second, inequitable access to support systems within institutions; third, informal rules—everyday experiences of negative practices and culture at the workplace, characterized by negative stereotypical attitudes, gender biases, sexual harassment, and bullying and intimidation.ConclusionsWe contend that understanding and addressing the social power relations at the meso-institutional environment and macro-level contexts could benefit career progression of both female and male researchers by improving work culture and practices, resource allocation, and better rules and policies, thus fostering positive avenues for systemic and structural policy changes.
Highlights
This study sought to determine how institutional environments, including values, policies, and their implementation, shape inequities in scientific career progression for women and men, and their disadvantages in relation to their multiple social identities in sub-Saharan Developing Excellence in Leadership (Africa) (SSA)
Health research capacity-strengthening (HRCS) initiatives have been identified as critical drivers for creating a large number of well-trained health researchers and institutions in low- and middle-income countries (LMICs), including sub-Saharan Africa (SSA) [1]
The first step involved purposive sampling of three DELTAS DELTAS Africa Research Consortia (ARC). These were selected based on the following: regional representation in SSA (Eastern Africa, Southern Africa, and West and Central Africa); representation of consortia that are located in English- and French-speaking countries; presence of fellows of diverse nationalities recruited from different African countries; and consortia with the presence of fellows at various career stages, from masters (Msc), doctoral (PhD), and postdoctoral research fellows (PDF) to midcareer research (MCR) scientists
Summary
This study sought to determine how institutional environments, including values, policies, and their implementation, shape inequities in scientific career progression for women and men, and their disadvantages in relation to their multiple social identities in sub-Saharan Africa (SSA). This was nested within the context of the Developing Excellence in Leadership, Training and Science in Africa (DELTAS Africa) programme—a health-based scientific research capacity-strengthening initiative. Health research capacity-strengthening (HRCS) initiatives have been identified as critical drivers for creating a large number of well-trained health researchers and institutions in low- and middle-income countries (LMICs), including sub-Saharan Africa (SSA) [1] These efforts have seen substantial investments from various donor agencies [2], with a shift in focus from international to local leadership of training programmes in SSA [3]. A promising research capacity-strengthening initiative requires a gender equity lens, since compared to men, female researchers are often disadvantaged in pursuing scientific research careers and accessing senior leadership positions [6, 7]
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