A diverse and equal environment is key to combating the gender gap in science, but to achieve this, we need to raise our voices against discriminatory attitudes in academia. According to a 2023 U.S. study, many women scientists who have left or considered leaving the research field did so because of a hostile work environment, rather than challenges related to work-life balance.

This data aligns with some experiences shared by our researchers at IBE, who mention terms such as Impostor Syndrome, Boys Club, and/or disparities between scientific disciplines based on their research experiences.

The work environment can vary depending on the scientific area and work culture

Elena Bosch, principal investigator and deputy director of IBE, and professor at Pompeu Fabra University, points out that teaching takes time away from research. "In my case, I don't maintain the same research pace as someone who is solely dedicated to research. Although research must be of high quality, and we are evaluated based on it, the pressure is likely lower because it's not the only thing we do." However, after a predoctoral stay in the United States, Elena was not surprised by the study's conclusions, as she observed intense competition in research at times.

Elena Bosch, principal investigator and deputy director of IBE, and professor at UPF

On the other hand, Marta Álvarez, "ComFuturo" researcher at IBE, alerts us about some areas of science where there is still more male presence. "I have worked in invertebrate taxonomy, a field traditionally dominated by men, where too often you have to 'prove' you can do it. Although something similar happens in bioinformatics, the increasing presence of women is generating a positive change," concludes Marta.

In this way, the researcher highlights the importance of increasing the presence of women scientists in these fields traditionally dominated by men to close the scissors graph.

Marta Álvarez, "ComFuturo" researcher at IBE

The lab environment: Impostor Syndrome and "Boys Clubs"

Meritxell Antó, who has worked for over 11 years as a laboratory technician in a research group, has observed Impostor Syndrome in many women. "I have never observed Impostor Syndrome in a man, but I have seen it in many women, including myself. I have often thought: this woman, who is capable, good, and hardworking, how can she feel this way? Well, it happens."

According to a 2022 study, this syndrome could affect many women researchers, as it is especially common in fields where success is associated with genius. It includes low feelings of belonging and a sense of low self-efficacy.

Meritxell Antó, laboratory technician at the IBE

IBE researchers point out that this feeling could be reinforced by Boys Clubs, an Anglo-Saxon concept explaining that in some academic areas, collaboration, leadership, and power opportunities are mainly distributed among men.

Rosa Fernández, principal investigator at IBE, has witnessed this on several occasions. "It becomes more significant as you progress through stages. When you have to start demonstrating leadership in your ideas, your laboratory, and need to be part of those environments where decisions are made, you often feel excluded."

Rosa highlights the benefits of having an inclusive and cross-functional laboratory. "In our lab, nearly 80% of us are women, and I don't think that's a coincidence. I am convinced that having an inclusive culture is highly beneficial."

Rosa Fernández, principal investigator at the IBE

Changing the design to change the outcome

Iñaki Ruiz-Trillo, principal investigator at IBE, points out that the design of the academic system can negatively impact the work environment. "Unfortunately, there is still a positive correlation between being very ambitious and aggressive and being successful in the academic world."

The researcher advises reinforcing healthy relationships in the academic environment. "Surrounding yourself with colleagues who share your values and who don't want to be part of this dynamic is key."

Anna Pérez, Managing Director at IBE, believes that if the design of the researcher's career were diversified, the type of leadership would also change. "Recognizing and promoting other complementary profiles to the Principal Investigator role, such as highly specialized technicians or managers, would allow us to harness all available talent, enriching the scientific system by including new types of leadership and skills."

"Close the Scissors Graph" in science with a more inclusive academy

Anna Pérez warns us that "Scientific activity is no different from any other area of life": our society excludes many groups, and therefore, science does too." For this reason, she calls for action: "To generate real change, the entire community must support it. It's not just something for women to address; we also need men to get involved."

As the researchers at IBE point out, it is possible to generate change in the scientific academy, but how? In the next article, we will explore the measures the academy is adopting to close the gender gap and create a more equitable environment for everyone.

Referenced articles

Spoon, K., LaBerge, N., Wapman, K. H., Zhang, S., Morgan, A. C., Galesic, M., Fosdick, B. K., Larremore, D. B., & Clauset, A. (2023). Gender and retention patterns among US faculty. Science Advances, 9, 2205. DOI: 10.1126/sciadv.adi2205

Muradoglu, M., Horne, Z., Hammond, M. D., Leslie, S.-J., & Cimpian, A. (2022). Women—particularly underrepresented minority women—and early-career academics feel like impostors in fields that value brilliance. Journal of Educational Psychology, 114(5), 1086–1100. https://doi.org/10.1037/edu0000669