Gender, Race/Ethnicity, and National Institutes of Health R01 Research Awards: Is There Evidence of a Double Bind for Women of Color?

Abstract

Purpose To analyze the relationship between gender, race/ethnicity, and the probability of being awarded an R01 grant from the National Institutes of Health (NIH). Method The authors used data from the NIH Information for Management, Planning, Analysis, and Coordination grants management database for the years 2000–2006 to examine gender differences and race/ethnicity-specific gender differences in the probability of receiving an R01 Type 1 award. The authors used descriptive statistics and probit models to determine the relationship between gender, race/ethnicity, degree, investigator experience, and R01 award probability, controlling for a large set of observable characteristics. Results White women PhDs and MDs were as likely as white men to receive an R01 award. Compared with white women, Asian and black women PhDs and black women MDs were significantly less likely to receive funding. Women submitted fewer grant applications, and blacks and women who were new investigators were more likely to submit only one application between 2000 and 2006. Conclusions Differences by race/ethnicity explain the NIH funding gap for women of color, as white women have a slight advantage over men in receiving Type 1 awards. Findings of a lower submission rate for women and an increased likelihood that they will submit only one proposal are consistent with research showing that women avoid competition. Policies designed to address the racial and ethnic diversity of the biomedical workforce have the potential to improve funding outcomes for women of color.

Decoupling of the minority PhD talent pool and assistant professor hiring in medical school basic science departments in the US

“…Increasing faculty diversity in academic science departments has been a long-standing challenge and has received renewed attention in recent years (Ginther et al, 2016; Ginther et al, 2011; Griffin, 2016; Duehren and Muluk, 2016; Myers et al, 2012). Here, we used data from medical school basic science departments to highlight the impact of potential intervention strategies on the diversity of assistant professors.…”

“…Scientists from certain underrepresented minority (URM) racial/ethnic backgrounds—specifically, African American/Black, Hispanic/Latin@, American Indian, and Alaska Native—receive 6% of NIH research project grants (Ginther et al, 2016, 2011; National Institutes of Health, 2012b) despite having higher representation in the relevant labor market (Heggeness et al, 2016), and constituting 32% of the US population (National Institutes of Health, 2012b). The vast majority of NIH funding—approximately 83%—is awarded to investigators at extramural institutions, many of whom serve as faculty members at academic and research institutions (Johnson, 2013).…”

Advancement of Women in the Biomedical Workforce: Insights for Success

“…Considering these findings, it is important to determine whether gender and race/ethnicity have compounding effects on R01 success rates. Ginther and colleagues sought to determine whether women of color face greater, or “cumulative”, barriers in the review process for R01 grants 12 . The data presented in this study and previous work from this group suggest that race/ethnicity, rather than gender, accounts for the R01 funding gap for women of color 11,12 .…”

“…Ginther and colleagues sought to determine whether women of color face greater, or “cumulative”, barriers in the review process for R01 grants 12 . The data presented in this study and previous work from this group suggest that race/ethnicity, rather than gender, accounts for the R01 funding gap for women of color 11,12 . The authors also demonstrate that women are less likely to resubmit an R01 application after a single failed attempt, which further perpetuates the inequality and may lead to preconceptions about women’s ability to cope with highly competitive environments 12 .…”

Women in leadership and the bewildering glass ceiling

“…57 Further, evidence suggests that race and ethnicity may play a role in disparities in NIH funding, with Asian and black women being less likely to receive funding than white women. 58,59 As noted by Kaatz et al, 57 failure to gain traction in NIH R01 funding may stall women's career aspirations, preventing their advancement as researchers and academicians. To mitigate the damage done to the careers of women, it is incumbent upon NIH and other institutions across the United States to directly confront and resolve issues of overt and implicit gender bias.…”