Sex Differences in Application, Success, and Funding Rates for NIH Extramural Programs

Abstract

Purpose The authors provide an analysis of sex differences in National Institutes of Health (NIH) award programs to inform potential initiatives for promoting diversity in the research workforce. Method In 2010, the authors retrieved data for NIH extramural grants in the electronic Research Administration Information for Management, Planning, and Coordination II database, and used statistical analysis to determine any sex differences in securing NIH funding, as well as subsequent success of researchers who had already received independent NIH support. Results Success and funding rates for men and women were not significantly different in most award programs. Furthermore, in programs where participation was lower for women than men, the disparity was primarily related to a lower percentage of women applicants compared to men, rather than decreased success rates or funding rates. However, for subsequent grants, both application and funding rates were generally higher for men than for women. Conclusions Cross-sectional analysis showed that women and men were generally equally successful at all career stages, but longitudinal analysis showed that men with previous experience as NIH grantees had higher application and funding rates than women at similar career points. On average, although women received larger R01 awards than men, men had more R01 awards than women at all points in their careers. Therefore, while greater participation of women in NIH programs is underway, further action will be required to eradicate remaining sex differences.

Plugging the Leaking Pipeline

“…Second, there is a persistent disparity for women in awards for competitive renewals of R01s and in the conversions from K-type (ie, new investigator-type) awards to R-type awards over time. 7 These data are consistent with the leaking pipeline: women are not applying for grants or renewing them once they have them, which precludes them from climbing the academic ladder.…”

Gender contributes to personal research funding success in The Netherlands

“…At the same time, funding rates of the National Institutes of Health's (NIH) R01 new awards-where reviewers are requested to focus on the quality of the proposal alone-show no gender bias. The situation is different for the NIH's R01 renewal awards; here researchers' track records are heavily weighted in the review process, and gender disparity is present in application and funding rates disadvantaging women (37,38). Because the track record of applicants tends to be viewed as a key criterion for personal grant schemes, these awards seem particularly prone to gender bias.…”

Systems of Career Influences: A Conceptual Model for Evaluating the Professional Development of Women in Academic Medicine

“…55,56 Although women and men had equal success rates when they did reapply, the differences in reapplication rates resulted in men having more awards overall because they were more likely to be continuously funded at all points in their careers. 57 Studies outside of academic medicine suggest that the challenges of managing professional careers and family responsibilities are universal.…”