National Institute for Health Research Oxford Biomedical Research Centre, John Radcliffe Hospital, Oxford, United Kingdom.
Radcliffe Department of Medicine, University of Oxford, Oxford, Oxford, United Kingdom.
PLoS One. 2020 Oct 14;15(10):e0239589. doi: 10.1371/journal.pone.0239589. eCollection 2020.
The underrepresentation of women in academic medicine at senior level and in leadership positions is well documented. Biomedical Research Centres (BRC), partnerships between leading National Health Service (NHS) organisations and universities, conduct world class translational research funded by the National Institute for Health Research (NIHR) in the UK. Since 2011 BRCs are required to demonstrate significant progress in gender equity (GE) to be eligible to apply for funding. However, the evidence base for monitoring GE specifically in BRC settings is underdeveloped. This is the first survey tool designed to rank and identify new GE markers specific to the NIHR BRCs.
An online survey distributed to senior leadership, clinical and non-clinical researchers, trainees, administrative and other professionals affiliated to the NIHR Oxford BRC (N = 683). Participants ranked 13 markers of GE on a five point Likert scale by importance. Data were summarised using frequencies and descriptive statistics. Interrelationships between markers and underlying latent dimensions (factors) were determined by exploratory and confirmatory factor analyses.
The response rate was 36% (243 respondents). Respondents were more frequently female (55%, n = 133), aged 41-50 years (33%, n = 81), investigators (33%, n = 81) affiliated to the BRC for 2-7 years (39.5%, n = 96). Overall participants ranked 'BRC senior leadership roles' and 'organisational policies on gender equity', to be the most important markers of GE. 58% (n = 141) and 57% (n = 139) respectively. Female participants ranked 'organisational policies' (64.7%, n = 86/133) and 'recruitment and retention' (60.9%, n = 81/133) most highly, whereas male participants ranked 'leadership development' (52.1%, n = 50/96) and 'BRC senior leadership roles' (50%, n = 48/96) as most important. Factor analyses identified two distinct latent dimensions: "organisational markers" and "individual markers" of GE in BRCs.
A two-factor model of markers of achievement for GE with "organisational" and "individual" dimensions was identified. Implementation and sustainability of gender equity requires commitment at senior leadership and organisational policy level.
女性在学术医学领域的高级职位和领导层中的代表性不足是有据可查的。生物医学研究中心（BRC）是 NHS 组织和大学之间的合作，由英国国立卫生研究院（NIHR）资助进行世界级的转化研究。自 2011 年以来，BRC 必须展示在性别平等（GE）方面的重大进展，才有资格申请资金。然而，专门监测 BRC 环境中 GE 的证据基础还不够发达。这是第一个旨在为特定于 NIHR BRC 的性别平等（GE）排名和确定新的 GE 标志物的调查工具。
一项在线调查分发给牛津 BRC 的高级领导、临床和非临床研究人员、受训者、行政人员和其他专业人员（N = 683）。参与者通过五分制 Likert 量表对 13 个 GE 标志物的重要性进行了排名。使用频率和描述性统计对数据进行了总结。通过探索性和验证性因素分析确定了标志物之间的相互关系和潜在的潜在维度（因素）。
回复率为 36%（243 名受访者）。受访者中女性更为常见（55%，n = 133），年龄在 41-50 岁（33%，n = 81），作为调查员（33%，n = 81），在 BRC 的工作年限为 2-7 年（39.5%，n = 96）。总体而言，参与者将“BRC 高级领导职位”和“组织性别平等政策”列为 GE 的最重要标志物。分别为 58%（n = 141）和 57%（n = 139）。女性参与者将“组织政策”（64.7%，n = 86/133）和“招聘和保留”（60.9%，n = 81/133）列为最重要的标志物，而男性参与者将“领导力发展”（52.1%，n = 50/96）和“BRC 高级领导职位”（50%，n = 48/96）列为最重要的标志物。因素分析确定了 GE 在 BRC 中的两个不同的潜在维度：“组织标志物”和“个体标志物”。
确定了一个具有“组织”和“个体”维度的 GE 成就标志物的两因素模型。性别平等的实施和可持续性需要高级领导和组织政策层面的承诺。
