Session

Women in the Workforce: Championing Equity and Leadership for Women

Hanna Idriess-D, MD, MPH, MBA, Potomac, MD 20854-2363 and Hanna Idriess-D, MD, MPH, MBA, Potomac, MD 20854-2363

APHA 2024 Annual Meeting and Expo

Abstract

Gender, country income class, and leadership of nih-funded global research training grants

Hina Raheel1, Monica Reece2, Victoria Ojuri2, Eun Ok Im, PhD, MPH, RN, CNS, FAAN3, Christina Gavegnano2 and Kathryn Yount, Ph.D4
(1)Emory University, Cumming, GA, (2)Atlanta, GA, (3)The University of Texas at Austin, Austin, TX, (4)Emory University, Atlanta, GA

APHA 2024 Annual Meeting and Expo

Introduction

The National Institutes of Health (NIH) is the largest funder of biomedical research in the world, with D43 grants that support international science training programs receiving $47 million in 2022. Little is known about gender disparities in funding. This study aims (1) to identify the gender composition of principal investigators (PIs) and multiple PIs (MPIs) receiving NIH D43 grants by fiscal year (2000-2022), (2) to understand if gender composition varies by country-income class (CIC) and (3) to assess whether the introduction of the MPI structure in 2006 improved leadership representation for women scientists.

Methods

D43 grant data (2000-2022) were extracted from NIH eReporter, and we assigned PI gender by name and photo and CIC by World Bank Classification. For all D43s and a subset of D43s with ≥ 1 female MPI, we analyzed the proportion of the total award amount by gender and CIC by fiscal year.

Results

Between 2000-2022, male contact PIs received a higher proportion of awards and dollar amounts per fiscal year (mean 75.2%, $28.92mil) than female contact PIs (mean 24.8%, $9.86mil). Most (89.25%) awards were granted to PIs from higher income countries (HICs). As of 2022, 43.44% of the total award amount was allocated to D43s with one or more female MPIs.

Conclusion

A gender and CIC disparity was observed during 2000-2022 in the allocation of NIH D43 awards and dollar amounts. After introduction of the MPI structure, representation of female scientists as MPIs increased; however, structural barriers to contact PI leadership persist.

Key Words: NIH grants, D43, principal investigator, multiple principal investigators, income country class, gender disparity

Administration, management, leadership Conduct evaluation related to programs, research, and other areas of practice Program planning Public health or related organizational policy, standards, or other guidelines Public health or related public policy Public health or related research

Abstract

The precarity of nursing care work is a feminist issue

Rocelyn de Leon-Minch1, Jane Thomason, CIH2, Eleanor Godfrey3, Michelle Mahon4 and Mary Turner, RN1
(1)National Nurses United, Oakland, CA, (2)Oakland, CA, (3)National Nurses United, Glendale, CA, (4)Strongsville, OH

APHA 2024 Annual Meeting and Expo

Nurses play an indispensable role in the protection and improvement of the health and well-being of patients. Yet, health care employers continue to devalue the care work of this predominantly female workforce by not providing safe staffing and other protections necessary for a safe workplace. Employers have historically ascribed to women a “biological destiny” as carers and imposed on them gendered expectations of altruism, putting others’ needs before their own. These expectations provide cover for employers to place increased demands on nurses while giving less protection and less staffing support than in male-dominated professions. The Covid-19 pandemic unveiled the significance of nurses’ care work while their health and safety were de-prioritized by employers, which led to an untold number of preventable infections and deaths. The culmination of the lack of respect and unsafe working conditions has resulted in unprecedented numbers of nurses leaving the bedside. This presentation reports on nationwide surveys of nurses which reveal numerous occupational health and safety issues and discusses how the current staffing crisis in health care is fundamentally a feminist issue. We also present the latest policy threats to the nursing profession that further erode protections. Finally, we discuss how the collective power of unionized nurses can combat the gendered precaritization of health care workers.

Diversity and culture Occupational health and safety Provision of health care to the public Public health or related nursing Public health or related public policy Public health or related research

Abstract

A needs assessment for professional development for women in global health: A cross-sectional survey in Massachusetts in 2023

Edima Ottoho, MPH, MBA, PMP1, Veronika J Wirtz, PhD, MSc2, Jocelyn Kelly, PhD, MS3 and Irini Albanti, DrPH, MPH, MA3
(1)Simmons University, Boston, MA, (2)Boston University School of Public Health, Boston, MA, (3)Harvard Humanitarian Initiative, Cambridge, MA

APHA 2024 Annual Meeting and Expo

Introduction

Despite constituting 70% of the global health (GH) workforce, women have only 25% leadership representation indicating a lack of gender diversity in leadership. The COVID-19 pandemic has slowed progress in gender diversity in leadership as women had to shoulder a disproportionate share of job losses and caregiving roles. This study aimed to investigate challenges and facilitators for professional development among women in GH who live, work, or study in Massachusetts, and explore their interests in becoming mentors and joining a women-focused GH professional network.

Methods:

The cross-sectional online survey of women in GH in Massachusetts was conducted in Fall 2023. Participants were invited via email sent by professional associations, academic institutions, or their workplaces. Descriptive and stratified analyses were carried out.

Results:

Out of the 105 respondents, key challenges were work-life integration (19.4%), limited mentorship and sponsorship (13.9%), unequal pay (11.5%), and limited career advancement opportunities (9.7%), with 88.3% reporting personal experiences of these barriers. Career-enhancing factors included diverse and inclusive workplaces, equal-pay initiatives, and supportive professional networks, yet 33% had never benefited from these. Over 63% expressed interest in joining a women-focused GH professional network, citing networking, access to mentorship, sponsorship, and leadership development programs, policy change potential, alignment with the network's mission, and recognition as motivators. About 75% of them, with >10 years of experience expressed willingness to mentor others.

Conclusion:

Targeted interventions such as a women-focused GH professional network can address those barriers and promote gender equity in GH leadership.

Administration, management, leadership Diversity and culture