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Biomedical Science Ph.D. Career Interest Patterns by Race/Ethnicity and Gender.

Gibbs KD, McGready J, Bennett JC, Griffin K - PLoS ONE (2014)

Bottom Line: We report results from a survey of 1500 recent American BMS Ph.D. graduates (including 276 URMs) that examined career preferences over the course of their graduate training experiences.The persistence of disparities in the career interests of Ph.D. recipients suggests that a supply-side (or "pipeline") framing of biomedical workforce diversity challenges may limit the effectiveness of efforts to attract and retain the best and most diverse workforce.We propose incorporation of an ecological perspective of career development when considering strategies to enhance the biomedical workforce and professoriate through diversity.

View Article: PubMed Central - PubMed

Affiliation: Cancer Prevention Fellowship Program, Division of Cancer Prevention, National Cancer Institute, Bethesda, Maryland, United States of America; Science of Research and Technology Branch, Behavioral Research Program, Division of Cancer Control and Population Sciences, National Cancer Institute, Bethesda, Maryland, United States of America.

ABSTRACT
Increasing biomedical workforce diversity remains a persistent challenge. Recent reports have shown that biomedical sciences (BMS) graduate students become less interested in faculty careers as training progresses; however, it is unclear whether or how the career preferences of women and underrepresented minority (URM) scientists change in manners distinct from their better-represented peers. We report results from a survey of 1500 recent American BMS Ph.D. graduates (including 276 URMs) that examined career preferences over the course of their graduate training experiences. On average, scientists from all social backgrounds showed significantly decreased interest in faculty careers at research universities, and significantly increased interest in non-research careers at Ph.D. completion relative to entry. However, group differences emerged in overall levels of interest (at Ph.D. entry and completion), and the magnitude of change in interest in these careers. Multiple logistic regression showed that when controlling for career pathway interest at Ph.D. entry, first-author publication rate, faculty support, research self-efficacy, and graduate training experiences, differences in career pathway interest between social identity groups persisted. All groups were less likely than men from well-represented (WR) racial/ethnic backgrounds to report high interest in faculty careers at research-intensive universities (URM men: OR 0.60, 95% CI: 0.36-0.98, p = 0.04; WR women: OR: 0.64, 95% CI: 0.47-0.89, p = 0.008; URM women: OR: 0.46, 95% CI: 0.30-0.71, p<0.001), and URM women were more likely than all other groups to report high interest in non-research careers (OR: 1.93, 95% CI: 1.28-2.90, p = 0.002). The persistence of disparities in the career interests of Ph.D. recipients suggests that a supply-side (or "pipeline") framing of biomedical workforce diversity challenges may limit the effectiveness of efforts to attract and retain the best and most diverse workforce. We propose incorporation of an ecological perspective of career development when considering strategies to enhance the biomedical workforce and professoriate through diversity.

No MeSH data available.


Related in: MedlinePlus

Ecological Conceptualization of Factors Impacting Career Development of Biomedical Scientists.As disparities in career interest at Ph.D. completion by social identity persist when controlling for productivity, self-efficacy, advisor interactions, and other determinants of career choice, we propose that workforce development and diversity efforts utilize an ecological framework that takes into account the multiple agents that can influence the career decision-making process. These include individual level variation, research group and advisor, department and institutional training environment, pressures exerted by funding agencies, and the broader dynamics in the research enterprise.
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pone-0114736-g003: Ecological Conceptualization of Factors Impacting Career Development of Biomedical Scientists.As disparities in career interest at Ph.D. completion by social identity persist when controlling for productivity, self-efficacy, advisor interactions, and other determinants of career choice, we propose that workforce development and diversity efforts utilize an ecological framework that takes into account the multiple agents that can influence the career decision-making process. These include individual level variation, research group and advisor, department and institutional training environment, pressures exerted by funding agencies, and the broader dynamics in the research enterprise.

Mentions: These data capture the phenomenon of disparate career interest profiles, but are not able to fully explain why these trends exist. To better understand the mechanisms underlying career choice generally, and these disparate outcomes specifically, we are interviewing a subset of respondents from all social backgrounds who report diverse career interests and trajectories. We are utilizing an ecological framework [41] that aims to take into account multiple factors that can potentially act to influence individual decision-making (e.g. personal dispositions, research group and advisor, department and institution culture, funding agency policy and priorities, and broader systemic dynamics), including those over which individual scientists have no direct control, and can only be modified through policy (Fig. 3).


Biomedical Science Ph.D. Career Interest Patterns by Race/Ethnicity and Gender.

Gibbs KD, McGready J, Bennett JC, Griffin K - PLoS ONE (2014)

Ecological Conceptualization of Factors Impacting Career Development of Biomedical Scientists.As disparities in career interest at Ph.D. completion by social identity persist when controlling for productivity, self-efficacy, advisor interactions, and other determinants of career choice, we propose that workforce development and diversity efforts utilize an ecological framework that takes into account the multiple agents that can influence the career decision-making process. These include individual level variation, research group and advisor, department and institutional training environment, pressures exerted by funding agencies, and the broader dynamics in the research enterprise.
© Copyright Policy
Related In: Results  -  Collection

Show All Figures
getmorefigures.php?uid=PMC4262437&req=5

pone-0114736-g003: Ecological Conceptualization of Factors Impacting Career Development of Biomedical Scientists.As disparities in career interest at Ph.D. completion by social identity persist when controlling for productivity, self-efficacy, advisor interactions, and other determinants of career choice, we propose that workforce development and diversity efforts utilize an ecological framework that takes into account the multiple agents that can influence the career decision-making process. These include individual level variation, research group and advisor, department and institutional training environment, pressures exerted by funding agencies, and the broader dynamics in the research enterprise.
Mentions: These data capture the phenomenon of disparate career interest profiles, but are not able to fully explain why these trends exist. To better understand the mechanisms underlying career choice generally, and these disparate outcomes specifically, we are interviewing a subset of respondents from all social backgrounds who report diverse career interests and trajectories. We are utilizing an ecological framework [41] that aims to take into account multiple factors that can potentially act to influence individual decision-making (e.g. personal dispositions, research group and advisor, department and institution culture, funding agency policy and priorities, and broader systemic dynamics), including those over which individual scientists have no direct control, and can only be modified through policy (Fig. 3).

Bottom Line: We report results from a survey of 1500 recent American BMS Ph.D. graduates (including 276 URMs) that examined career preferences over the course of their graduate training experiences.The persistence of disparities in the career interests of Ph.D. recipients suggests that a supply-side (or "pipeline") framing of biomedical workforce diversity challenges may limit the effectiveness of efforts to attract and retain the best and most diverse workforce.We propose incorporation of an ecological perspective of career development when considering strategies to enhance the biomedical workforce and professoriate through diversity.

View Article: PubMed Central - PubMed

Affiliation: Cancer Prevention Fellowship Program, Division of Cancer Prevention, National Cancer Institute, Bethesda, Maryland, United States of America; Science of Research and Technology Branch, Behavioral Research Program, Division of Cancer Control and Population Sciences, National Cancer Institute, Bethesda, Maryland, United States of America.

ABSTRACT
Increasing biomedical workforce diversity remains a persistent challenge. Recent reports have shown that biomedical sciences (BMS) graduate students become less interested in faculty careers as training progresses; however, it is unclear whether or how the career preferences of women and underrepresented minority (URM) scientists change in manners distinct from their better-represented peers. We report results from a survey of 1500 recent American BMS Ph.D. graduates (including 276 URMs) that examined career preferences over the course of their graduate training experiences. On average, scientists from all social backgrounds showed significantly decreased interest in faculty careers at research universities, and significantly increased interest in non-research careers at Ph.D. completion relative to entry. However, group differences emerged in overall levels of interest (at Ph.D. entry and completion), and the magnitude of change in interest in these careers. Multiple logistic regression showed that when controlling for career pathway interest at Ph.D. entry, first-author publication rate, faculty support, research self-efficacy, and graduate training experiences, differences in career pathway interest between social identity groups persisted. All groups were less likely than men from well-represented (WR) racial/ethnic backgrounds to report high interest in faculty careers at research-intensive universities (URM men: OR 0.60, 95% CI: 0.36-0.98, p = 0.04; WR women: OR: 0.64, 95% CI: 0.47-0.89, p = 0.008; URM women: OR: 0.46, 95% CI: 0.30-0.71, p<0.001), and URM women were more likely than all other groups to report high interest in non-research careers (OR: 1.93, 95% CI: 1.28-2.90, p = 0.002). The persistence of disparities in the career interests of Ph.D. recipients suggests that a supply-side (or "pipeline") framing of biomedical workforce diversity challenges may limit the effectiveness of efforts to attract and retain the best and most diverse workforce. We propose incorporation of an ecological perspective of career development when considering strategies to enhance the biomedical workforce and professoriate through diversity.

No MeSH data available.


Related in: MedlinePlus