Inequality dynamics in the workplace among microbiologists and infectious disease specialists: a qualitative study in five European countries

Huttner, Angela; Cacace, Marina; d’Andrea, Luciano; Skevaki, Chrysanthi; Oțelea, Dan; Pugliese, Francesca; Tacconelli, Evelina

doi:10.1016/j.cmi.2016.09.015

Cited by 5 publications

(35 citation statements)

References 13 publications

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“…Advancement in clinical academia was described as inherently competitive,31 favouring participants with higher social capital who are more likely to be included within formal and informal academic networking,32–34 to garner support32 and to be aware of the mechanisms of advancement 35. Social capital was seen as related to tangible social assets such as gender and race which intersect to create multiple levels of disadvantage 32…”

Section: Resultsmentioning

confidence: 99%

“…Confidence and ambition were described as driving career advancement, favouring those (usually men) who strategically plan towards promotion,34 36 self-promote,37 38 negotiate their position35 or thrive on the politics of advancement 34. Resilience and the ability to grow through difficulties also support advancement 37 38.…”

Section: Resultsmentioning

confidence: 99%

“…Family–work conflict was compounded by multiple barriers to returning to work including a lack of part-time posts with flexible working or support/incentives for returners,31 39 and difficulties in moving flexibly between research and teaching (in both directions) 39. Clinical academia was perceived by many as a barrier to raising a family 31 32 34 35 39 41. Research training often coincided with child-rearing years leaving those who had taken a career break behind their peers on research outputs and career progression 35 39 41…”

Section: Resultsmentioning

confidence: 99%

“…Clinical academia was perceived by many as a barrier to raising a family 31 32 34 35 39 41. Research training often coincided with child-rearing years leaving those who had taken a career break behind their peers on research outputs and career progression 35 39 41…”

Section: Resultsmentioning

confidence: 99%

“…There was a tendency to expect full-time outputs from part-time workers,35 and a tendency to stigmatise part-time workers as disinterested or under-committed 35…”

Section: Resultsmentioning

confidence: 99%

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Factors impacting on retention, success and equitable participation in clinical academic careers: a scoping review and meta-thematic synthesis

2020

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Strengths and limitations of this study ► Our review consolidates the full continuum of factors affecting equitable participation in clinical academia at all stages of the pipeline and across a range of protected characteristics. ► Our findings will have limited relevance to nursing, midwifery, allied health professions or other geographies where there may be divergent issues in relation to gender, sexuality and ethnicity or the nature of clinical academia. ► The majority of papers identified in the scoping review focused on gender, therefore the factors identified within each theme may not fully represent issues related to ethnicity and sexual orientation. No studies related to disability were identified. ► Policy is in constant transition and it will need to be studied and addressed locally. This paper focused on current UK policy as an illustrative case. AbStrACtObjectives To examine and synthesise current evidence on the factors that affect recruitment, retention, participation and progression within the clinical academic pathway, focusing on equitable participation across protected characteristics including gender, ethnicity and sexual orientation. Design Scoping review and meta-thematic synthesis. Data sources Web of Science, Google Scholar. Article selection We conducted a scoping review of English language articles on factors affecting recruitment, retention, progression and equitable participation in clinical academic careers published in North America, Australasia and Western Europe between January 2005 and April 2019. The most recent and relevant 39 articles were selected for meta-thematic synthesis using detailed inclusion/exclusion criteria. Data extraction The articles were purposively sampled to cover protected characteristics and career stages and coded for factors related to equitable participation. 17 articles were fully coded. No new themes arose after nine papers. Themes and higher level categories were derived through an iterative consensual process. results 13 discrete themes of factors impacting on equitable participation were identified including societal attitudes and expectations; national and organisational policies, priorities and resourcing; academic and clinical workplace cultures; supportive, discriminatory and compensatory interpersonal behaviours and personal factors related to social capital, finances, competing priorities, confidence and ambition, and orientation to clinical, academic and leadership roles.Conclusions The broad and often interconnected nature of these factors suggests that interventions will need to address structural and cultural factors as well as individual needs. In addition to standard good practice on equality and diversity, we suggest that organisations provide equitable support towards early publication success and targeted mentoring; address financial and role insecurity; address the clinical workplace culture; mitigate clinical-academic-personal role conflicts and overload; ensure that promotional structures and processes encourage diverse applicants an...

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

“…There was a tendency to expect full-time outputs from part-time workers,35 and a tendency to stigmatise part-time workers as disinterested or under-committed 35…”

Section: Resultsmentioning

confidence: 99%

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