Reflections on race, ethnicity, and NIH research awards

Ginther, Donna K.

doi:10.1091/mbc.e21-08-0403

Cited by 10 publications

(3 citation statements)

References 21 publications

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“…Women have been reported to have a disadvantage in transitioning from K-awards to R-awards from the NIH ( Nguyen et al, 2023 ). Racial and ethnic minorities are also at a disadvantage in receiving R01 funding compared to white counterparts ( Ginther, 2022 ; Ginther et al, 2011 ). The institution itself also influences R01 funding success.…”

Section: Introductionmentioning

confidence: 99%

Analysis of NIH K99/R00 awards and the career progression of awardees

Woitowich

Hengel

Vilgalys

et al. 2024

eLife

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Many postdoctoral fellows and scholars who hope to secure tenure-track faculty positions in the United States apply to the National Institutes of Health (NIH) for a Pathway to Independence Award. This award has two phases (K99 and R00) and provides funding for up to five years. Using NIH data for the period 2006-2022, we report that ∼230 K99 awards were made every year, ∼40% of K99 awardees were women, and that ∼85% of K99 awardees went on to receive an R00 award. Institutions with the most NIH funding produced the most recipients of K99 awards and recruited the most recipients of R00 awards. The time between a researcher starting an R00 award and receiving a major NIH award (such as an R01) ranged between 4.6 and 7.4 years, and was significantly longer for women, for those who remained at their home institution, and for those hired by an institution that was not one of the 25 institutions with the most NIH funding. Shockingly, there has yet to be a K99 awardee at a historically Black college or university. We go on to show how K99 awardees flow to faculty positions, and to identify various factors that influence the future success of individual researchers and, therefore, also influence the composition of biomedical faculty at universities in the US.

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Section: Introductionmentioning

confidence: 99%

Analysis of NIH K99/R00 awards and the career progression of awardees

Woitowich

Hengel

Vilgalys

et al. 2024

eLife

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“…29 Racial and ethnic minorities are also at a disadvantage in receiving R01 funding compared to white counterparts. 30,31 The institution itself also influences R01 funding success. Here, we explore the conversion of K99 to R00 awards by year, gender identity, and institutions (other demographic data are not publicly available) to demonstrate the flow of K99/R00 awardees from postdoc to faculty positions.…”

Section: Introductionmentioning

confidence: 99%

Analysis of NIH K99/R00 Awards and the Career Progression of Awardees

Woitowich¹,

Hengel²,

Vilgalys³

et al. 2023

Preprint

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Postdoctoral research fellows are highly skilled and trained researchers within the academic biomedical research workforce. Those that aspire to continue academic research careers typically seek tenure-track faculty positions as a principle investigator. In the United States of America, the National Institutes of Health (NIH) sponsors a Pathway to Independence Award (K99/R00) mechanism designed to facilitate the transition from postdoctoral fellow to faculty by providing 5-years of funding support during the postdoctoral and faculty phases. This makes postdoctoral fellows with K99/R00 awards attractive candidates for institutions looking to hire faculty because it shows that the candidate has a track record of NIH funding and the institution gets a significant amount of funds in the form of indirect costs once the R00 phase is awarded. This analysis explores how many K99 recipients successfully converted to R00 awards from 2007 to 2022. This analysis also examines which institutions these conversions occurred at and how often postdoctoral fellows with K99 awards were retained at their home institution for the R00 portion of the award or moved to a different institution. The findings of this analysis show that ~170 K99 awardees convert to R00 each year and between 20-35% of those are retained at the institution they received their K99 award at for the R00 phase.

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“…Retention rates of minoritized faculty in academic institutions are lower compared to white counterparts and Black assistant professors have the lowest promotion rates ( 15 ). Minoritized physicians receive the least NIH research funding ( 16 , 17 ) and stark income differences between Black and white male physicians exist ( 18 ).…”

Section: Introductionmentioning

confidence: 99%

The Impact of Patient Prejudice on Minoritized Female Physicians

Dellasega

Aruma

Sood

et al. 2022

Front. Public Health

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BackgroundPatient bias and prejudice directed against physicians from diverse backgrounds is a frequent occurrence in healthcare. Female physicians have long experienced discrimination in the healthcare system based on their gender alone. The dynamic known as Patient Prejudice toward Providers (PPtP) is disproportionately affecting female physicians because it is frequently compounded by sexism.AimThe goal of this study was to explore the impact of PPtP on female resident and attending physicians.MethodsUsing transcribed one-on-one interviews from a larger study of PPtP affecting resident and attending physicians, ten interviews with female physicians (resident and attending) from diverse ethnic backgrounds and countries of training at a large academic medical center were analyzed. The authors independently reviewed the interviews using an iterative process within and across interviews to inductively identify repeating words, phrases, and concepts relevant to the study aim.ResultsDemographics of the ten participants included age (mean 34.6 years), ethnicity (6 Asian, 2 Hispanic, 2 African), and country of training (10% IMG vs. 90% US trained). Four of the interviewees were residents and six were attendings. Themes that emerged from the analysis included experiencing “A Gendered Continuum of Abuse,” “Establishing a Higher Standard of Competency,” “Overcoming the Stereotype of the White Male Physician,” “The Physicality of Self Identity,” and “The Need to be Protective of Minoritized Trainees.” All participants agreed that these perceptions created an adverse environment at the workplace and impacted on patient care.ConclusionsDiscrimination of physicians based on their gender or their race/ethnicity has been reported. This study highlights the compounded effects of patient prejudice on female minoritized physicians. Organizations and individuals should identify and implement strategies to address the impact of PPtP and sexism in order to create an environment where all women can thrive professionally.

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Reflections on race, ethnicity, and NIH research awards

Cited by 10 publications

References 21 publications

Analysis of NIH K99/R00 awards and the career progression of awardees

Analysis of NIH K99/R00 awards and the career progression of awardees

Analysis of NIH K99/R00 Awards and the Career Progression of Awardees

The Impact of Patient Prejudice on Minoritized Female Physicians

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