By Soumilee Chaudhuri, PhD. Candidate, Medical Neuroscience

Imagine being excluded from critical decisions that shape your academic career and work environment, with no explanations given. Picture working tirelessly, only to receive no credit or having your research capabilities questioned simply because you recently became a mother or like wearing makeup. Worse still, imagine your ability to parent being doubted because of your dedication to lab work and how friendly you seem. These double standards in academia are the stark reality many female academics face. Senior female academics have endured these challenges for years. Still, today, I want to focus on those more like me: young, early-career trainees who often start as doe-eyed students and eventually get burnt out by the harsh whippings of subvert (sometimes overt) sexism. Most female early-career trainees never quite reach the phase of academic seniority due to what is known as the leaky pipeline phenomenon. Thus, an entire generation of early-career female researchers is missing, having dropped out at various points of their graduate, postdoc, or research careers. Some were pushed out, but many were driven to leave by the relentless sexism and microaggressions they faced daily. This challenge is compounded for early-career female academics who are ethnic minorities, international scholars, mothers, single parents, speak English as their second language or have non-traditional career paths.

Sexism in academia remains a significant issue, with most research environments being inherently gendered without explicitly admitting cultural sexism. We must equip ourselves with actual (not performative) strategies to navigate these challenges effectively as young female trainees, who are probably the last rung of the ladder and often an afterthought in academia.

Here, I share my experiences and a few actionable steps for fellow women graduate students, particularly BIPOC women and international scholars, to have our voices heard, however shrill or delayed. I hope these experiences help you know that your experience is valid, even if you didn’t do anything at that time, and that we always need strong allies who can nudge us to raise our voices and help us shield ourselves from institutional retaliation and harassment.

1. The Reality of Sexism in Academia

The Parity Myth: A recent study by Ceci et al. (2023) claims that tenure-track women are at parity with men in certain academic domains, such as grant funding and journal acceptances. However, this study disregards the experiences of early-career female trainees—postdocs, PhD students, undergraduates, research technicians, and post-baccalaureate researchers. Many of these trainees leave academia at various points due to the cumulative effects of sexism and lack of support. Explicitly recognizing these challenges is the first step toward addressing them.

Gaslighting and Lack of Solidarity: Gaslighting is a common experience for many women in academia. Phrases like “Oh, he definitely didn’t mean it” or “You have it so good here, why complain?” often dismiss legitimate concerns. These comments can come from peers and sometimes even other women, highlighting a lack of solidarity that exacerbates feelings of isolation and helplessness.

We often are not given explanations as to why certain decisions were taken because “we don’t owe her an explanation.” This dismissive attitude perpetuates a sense of powerlessness. Even more disheartening were the moments when we find women our worst allies. Some of these women have endured harsh conditions and firsthand know the cost of speaking out, but the inherent competitiveness in academia that pits women against women makes most women reluctant to reach out to help or stand up for each other. Yet, there were also unexpected times when women were my strongest pillars of support, providing me with options and, if not anything else, encouragement and empathy.

Emotional Mistreatment: Emotional mistreatment in academia is particularly insidious because it is often subtle and complex to document. Passive-aggressive behavior, such as condescending remarks, deliberate exclusion, and undermining someone’s work, can erode confidence and morale. These actions may not consistently be recognized as harassment, but their impact is profound, creating an environment of fear and self-doubt that makes it harder for women to thrive.

At one point in my academic career, I was explicitly told that dissenting opinions and actions would have consequences. This stark warning clarified that voicing my concerns or standing up for myself could result in professional repercussions. It took someone else from a different industry to tell me that in a healthy workplace, this would not happen. This realization was a turning point for me, highlighting how abnormal and unacceptable such treatment of women in academia was.

The Intersection of Sexism and Racism: For women of color, the challenges are even more complex. As Patton et al. (2004) discuss, ethnic minority women often face a double bind in academia, having to choose between fighting sexism or racism. Often, this results in prioritizing one issue over the other, leaving many battles unaddressed. Being young, a woman, a person of color, and an international scholar adds layers of barriers to a hostile environment in which to succeed. For international scholars, these challenges are further compounded by cultural and language barriers and visa and immigration issues. The intersectionality of being a young, brown, international woman in academia creates a chain of obstacles where each layer represents an additional hurdle to success.

What can we do (or try to do)?

1. Build a Support Network:

• Mentorship: Seek out mentors who understand your challenges and can provide guidance. Look for both formal and informal mentorship opportunities.
• Peer Support: Connect with other women in your field. Peer support groups can provide emotional backing and practical advice. Check out groups like Women4Change, Stark Neurosciences Research Institute, Women in Neuroscience and Diversity, Equity, Inclusion, and Wellness Committees (SNRI WIN and SNRI DEIW), etc.

2. Recognize and Document Emotional Mistreatment:

• Be Aware: Understand what constitutes emotional mistreatment and passive-aggressive behavior. These can include condescending remarks, deliberate exclusion, and undermining your work.
• Document Incidents: Keep detailed records of incidents, including dates, descriptions, and any witnesses. This documentation can be crucial if you need to report mistreatment.

3. Seek Allies:

• Bystander Intervention: Encourage colleagues to participate in bystander intervention training. Allies can help by calling out inappropriate behavior and supporting those who speak up.
• Institutional Allies: Identify faculty or staff members committed to creating an inclusive environment. They can be valuable allies in advocating for change.

4. Addressing Competitiveness Among Women:

• Shared Projects: Collaborate with other women researchers on projects. This can help build trust and mutual respect.
• Celebrate Successes: Celebrate each other’s achievements. Recognizing and valuing each other’s contributions can foster a supportive community.
• Women’s Networks: Join or form women’s networks within your institution or professional organizations. These networks can provide support, resources, and advocacy.
• Mentorship Programs: Participate in or establish mentorship programs that pair senior women academics with early career researchers. Mentors can provide guidance, support, and advocacy.

5. Acknowledge Intersectionality:

• Understand Your Identity: Recognize how multiple identities (e.g., gender, race, nationality) intersect and influence your academic experiences.
• Advocate for Intersectional Approaches: Encourage your institution to adopt intersectional approaches in their diversity and inclusion efforts.

6. Choose Your Battles Wisely:

• Prioritize Issues: Determine which battles are most important to you and focus your energy on them. It’s okay to address only some issues at a time.
• Seek Support: Find allies who understand your unique challenges as an international scholar and a woman of color. They can provide valuable support and advocacy.

A Personal Note: The most heartbreaking encounter I had was when a senior academic told me that if I had been their child, they would have advised me differently and told me to consider options outside academia. But I wasn’t their child; I was their student, and their job was to keep me in the program, objectively looking at my best interests and the program’s productivity. This conundrum should never exist for senior academics, and young scholars should never be pushed to the edge.

We must work together to create a more inclusive and supportive academic environment. But first, by recognizing these challenges and taking small actionable steps, we can help ensure that no one else faces the same obstacles. As women graduate students, our voice matters profoundly, regardless of when or how it’s heard. Speak up, however, you can because our experiences and perspectives are vital.

Readings and Resources:

• Stanford Daily: I Never Forget My Womanness
• Varsity: Women in STEM
• QUB: Women Academics in STEM

References:

• Ceci, S. J., Kahn, S., & Williams, W. M. (2023). Exploring gender bias in six key domains of academic science: An adversarial collaboration. Psychological Science in the Public Interest, 24(1), 15-73.
• Patton, T. O. (2004). Reflections of a Black Woman Professor: Racism and Sexism in Academia. Howard Journal of Communications, 15(3), 185–200. https://doi.org/10.1080/10646170490483629
• Chaudhuri, S. (2024). Tackling Sexism in Academia. [PowerPoint Presentation].
• Karamacoska, D., Heins, P., Branco, R. M., Wallcook, S., Truong, A., Leung, I., … & Bartels, S. L. (2024). How are early-career dementia researchers considered and supported nationally by dementia plans and organizations? Alzheimer’s & Dementia. https://alz-journals.onlinelibrary.wiley.com/doi/10.1002/alz.13906
• Savigny, H. (2014). Women, know your limits: cultural sexism in academia. Gender and Education, 26(7), 794–809. https://doi.org/10.1080/09540253.2014.970977
• Boivin, N., Täuber, S., Beisiegel, U. et al. Sexism in academia is bad for science and a waste of public funding. Nat Rev Mater 9, 1–3 (2024). https://doi.org/10.1038/s41578-023-00624-3