性别对学术研究中导师关系的形成和结果的影响
Impact of gender on the formation and outcome of mentoring relationships in academic research
摘要：
尽管在研究生培训方案中的代表性越来越多，但在获得独立职位之前离开学术研究的妇女人数不成比例。为了了解这种趋势背后的因素，我们分析了一个多学科的博士数据库。和博士后指导关系，涵盖2000-2020年，重点是生命科学数据。学生和导师的性别都与学生的继续率的差异，以独立的导师自己的位置。虽然女导师的受训者比男导师的受训者更不可能担任独立职位，但在对导师地位的几项测量进行控制后，这种影响大大减少。因此，导师性别的影响至少可以部分地用导师可获得的社会和财政资源的性别差异来解释。由于受训人员和导师往往是同一性别，导师性别与学业延续之间的这种联系对女受训人员产生了不成比例的影响。平均而言，研究生培训中的性别同质性与导师身份无关。这一趋势的一个显著例外是科学家获得杰出成就的特殊情况，如国家科学院院士，霍华德·休斯医学研究所的受赠者，或被授予诺贝尔奖。这群导师培养男性研究生的速度比他们最成功的同事要高。这些结果表明，除了限制女学员职业选择的其他因素外，导师在获得资源和声望方面的性别不平等也是造成妇女从独立研究职位上流失的原因。
英文摘要：
Despite increasing representation in graduate training programs, a disproportionate number of women leave academic research before obtaining an independent position. To understand factors underlying this trend, we analyzed a multidisciplinary database of Ph.D. and postdoctoral mentoring relationships covering the years 2000-2020, focusing on data from the life sciences. Student and mentor gender are both associated with differences in rates of student's continuation to independent mentor positions of their own. Although trainees of women mentors are less likely to take on independent positions than trainees of men mentors, this effect is reduced substantially after controlling for several measurements of mentor status. Thus the effect of mentor gender can be explained at least partially by gender disparities in social and financial resources available to mentors. Because trainees and mentors tend to be of the same gender, this association between mentor gender and academic continuation disproportionately impacts women trainees. On average, gender homophily in graduate training is unrelated to mentor status. A notable exception to this trend is the special case of scientists having been granted an outstanding distinction, evidenced by membership in the National Academy of Sciences, being a grantee of the Howard Hughes Medical Institute, or having been awarded the Nobel Prize. This group of mentors trains men graduate students at higher rates than their most successful colleagues. These results suggest that, in addition to other factors that limit career choices for women trainees, gender inequities in mentors' access to resources and prestige contribute to women's attrition from independent research positions.
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