Dr. Hsiao Voon was the recipient of our inaugural Mid-Career Fellowship in 2022. Based at Monash University in Melbourne, Dr. Voon’s 3-year research project focuses on adapting a leukaemia treatment for use in paediatric brain cancer.
To commemorate International Women’s Day, we talked to Dr. Voon about some of the challenges she has faced as female researcher, and what fundamental changes are needed to #accelerateaction and truly nurture women in research.
Dr. Voon, what are some of the challenges you’ve faced as a female researcher?
Like many women in STEM, I’ve observed that the challenges evolve as you progress in your career. Early on, there’s often a great deal of encouragement and mentorship, which is incredibly valuable. But as women advance into senior leadership roles, unconscious biases can sometimes create subtle obstacles. For example, there are often instances where established female leaders are not recognised to the same degree as their male counterparts.
What makes this particularly challenging is the insidious nature of unconscious bias, which affects not just women, but all marginalised groups. Because these biases are often unintentional, it’s difficult for individuals to recognise their own blind spots.
What changes would you like to see in your industry to support female researchers?
The improvements I’d like to see in the industry to support female researchers are, fundamentally, improvements that would benefit the entire research community. A critical need is increased funding. The current success rates for national research grants are excessively low, which is hindering the progress of high-quality medical research. This lack of financial support impacts all researchers, regardless of gender.
In addition, the increasing burden of non-research tasks placed on scientists is also a significant concern. This often involves substantial, unpaid work, which disrupts work-life balance. While this affects all researchers, it disproportionately impacts women, who often bear a greater share of caregiving responsibilities outside of their professional roles. When the demands become excessive, women are more likely to be affected negatively in their career progression.
“I think that a more robust funding environment and a greater emphasis on allowing researchers to focus on their core research activities would create a more supportive and equitable environment for all, particularly for female researchers.”
Dr. Hsiao Voon
Monash University
What advice would you give to young women aspiring to enter research?
My primary advice to young women aspiring to enter research would be to approach the field with both enthusiasm and a realistic understanding of the challenges that may arise. It’s important to be aware that, like many fields, research has its complexities, and there can be obstacles to navigate.
However, it’s equally crucial to recognise that women have a long and remarkable history of overcoming significant adversity in science, both historically and globally. Their resilience and contributions serve as a powerful inspiration. Furthermore, research offers an extraordinary privilege: the ability to define the problems you wish to address and to pursue innovative solutions. The intellectual freedom and the potential to make a meaningful impact are truly invaluable.
I would encourage young women to be prepared, to persevere, and to embrace the unique opportunity to contribute to the advancement of knowledge.
How can we offer better support women in research and academia?
To offer better support for women in research and academia, we need a multi-faceted approach. I applaud the NHMRC’s adoption of a gender equity policy in its Investigator Grant scheme, particularly the initiative to aim for equitable distribution of research grants. This is a crucial step in addressing systemic disparities.
However, beyond grant allocation, we need to foster supportive environments at all levels. This includes:
- Mentorship and Sponsorship: Providing access to experienced mentors and sponsors who can advocate for women’s career advancement.
- Addressing Unconscious Bias: Implementing training and awareness programs to mitigate the impact of unconscious bias in hiring, promotion, and evaluation processes.
- Flexible Work Arrangements: Promoting flexible work arrangements and affordable childcare options to support work-life balance, particularly for women with caregiving responsibilities.
- Data-Driven Evaluation: Regularly collecting and analysing data on gender equity to track progress and identify areas for improvement
Ultimately, creating a truly equitable research and academic environment requires a sustained commitment from institutions, funding bodies, and individuals. I would like to see the kinds of initiatives exemplified by the NHMRC being implemented more broadly, accompanied by comprehensive support systems that address the full spectrum of challenges faced by women in these fields.
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