A/Prof Lisa A. Williams @lisawilliams.bsky.social
@williamslisaphd
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Social psychologist and affective scientist @UNSW Sydney | #womeninSTEM & #equity advocate | she/her | views my own Find me at @lisawilliams.bsky.social
Sydney, Australia
Joined January 2014
Curious about whether patterns of research collaboration and team composition on grants vary according to researchers' gender? We were too! Here's what we did and what we found:.#GenderEquity #WomenInSTEM
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RT @amydiehl: Men and women doctors, professors, and vice presidents earn their degrees and titles the same way. Yet we insist on calling p….
www.wbur.org
There’s certainly a place for the familiarity the vice president has invited into her campaign that reaches voters across generations, writes Laura Hertzfeld. But we can and should move to the formal...
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Our thanks go to @IndustryGovAu for funding this work and the @arc_gov_au and @nhmrc for providing access to the data included in the project!. Please consider sharing this work! @500womensci @FranklinWomen @edi_caucus @ScienceChiefAu @EMCRForum @SciGenderEquity.
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You can also find a pre-print for this research here: . The project team was led by Dr Isabelle Kingsley, and included Dr Eve Slavich, @DrEmmaLJohnston, Prof Lisa-Harvey-Smith, and me!.
osf.io
THIS PREPRINT HAS BEEN PUBLISHED IN THE JOURNAL SCIENCE AND PUBLIC POLICY: https://doi.org/10.1093/scipol/scae064 We modelled patterns of collaboration, team gender composition, and funding amounts...
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We conclude that prioritising collaboration and team diversity in grant programs may help foster the advancement of women and underrepresented groups. Our report provides comprehensive recommendations for research institutions, funding agencies, and the government.
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Our report on these findings includes additional analysis of funding amounts. Read it on @OSFramework here:
osf.io
We modelled patterns of collaboration, team gender composition, and funding amounts across awarded Australian government-funded competitive team research grants from 2000–2020. Among mid- and...
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However, we argue that this method is suitable for the purposes of this research, which examines potential disparities stemming from the perceived gender of an investigator by grant application assessors.
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An important caveat: because self-identified gender data were not available, we inferred researcher gender based on first name. We acknowledge the limitations of this, including the binarisation of a nonbinary construct and risks of misgendering investigators.
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And the percentage of women within teams was highest for:. - psychology and cognitive sciences 37%. - law and legal studies 39%. - studies in human society 44%. - language, communication and culture 47% and. - education 49%.
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You might be wondering: does research area matter? It sure does. For example, the percentage of women within teams was lowest for: . - engineering 14%. - physical sciences 14%. - earth sciences 15%. - mathematical sciences 15%. - technology 16% and. - chemical sciences 18%.
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How about team composition among team grants actually awarded to teams? Overall, teams included fewer women than men. However, on average, teams led by women had a greater percentage of women (32%) than teams led by men (24%).
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Specifically, among doctoral-level researchers, the % of grants awarded to women v. men did not differ significantly between team and sole grants. However, among mid- and senior-career researchers, the % of grants awarded to women v. men was higher for team than sole grants.
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Moreover, differences in the percentages of grants awarded to women relative to men for team and sole investigator grants varied according to career seniority. Women were awarded more team than solo grants compared to men at mid- and senior- career levels.
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First we explored variation according to the lead investigator's gender. Overall, fewer grants were awarded to women v. mean lead investigators, replicating what we've found previously (see and .
osf.io
NOTE. This article is now published in Science and Public Policy, scaf012, https://doi.org/10.1093/scipol/scaf012 Published: 09 April 2025 We modelled two decades (2000–2020) of Australian national...
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We analysed 20 years of Australian government-funded awarded grants by the @arc_gov_au and the @nhmrc - 36k grants!, focusing on grants that could be awarded to teams, but are sometimes awarded to sole investigators. That is - project grants, not fellowships.
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@WomenInSTEMAu @S_RatcliffePhD @jesseb3rg From gender equity in research grants and workplaces, to inclusion of people with disability and from sexual and gender minority groups. From complex statistical modelling to systematic, scoping, and umbrella review methods. This work is expansive, and, I hope, of impact.
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@WomenInSTEMAu This work would not have happened without the fabulous work of the researchers leading these projects, @S_RatcliffePhD, @jesseb3rg, and Dr. Isabelle Kingsley nor the collaboration of Prof. Lisa Harvey-Smith.
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Today we share 4 research outputs from the @WomenInSTEMAu team, reflecting a huge amount of work over the past few years. Check them out on the OSF:.
osf.io
This registration is a report of the findings of a scoping review of evaluated gender equity initiatives in the workplace. The review, following a preregistered protocol and guidelines, systematica...
1/5. Proud to share our latest #STEMEquity research! . Key findings:. - Remove systemic barriers. - Improve representation. - Ongoing evaluation. - Leadership & accountability. Explore the reports and share your thoughts.
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RT @MorantJon: Please cite all R resources in your papers. A lot of effort has been paid to develop them. This package make it easy to do s….
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RT @Write4Research: What can be done about scholarly communication’s diversity problem?.
blogs.lse.ac.uk
Lynne Bowker, Mikael Laakso, Janne Pölönen, & Claire Redhead outline the intersectional nature of scholarly communication’s diversity challenge and present resources for change.
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