Q&A with Dr Piumee Bandara about women in suicide prevention research

The contribution of women to suicide prevention research has and continues to be essential to the advancement of the field. However, despite the breadth and quality of research and novel perspectives women bring to the research, women continue to be seriously under-represented in leadership positions, editorial boards, awards and prizes. The two most prestigious awards in suicide prevention, are both named after men, and only a fifth of award recipients have been women. Women are also underrepresented in leadership roles. Only a third of the editors and editorial board members of the three leading suicide prevention journals are women.

While there are exceptional female researchers advancing their careers and contributing to change, we cannot expect them to push for these changes alone. The low number of women being recognised and in leadership roles in suicide prevention research leaves early- and mid-career female researchers with limited female role models and mentors, potentially deterring women from the field. Additionally, fewer senior women are in positions to drive systemic and cultural change. This is unacceptable and needs to change. When research, particularly research leadership, is dominated by males or females, gender-specific needs and challenges may be overlooked, leading to gaps in research, policy and care.

Gender disparities stem from several interconnected factors, many of which resemble challenges seen in other fields such as academic medicine and science, technology, engineering and mathematics (STEM). What we found from looking at other disciplines and reflecting on our own experiences is that women often face greater family responsibilities, which can lead to pausing or scaling back their careers. Opportunities that advance careers such as presenting and participating in conferences and other networking activities may not be available to women in the same way they are for men due to child-rearing/carer commitments. Furthermore, the culture of male-dominated workplaces and leadership may also result in unconscious biases during recruitment and other opportunities like networking. Women may also face discrimination in the workplace such as being assigned invalidating tasks below their job description, or, at worst, encountering sexual harassment or abuse. Notably, men in leadership roles who actively removed structural and socio-cultural barriers and facilitated opportunities for women were recognised as critical players in fostering gender equality.

Broader systemic factors also continue to fail women. In Australia, in 2021, the number of men and women applying for funding from the National Health and Medical Research Council (NHMRC) was the same, however, men received 23% more grants. While actions are being taken to level the playing field, women are still required to justify pauses in their career related to maternity leave/child-rearing, consequently impacting funding grants, recruitment and retention.  

While women in research face a number of challenges like institutional barriers, bias, discrimination and underrepresentation, these obstacles are felt more acutely by women from marginalised groups and women from low- and middle-income countries (LMIC). This is highlighted in our own field by the lack of women, especially women from LMIC, as keynote speakers at international suicide prevention conferences. In addition, the few women recipients of the most prestigious awards in suicide prevention were all from high-income countries. The reality is that women are not a homogenous group. We bring with us complex histories and we come from diverse backgrounds in terms of race, culture, age, class, sexuality, religion, disability, career stage and caregiving responsibilities. These intersecting identities influence how we experience varying levels of oppression and privilege, ultimately impacting career trajectories.

As described in our editorial, some practical steps forward involve working with professional bodies such as the International Association for Suicide Prevention (IASP) and International Academy of Suicide Research (IASR) to:

• Actively support women in applying for key executive and leadership roles in professional organisations, universities, and research institutions.
• Curate supportive spaces for women, such as mentoring programs for junior women and bursary schemes to help young mothers access childcare at conferences.
• Deliver educational interventions aimed at raising awareness to mitigate the risk of gender leadership bias.
• Review prizes and awards to ensure that outstanding female researchers, from all backgrounds, are properly recognised and rewarded.
• Advocate for parity in salaries and employment conditions.
• Lobby for changes to relevant international funding schemes to address gender disparities.
• Take an intersectional approach to ensure the voices, needs and experiences of women with intersecting identities are also heard and addressed.

This list is not exhaustive but a starting point to begin dismantling the barriers and elevating the prominence of women in suicide prevention research. In doing so, we can build an equitable, inspiring and more inclusive community, critical in saving lives.