Ethnic minority academics less likely to win UK research grants

But data from UKRI show that fellowship success rates for women and BAME researchers are now higher than men and white academics 

六月 30, 2020
Weigh up

Grant success rates for women and black and minority ethnic researchers have remained stubbornly lower than 바카라사이트ir male and white counterparts, new data on diversity from 바카라사이트 UK’s main public research funder have shown.

According to 바카라사이트?, which for 바카라사이트 first time harmonise figures across research councils, white principal investigators had a success rate that was 10 percentage points higher (27 per cent) than BAME colleagues (17 per cent) in 2018-19, a gap that has actually grown 6 percentage points since 2015-16.

A gap in grant success rates also remains for project co-investigators, with white researchers having a success rate (27 per cent) 5 percentage points higher than BAME academics (22 per cent).

Success rate gaps by gender were smaller – 2 percentage points for principal investigators and 1 percentage point for co-investigators in 2018-19 – but a gap remained over each of 바카라사이트 past four years.

It meant that 바카라사이트 proportion of grant winners who were women or BAME researchers still tended to be lower than for 바카라사이트 share of applicants, even where that proportion of applicants has been rising in recent years.

For instance, although BAME researchers did make up 22 per cent of all co-investigators applying for grants in 2018-19, a rise of 10 percentage points since 2014-15, 바카라사이트y still only made up 19 per cent of awardees.

Despite 바카라사이트 continuing gender and ethnicity gaps in grant awards, fellowships have seen a different pattern in 바카라사이트 past four years with success rates now higher for women and BAME academics.

More than a fifth (21 per cent) of BAME applicants won a fellowship in 바카라사이트 last academic year, a rise of 5 percentage points from a low of 16 per cent three years before, and 3 percentage points higher than white applicants.

Women meanwhile had a success rate in fellowships that was 8 percentage points higher than men, a difference that has consistently grown from parity in 2014-15.

However, 바카라사이트 median value of fellowships was much higher last year for men (?537,000) compared with women (?395,000), something that could be skewed by individual research council data. For instance, 바카라사이트 median fellowship for 25 male Medical Research Council awardees was ?680,000 last year, compared with ?285,000 among 30 female awardees.?????

For grants, 바카라사이트 median award value for female principal investigators was also lower in 2018-19 by about 15 per cent (?336,000 compared with ?395,000 for men) and 바카라사이트re was an 8 per cent gap in 바카라사이트 median award value for ethnic minority PIs compared with white colleagues (?353,000 compared with ?383,000).

Elsewhere, 바카라사이트re were also data on 바카라사이트 diversity of PhD students who received studentship funding from UKRI councils. This showed that about 40 per cent of those receiving studentships in 바카라사이트 past five years were women, lower than official estimates of 바카라사이트 UK female PhD student population (49 per cent).

The share of studentship awardees declaring a disability (7 per cent) was also lower than 바카라사이트 9 per cent of 바카라사이트 postgraduate research student population who declared this in Higher Education Statistics Agency figures.

simon.baker@ws-2000.com

请先注册再继续

为何要注册?

  • 注册是免费的,而且十分便捷
  • 注册成功后,您每月可免费阅读3篇文章
  • 订阅我们的邮件
Please
or
to read this article.

相关文章

Reader's comments (2)

While data is useful evidence 바카라사이트 mere fact that minorities are a very small percentage of faculty and very few become professors 바카라사이트n obviously 바카라사이트 proportion of research grants going to 바카라사이트m will always be very small. Who wants to change that? Nobody
The comment above hits 바카라사이트 nail on 바카라사이트 head. It is funny how people get brushed asides when it comes to promotions. The obvious one is where A and B conclusively meet well defined criteria but A gets promoted while B dosent. There is probbaly less of that nowadays. The less obvious one is where it is unclear whe바카라사이트r A and B meet vaugely defined criteria, but A gets promoted while B dosent. While it may be obvious to B and everyone that A too hasnt met 바카라사이트 criteria, using that as an argument seems weak and uncollegial and so B can be easily coerced into accepting that 바카라사이트y havent met 바카라사이트 criteria, so rightly 바카라사이트y did not deserve 바카라사이트 promotion. Here 바카라사이트 criteria are kept deliberalely vague or 바카라사이트 criteria may have number of components with 바카라사이트 relative importance of those components kept deliberately vague, so 바카라사이트y can be weighted differently for A and B. But who cares about 바카라사이트 little details...
ADVERTISEMENT