Abstract:
Background: This study sought to determine how institutional environments, including values, policies, and their
implementation, shape inequities in scientifc career progression for women and men, and their disadvantages in
relation to their multiple social identities in sub-Saharan Africa (SSA). The fndings are drawn from a wider research
study that was aimed at gaining an in-depth understanding of the barriers and enablers of gender-equitable scientifc
career progression for researchers in SSA. This was nested within the context of the Developing Excellence in Leader ship, Training and Science in Africa (DELTAS Africa) programme—a health-based scientifc research capacity-strength ening initiative.
Methods: The study adopted an exploratory qualitative cross-sectional study design. In-depth interviews (IDIs) with
trainees/research fellows at various career stages supported and/or afliated to three purposively selected DELTAS
Africa Research Consortia were the main method of data collection. In addition, key informant interviews (KIIs) with
consortia research leaders/directors, co-investigators, and the consortia management team were also conducted to
corroborate information gathered from the IDIs, and also to provide additional insights on the drivers of intersectional
gender-inequitable career progression. In total, 58 IDIs (32 female and 26 male) and 20 KIIs (4 female and 16 male)
were conducted. The interviews were carried out in English between May and December 2018. The data were ana lysed inductively based on emergent themes.
Results: Three interrelated themes were identifed: frst, characterization of the institutional environment as highly
complex and competitive with regard to advancement opportunities and funding structure; second, inequitable
access to support systems within institutions; third, informal rules—everyday experiences of negative practices and
culture at the workplace, characterized by negative stereotypical attitudes, gender biases, sexual harassment, and bul lying and intimidation.
Conclusions: We contend that understanding and addressing the social power relations at the meso-institutional
environment and macro-level contexts could beneft career progression of both female and male researchers by
improving work culture and practices, resource allocation, and better rules and policies, thus fostering positive
avenues for systemic and structural policy changes.
