Background: This study sought to find out how institutional environments, including values, policies, and their implementation shape inequities in scientific career progression for women and men, and their disadvantages in relation to their multiple social identities in Sub-saharan Africa (SSA). The findings are drawn from a wider research study that was aimed at gaining an in-depth understanding of the barriers and enablers of gender equitable scientific career progression for researchers in SSA. This was nested within the context of ‘Developing Excellence in Leadership, Training and Science in Africa’ (DELTAS Africa) – a health-based scientific research capacity strengthening 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 affiliated to three purposively selected DELTAS Africa Research Consortia was 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, fifty-eight IDIs (32 female and 26 male) and twenty KIIs (4 female and 16 male) were conducted. The interviews were carried out between May and December 2018 in English. The data was analysed inductively based on emergent themes.
Results: Three interrelated themes were identified. First: characterisation of the institutional environment as highly complex and competitive, pertaining to progression opportunities and funding structure. Second: Inequitable access to support systems within institutions. Third: Informal rules: Everyday experiences of negative practices and culture at workplace characterised by negative stereotypical attitudes; gender biases; sexual harassment, bullying and intimidation.
Conclusions: We contend that understanding and addressing the social power relations at the meso-institutional environment and macro level contexts could benefit career progression of both women and men researchers through improving working culture and practices, resource allocation and better rules and policies thus fostering positive avenues for systemic and structural policy changes.