Driving the Conversation on Gender Equality in Science: International Day for Women and Girls in Science – Part 3 (Author Q&A)

Gender equality in science requires sustained, measurable action to remove structural barriers and support women and girls at every stage of their scientific careers, from education and entry to progression and leadership.

To mark International Day for Women and Girls in Science, we spoke with some of our expert authors about the importance of encouraging and supporting women in science, with a particular focus on neuroscience and research-led disciplines.

Our authors explore how gender equity in science influences innovation, research quality and organizational performance, alongside the practical commitments organizations must make to drive meaningful change. Going beyond blanket statements, they examine the exclusions of women from scientific research and experiments, how mentoring is crucial in accelerating women's careers and provide actionable advice for organizations to increase gender equity.

Together, these expert perspectives share practical strategies and real-world approaches for building inclusive scientific environments where women can thrive, contribute and lead.

We conclude this series with Tibisay Vera, co-author of Neuroscience for Change at Work.

Why does gender equity in science matter specifically for a field like neuroscience and how does this impact innovation, research outcomes and organizational success?

Neuroscience research allows us to understand human behavior, learning, stress, decision-making and mental health. If research and leadership perspectives are not diverse, the conclusions we draw risk being incomplete or biased.

For example, for decades many clinical drug trials were conducted primarily on male participants, leading to medications and dosage guidelines that sometimes it produced stronger side effects or different responses in women. Only later researchers recognized that hormonal cycles, metabolism and biological differences influence how treatments work. This gap was not intentional; it was a consequence of not including women equally in research design.

Neuroscience faces similar risks if diversity is missing, because brain research is deeply connected to real-life contexts such as stress, caregiving roles, workplace dynamics and mental health experiences, which may differ across populations. More diverse scientific perspectives, especially gender equity, lead to solutions that work for broader populations, improving employee engagement, innovation and long-term performance.

What role do mentorship, sponsorship and peer networks play in accelerating women’s careers in science, and how might organizations institutionalize these supports?

Careers in science are often assumed to progress purely on merit and technical competence, but research consistently shows that career advancement also depends on access to opportunity, visibility and advocacy. This is where mentorship, sponsorship and peer networks become critical in accelerating women’s career.

Mentorship helps women navigate complex career decisions and build confidence. Sponsorship goes further as it actively advocates for women, recommends them for opportunities and opens doors to leadership roles. Peer networks provide psychological safety, collaboration opportunities and resilience in environments where women may still feel underrepresented.

Organizations can institutionalize these supports by:

• Tracking career progression data to ensure equitable advancement
• Encourage senior leaders to actively sponsor emerging female talent
• Including sponsorship responsibilities in senior leaders’ performance metrics
• Funding leadership development programs specifically aimed at women in technical, research and leaders’ roles

Looking ahead, what actionable commitments, whether within your organization or the broader industry, could significantly accelerate gender equity over the next decade?

Still, as of today, neuroscience remains to be male dominated, especially in leadership roles. There is a bias that women are less inclined toward leadership roles in technical and scientific environments. In reality, there are fewer opportunities for women to be inspired and fewer female role models. Studies consistently show that diverse leadership teams improve decision quality, innovation outcomes and organizational performance.

Likewise, career progression gaps are far more strongly linked to structural barriers such as limited flexibility, unequal caregiving expectations and reduced access to high-visibility projects rather than to differences in ambition or competence.

Progress requires measurable action rather than only intentions. Some actionable commitments could be:

• Ensuring gender-balanced participation in research trials and datasets
• Inspiring, connecting and advocating for women in neuroscience through events at different levels from school or university to organizations and associations
• Setting targets for women’s participation in leadership, grant funding and research leadership positions
• Funding early-career research opportunities and leadership pathways for women

We hope these articles based around the theme of gender equality in science drive discussion for businesses across all industries. Read part one and part two for the complete article series.