27 June 2025

Annual meeting, career panel, and networking event

Following the symposium, we next held our Annual Meeting followed by a career panel and general networking. There was a strong turn out (quite significant as this was programmed at the same time as free drinks in the poster hall) and incredibly insightful questions and novel insights shared during the panel. Topics covered included how to say 'yes' and also when it is ok to say 'no' to new responsibilities, challenges which come with being a woman in science, balancing family and senior research/leadership positions, achieving career goals, advocating for one self and also working together to advocate for others. These are often highly sensitive topics which are hard to talk about openly. By providing an encouraging environment to discuss and explore these important issues, this provides a critical step towards developing strategies and new approaches to address these type of challenges.      

25 June 2025

Sex, Gender, and brain: From research to clinical practice

At OHBM Brisbane 2025, we were privileged to have leading researchers discuss complex ideas and research potential surrounding the rapidly emerging field of Sex, Gender and Brain.  Topics explored ranged across neurodevelopmental and ageing trajectories, neurocognition, and neuropsychiatric disorders. 

24 April 2024

Contra-power harassment: When the tables are turned

Written By Jean Chen & Linda Mah 

In recent years, increasing emphasis has been placed on existence of power imbalances between supervisee and supervisor and how to safeguard trainees against academic bullying (Manuel et al., 2024). No doubt this is essential for the flourishing and even survival of the research enterprise. But what if the supervisor needs protection? In fact, contra-power harassment is also a significant problem in academia. Contra-power harassment occurs when someone with seemingly less power (e.g., a student) harasses someone deemed more powerful (e.g. a professor or supervisor). This may occur in the form of disparaging comments in class, disrespectful emails, negative online reviews and more (Brinson, 2020; Lampman et al., 2009; MacLennan, 2000). In two recent surveys (DeSouza, 2011; Lampman et al., 2009) at major public universities in the US involving ~300 and ~400 respondents, respectively, 2-3% reported experiencing incivility and bullying from students.  

It is important to realize that gender plays a major role in the occurrence of contra-power harassment, with women faculty being particularly vulnerable to contra-power harassment (Lampman, 2012). In addition to reporting higher rates of harassment by superiors and peers (Burke, 2017), women faculty have reported higher incidences of being challenged by students, higher levels of stress and anxiety, and even thoughts of quitting academia. Sadly, many women do eventually leave science due to harassment (Karami et al., 2020; Lampman, 2012; Lampman et al., 2016, 2009; Jahren, 2016; Williams and Massinger, 2016) and such occurrences are not limited to North America (Christensen et al., 2021; Mawere and Seroto, 2022).  

Why are women faculty experiencing more negative impact from contra-power harassment? Gender bias plays a role. Women in traditionally male-dominated fields such as engineering or computer science may face skepticism about their qualifications (Casad et al., 2021). Additionally, it has been suggested that societal expectations of femininity can lead to women being seen as less deserving of respect or authority (King, 2021). Furthermore, women who are of racial or ethnic minorities experience even more harassment (Hune, 2011; Jean-Marie and Lloyd-Jones, 2011; Lampman et al., 2009).  What’s worse, it is likely that contra-power harassment is under-reported (Flaherty, 2018).  

The under-recognition of contra-power harassment may discourage women from staying or even entering academia. Combating this issue requires a multi-pronged approach. Universities need clear policies that define and address contra-power harassment.  Training for faculty and students on respectful communication and bystander intervention or allyship is crucial. Furthermore, fostering a culture of inclusion and diversity within departments can help dismantle gender biases that contribute to the problem. By acknowledging the issue, implementing effective policies, and promoting respectful interactions, universities can create a safe and supportive environment where all faculty, including women, can thrive and succeed.

If you identify as a woman faculty member, have you experienced contra-power harassment? If so, what do you think are other ways to address this issue and to provide support? We’d love to hear from you, please take a few moments to complete this survey.

8 March 2024

Please read the blog by our very own A.Prof Audrey Fan posted on OHBM communications regarding International Women's Day: Perspectives from the OHBM Women's Faculty SIG here. 

31 August 2023

OHBM Women Faculty Launch+: A Digest and Lessons from Our First In-person Meeting at OHBM 2023 in Montreal

A key mission of the OHBM Women Faculty Special Interest Group (WF-SIG) is to offer supportive and safe opportunities for women principal investigators to connect and network with each other. Peer-to-peer networking is an effective, low-cost intervention to encourage female neuroscientists to engage in research, gain from each other’s experiences, and develop cross-disciplinary teams that lead to creative breakthroughs. We took the first step in empowering women-centered investigators and teams at our recent in-person launch event at the OHBM annual meeting.

Logo Design: Jingyuan Chen, Arts Officer

At the launch event, we highlighted the new logo that was crafted for the OHBM Women Faculty SIG by Dr. Jingyuan Chen (Assistant Professor, Martinos Center for Biomedical Imaging), our Arts Officer. The logo skillfully combines two elements of (1) women faculty with diverse background in the five female figures; and (2) brain mapping / community, as emblemed by a connectivity graph with nodes and edges spanning a brain shape.

“I designed the background connectivity graph first, referencing the ideas of other OHBM SIGs,” Dr. Chen described. “The connectivity graph captures both brain mapping and community.” She is most proud of the racial and ethnic diversity of the women faculty figures. “I hope the logo can convey how women faculty from diverse cultural, racial, and ethnic backgrounds work together as a community to provide peer support and address common challenges faced by women PIs in the human neuroimaging field.”

WF-SIG Launch Event, OHBM 2023

The WF-SIG was officially launched at an in-person event at the OHBM 2023 meeting in Montreal. The meeting was led by the inaugural chair of the SIG, Dr. Jean Chen (Professor, University of Toronto), and attracted more than 100 women members of the OHBM, which included over 50 women faculty, more junior female investigators, and allies. Dr. Chen introduced her vision for the OHBM WF-SIG to be an organization to promote equity and inclusion in science, to build a community of support for women faculty, to foster a space of learning, to help channel a stronger voice advocating for recognition of women faculty and to create a future in which more women in the OHBM will join the ranks of faculty.

The executive team of the SIG was then introduced, including Dr. Molly Bright (Secretary, Northwestern University), Dr. Hyang Woon Lee (Chair-Elect, Ewha Womans University), Dr. Ruchika Prakash (Secretary-Elect, Ohio State University), Dr. Marta Garrido (Past Social-Events Officer, University of Melbourne), Dr. Linda Mah (Diversity and Inclusion Officer, University of Toronto), Dr. Jingyuan Chen (Arts Officer, Harvard Medical School) and Dr. Audrey Fan(Communications Officer, University of California Davis). Dr. Aina Puce (Indiana University) was introduced as an Advisor. The introductory remarks were followed by a keynote lecture by Dr. Randy Gollub, the other Advisor of the SIG.

Keynote speaker: Randy Gollub, Past OHBM Council Chair

Dr. Randy Gollub (Professor, Harvard Medical School) served as the keynote to welcome the attendees. Dr. Gollub started by sharing her own research journey and leadership roles, reinforcing how OHBM has been a throughline in her career.

“My work spans so many domains and technology,” Dr. Gollub remarked, “that [OHBM] is where I can find the best people who I can do the things I want to do.” Because of this unique expertise and interdisciplinary community, Dr. Gollub find that one of her central roles is to propel others into successful leadership positions. In her own journey, she has leveraged leadership roles to make changes that she believed to be meaningful. For instance, she decided to serve on the Program Committee in 2013-2016 to add emphasis on translational impact of neuroimaging in the OHBM meeting; and chaired the formation of the inaugural Communications Committee in 2015 as a hub for diverse communications to the membership.

From these experiences, Dr. Gollub’s advice for woman PIs is to make yourself as visible as possible, whether through traditional or atypical avenues. She has also endeavored to be prepared with information to bring to the table, so that when the opportunity arises to effect change, she is ready to speak.

Interactive networking at the launch meeting

Sparked by the keynote and the ensuing discussion, participants were encouraged to interact with the whole room through the Menti app, with real-time information shared through the app on the projected screen. Through these interactions, the SIG solicited discussion and feedback on unique challenges and opportunities for women PIs, as well as the topics and activities that the SIG should pursue. Menti illustrated the global nature of the attendees (spanning 4 continents and > 10 countries), and revealed the majority of faculty attendees to be at the rank of Associate Professor or higher.

Participant were also encouraged to network deeply at the meetup, with the goal of each connecting with at least one new woman and making plans to have follow-up interactions. The goal of this one-on-one interaction was to foster a deeper appreciation that each (female) scientist is not alone in however she feeling.

Broadening our impact: Email list and follow-up

A key takeaway from the SIG launch is that many women who are most excited about the Women Faculty SIG are not yet in principal investigator roles, attested to by the > 50 trainee attendees. In follow-up discussions, the SIG executive committee unanimously voted to involve  non-PI women in appropriate SIG events. We believe this inclusive spirit will have benefits for women OHBM neuroscientists across all career levels and strengthen mentor-mentee relationships. We have now included Dr. Naomo Gaggi (New York University), the new chair of the Student-Postdoc SIG, as the trainee representative to share “up-and-coming scientist” perspectives to the Women Faculty SIG. We have also been joined by Dr. Sharna Jamadar (Monash University) as the new Social-Events Officer.

“This really matters to me, as my pre-faculty self would have immensely benefited from being active in that room[APF2] ,” shared SIG secretary Dr. Molly Bright (Northwestern University). Dr. Bright is spearheading a mailing list that is inclusive of diverse membership levels. To join the SIG, OHBM members can look forward a follow up email.

Further Insights: Suggestions for future events

There have been various proposals for future activities, such as regular online meetings or satellite events, especially at the next year’s OHBM conference in Seoul from June 23th  to 27th 2024. We are always open to any ideas in the future.