Accelerating action: The changing landscape of a woman’s world in research

Dr. Noa Lamm-Shalem spells out the name with such precision it’s clear that the impact her former PhD mentor had several decades ago on the now Head of Nuclear Dynamics Group at the Children’s Medical Research Institute in Sydney remains. 

“Batsheva Kerem,” Dr Lamm-Shalem recalls.  “She was life-changing for me. 

“After my PhD, while a lot of the entry level roles were (gender) balanced, I noticed at the time that most of the faculty members in the university were male leaders. 

“I felt incredibly fortunate to have such a supportive female mentor who was very promoting of me. It gave me an example that you can see success even if you take a different approach to those around you.

“Tenure is increasingly a male-heavy environment. At my age now, other people have had their labs for 10 years while I have had mine for two. The break I had in having children definitely took a toll in that regard.

“I think what has been most helpful for me throughout my career has been having examples. If you don’t see it, then you can’t believe that it happens. So, when our new PhD students come and they see that half of their professors are females, I think it can really give a different idea of what can be achieved as a woman in this field.” 

Dr. Lamm-Shalem’s experience also rings true for Dr. Hannah Walker, another of The Kids’ Cancer Project Col Reynolds Fellows, who is currently researching pulmonary complications post HSCT at the Murdoch Children’s Research Institute in Melbourne. 

Dr. Walker’s latest PhD project – having previously earned science and post-graduate medicine degrees prior to her work as a paediatrician and paediatric oncologist – is supported by four female supervisors of five, providing support and feedback. 

“Having women who have navigated that path in roles like that has been really helpful,” Dr. Walker reflects.  

“Something like 60% of graduates in medicine are women, but when you look at the top of departments and executive levels in women, it’s very male dominated. Even when you look at heads of department in particular research groups it’s male dominated, but that pathway is improving. 

“I can only speak to the paediatric space, but younger women coming through like myself are able to see that it is possible to move into those spaces, and they’ve acted as mentors for me in the early phases of my career. 

“You learn a lot not just about the research, but also about sort of how to navigate that space and how to be successful in a range of different ways. Women do the collaboration across disciplines and specialities really well, and we can develop some great outcomes for patients when we bring those strengths together.” 

For female scientists with research ambitions, the visibility and accessibility of mentors is clear in their development, and addressing the imbalance of leadership roles for women in the research space continues to be an area of much progress. 

In large part, that progress happens through improved maternity leave and funding cycles, allowing for women like Dr. Emmy Fleuren at the Children’s Cancer Institute to step away on maternity leave while still accepting a Col Reynolds Fellowship – which will begin next month when she rejoins her team in the lab. 

With three children under the age of six – including a five-month-old – Dr. Fleuren can attest to the improvement and continued importance of flexible funding for researchers like herself, who can now better balance work and family.

“For me, the flexibility in funding was the difference in my research, otherwise maternity leave would have been my end point. Having flexible funding models in place now, which take into account career breaks and allow for women to step into senior roles when they come back from maternity leave, is key. 

“I would have dropped off without it, I know that.” 

“When the grant application process happens and you need to say what you were doing every year of the last however many years, any break – including to have a child – must be included as a break from being in the lab,” Dr. Walker highlights.  

“And while that’s right and important, it’s about how it’s perceived by others. In research, that can be seen as a strength and not something that people are marked down by within their own team, but that might not be true for all teams. 

“I don’t have children, but I’ve seen that decision in my peer groups of when you do want to do that – how do you go at balancing research projects and your clinical load?  

“That pathway and process doesn’t exist well. It’s not often you need to step back or wouldn’t be eligible for a grant or job, but because research is so competitive in terms of that funding cycle then it’s incredibly tricky for women to stay top in that space. 

“You compare it to a corporate role where people have huge chunks of leave, and they can slot back into what they were doing before. You can’t do that in science and in research because of how most funding works. It’s quite different, and it’s a real challenge for our space to improve and work out how we’re supporting it all better.” 

The Kids’ Cancer Project's Research Advisory Committee recommends researchers to be inducted into the Col Reynolds Fellowships based on the benefit to childhood cancer patients. Its belief in flexibility is clear, however, with a mix of early-career, allied health, mid-career and clinical fellowships, as well as PhD scholarship top-ups granted funding right across Australia. 

“I know that for me, the way in which funding is available through The Kids’ Cancer Project has been incredibly important, and I think that without it you would see a lot more drop-off in this field,” Dr. Walker says.  

“In my case, I haven’t been in a lab for the last 10 years focusing on publications like those who have through the science pathway, so in the old traditional models of funding I simply wouldn’t stack up as well as others. 

“It’s such a tricky space and it’s incredibly competitive, which is a good thing at times in that it makes us be better, but it’s not able to be the same process or journey for all. There’s so much difference in our world that it has to be recognised.” 

With the International Women’s Day’s message of “accelerate action” ringing true, it’s clear that while progress in flexible funding and understanding of existing structural challenges has happened, there’s more work to be done. 

“There are lots of opportunities for women – which is fantastic – but sometimes we fall into the habit of thinking that more is better,” Dr. Walker says. “When you’re coming up and on that early career arc, you feel that you need to take every opportunity and try and learn more even if it doesn’t work for you. But if you’re trying to balance other things as well, like a family, then it’s not always about saying yes and taking on more. 

“I’ve never felt like I couldn’t do something because I’m a woman and now you can see many examples of women doing all the things you want to do. You can have the things you want, but you might not be able to have them all at the same time.” 

“I was at a conference recently and there was a specific panel discussion of women in academia, but the advice became about finding a good daycare that works from 7am-7pm. And I just don’t think it’s helpful to think like that and only that way,” Dr. Lamm-Shalem recalls. 

“I don’t want to leave my kids from seven to seven. I want to be a present mum, and I think you can do it in this space while still being a present mum.  

“You just have to acknowledge how important it is to give room for women to be different, and to be however they need to be.” 

The Kids’ Cancer Project is incredibly proud of the time, energy and commitment shown by all of its Col Reynolds Fellows and their dedication to helping achieve its dream of no child dying from cancer – whether that’s at the early stage, mid-career level, or even a few weeks away from returning from maternity leave like Dr. Fleuren. 

“When you’re in a situation where you look around, you look to the people who are leading the way and that can become, in a way, what you can or cannot become. If there’s nobody in your situation, then it makes you think if you can do it,” she says. 

“So, for me, as I come back with such excitement and energy, I want to come back and inspire others that it’s not one or the other. It is hard work, and it’s not easy having both work and a family, but you can do it and make it happen. 

“And it’s up to us to continue to show people exactly that.” 

Learn more from our other Col Reynolds Fellows and their stories below. 

“I have found the biggest challenge is juggling home life with a career and always having a large ‘to do list’. There are simply not enough hours in the day. The work around is having a supportive family and partner and realising that I need to be realistic with the expectations that I set myself. Working closely with colleagues to help get the research done is vital.” – Dr. Marion Mateos, Kids Cancer Centre 
 

“As an independent mother and registered nurse, the biggest challenge in pursuing research was financial security and the ability to step away from my clinical position to focus on academia. Achieving this required patience, persistence, and adaptability—waiting for the right opportunities, applying for grants, and seeking flexible work roles. Empowering women researchers is crucial; it provides the support and resources needed to overcome these obstacles, enabling us to contribute our unique perspectives and expertise to science.” – Rachel Edwards, Queensland University of Technology 
 

“I’ve been fortunate to be surrounded by strong female leaders who have paved the way for women in science. At my institute, we have incredible women in leadership, including our director, which is both inspiring and empowering. While unconscious bias and structural barriers still exist, seeing their success has motivated me to push forward, seek mentorship, and advocate for equity in research so that future generations of women scientists can thrive.” – Dr. Aaminah Khan, Children’s Cancer Institute 
 

“Choosing to become a clinician-researcher in health science wasn't easy. There is no clear pathway to guide the journey, with no processes in place to bridge the gap between being working everyday with patients and doing scientific research. However, having women around me who have walked the exact path before - despite us being low in numbers - has been my greatest inspiration and support to make my own path forward.” – Chelsea Valentin, Sydney Children’s Hospital Network 
 

“Throughout my journey, I have faced obstacles at different times but have worked through them by seeking mentorship, building strong professional networks, advocating for myself, and choosing workplaces that prioritise diversity and inclusion. Having a mentor and a supportive network has been invaluable in navigating biases and overcoming these challenges. One of the best pieces of advice I received was to prioritise networking and collaboration, and I have found that most of my collaborators have been incredibly supportive. Fortunately, there are now more initiatives and resources dedicated to promoting women in STEM, helping to create a more equitable and inclusive environment for future generations.” – Rachael Lawson, Children’s Health Queensland Hospital and Health Service 
 

“I've found that women working in science often must work a bit harder to gain respect and recognition. There is also increased pressure to strike a balance between assertiveness and warmth, which can make it more challenging to voice opinions in certain situations. My advice is to find good mentors who will help you grow and support your career, and to hold your space in a crowded room – don’t be afraid to provide your perspective or knowledge as every voice brings something unique to the table!” – Dr. Teresa Sadras, Olivia Newton-John Cancer Research Centre  
 

“Juggling parental life and research has been a challenge! The key has been flexibility—adapting my hours to balance both (bioinformatics is great for this) and having a supportive environment. Working with mentors who support flexible careers and funding systems that recognise career breaks has made all the difference.” – Dr. Katherine Pillman, University of South Australia