NHMRC is committed to addressing the persistently lower participation and funded rates of female researchers. Our vision is that all researchers have equal opportunity to participate in NHMRC funding schemes and are supported to reach their full potential.
What does the data show?
An analysis of NHMRC’s data from 2013–2017 shows that women are under-represented in senior and leadership positions in NHMRC grant schemes (see NHMRC’s Gender Equality Strategy 2018–2021 for further information). This trend continues to be reflected in the current grant program, particularly in the Investigator Grants scheme.
Data on the outcomes of funding rounds are published on our website. This includes the number of applications and funded rates by gender, from 2013 to the most recent rounds under the current grant program. The Factsheets provide a quick reference point to key statistics. The Summary spreadsheets list the details of grants awarded including the lead investigator’s name and administering institution.
In addition, NHMRC has provided the Australian Women in STEM Ambassador information on the outcome of funding rounds from 2000 to 2020 for NHMRC’s Project Grant and Ideas Grant schemes, including information on the level of applications and outcomes by gender to assist their work on gender equity in STEM (see Downloads section at the bottom of this page).
We consider that gender equality will have been achieved when similar numbers of women and men apply for, and are funded through, all NHMRC funding schemes. We will continue to closely monitor application numbers and funded rates by gender across the current grant program in future rounds.
What are we doing?
Year when action was initiated
|Strategy and advice||Released NHMRC’s Gender Equality Strategy 2018–2021||2018|
|Published a Summary of the 2019–2020 Action Plan||2019|
|Established NHMRC’s Women in Health Science Committee||2012|
|Continuing to seek advice from NHMRC’s Council and Principal Committees||Ongoing|
|Peer review||Piloted the consideration of career context and life circumstances of all applicants when assessing track record, relative to opportunity, in the Investigator Grant scheme.||2021|
|Revised the Relative to Opportunity Policy||2021|
|Encouraged the use of gender-neutral language in grant applications and peer review discussions||2020|
|Piloted completion of an implicit association test for gender and science for peer reviewers before rollout to all schemes||2020|
|Introduced actions in the Strategy to further improve the representation of women on peer review panels||2018|
|Facilitating participation of people with carer responsibilities in peer review panels by using videoconferencing||2015|
|Introduced NHMRC’s career disruption and relative to opportunity policy||2012|
|Grant opportunities||Adjusted the timing of grant rounds due to the COVID-19 pandemic||2020|
|Altering timing of grant rounds to avoid school holidays||2019|
|Introduced part-time opportunities across all new grant program schemes||2019|
|Structural funding||Using strategic funding to support additional grants with female Chief Investigators (CIAs)||2017|
|Recognition||Introduced the Elizabeth Blackburn Grant Awards for top-ranked women||2013|
|Showcasing female researchers on website and in social media||Ongoing|
|Administering Institutions||Established gender equality policy requirements for Administering Institutions (AIs)||2015 (updated in 2019)|
|Reviewed how AIs are meeting the gender equality policy requirements||2015 and 2018|
|Published better practice examples for how AIs are meeting the gender equality policy requirements||2020|
Last updated November 2021