Keywords
training, funding, mentoring, junior scientists, career development, science policy, research enterprise
This article is included in the Research on Research, Policy & Culture gateway.
This article is included in the Future of Research (FoR) collection.
training, funding, mentoring, junior scientists, career development, science policy, research enterprise
The Future of Research Vancouver Symposium (FoRV2017) was held on February 20th, 2017, following increasing concern by members of the local academic community that the voices of junior researchers were not being considered in discussions around the future of funding and training structures in Canadian research.
In laboratories and offices across Canada today, the majority of research is undertaken by early career researchers (ECRs), namely graduate students and postdoctoral fellows (PDFs). ECRs design and execute experiments, collect and analyze data, write papers, and are often solely responsible for supervising more junior team members. This multifaceted contribution suggests that ECRs play a core role in Canada’s science, technology and health sectors.
However, the Canadian research landscape now presents significant challenges to ECRs:
The number of PhDs awarded annually by Canadian universities are growing, as are the length of PDFs’ tenures. However, the number of junior faculty positions available at Canadian universities has shrunk.
Canadian ECRs are often advised to seek alternative career paths, but report high levels of dissatisfaction with the career development and professional training available to them.
A lack of “staff scientist” or stable mid-career options make academic employment undesirable to many trainees, and result in lab management problems including institutional knowledge loss, and a dearth of supervision and support.
Wages for Canadian ECRs are not internationally competitive, which is exacerbated in BC by Vancouver’s high cost of living, and many ECRs do not receive basic employment benefits available to other working residents.
ECRs report high levels of symptoms of poor mental health.
Recent announcements regarding increases in the Canadian research councils’ budgets offer promise for positive change, but few details have been offered on actual plans to improve opportunities for ECRs.
To effect change, junior researchers must identify the multifaceted challenges they face, and confront the role that academia, government, and industry can play in addressing them. As such, the opening session of FoRV2017 consisted of talks and panel discussions from local members of the scientific community, including industry and academic leaders, who have been vocal regarding ECR issues and the sustainability of Canadian science. This panel was followed by workshops aimed at discussing the issues that had been raised, and prompting potential solutions from attendees. Workshops focussed on 4 core topics: (1) how trainees could be better prepared for careers in science, (2) how sustainable and secure career pathways could be created for ECRs, (3) how funding of research in Canada could be structured to balance basic research, knowledge translation, and training of ECRs, and (4) how scientists and institutions could be better incentivised for behaviours that support the future of Canadian science.
Based on the responses from attendees, and further literature review and discussion among organisers, we endorse the following recommendations:
1. Improve ECR-targeted funding, including grants which provide operating costs for ECRs and support the transition from a PDF to junior faculty position, and recognising ECRs contributions to grants awarded to their supervising professors.
2. Develop guidelines for mentorship and training, such as professional development programs, and tools to help supervising professors provide high-quality mentorship, including incentivising them to allow ECRs to seek training outside the supervisor-ECR relationship.
3. Bridge gaps between academia and alternative career paths, such as through partnered research with private industry, and internships with non-academic groups.
If the future of Canadian research lies in its junior researchers, then strategies must be laid out for how universities, government, and the knowledge-intensive industries can be better at nurturing our ECRs. Recent grassroots campaigns, such as #SupportTheReport to encourage the Canadian government to take up the recommendations of the Fundamental Science Review, have shown that effective change is possible. Canadian ECRs must be ready to stake their claims in their future, and we hope that meetings such as FoRV2017 are only the beginning.
In Canada, a large proportion of science, engineering, and social research is carried out by early career researchers (ECRs), a term that encompasses graduate students, postdoctoral fellows (PDFs), and principal investigators (PIs) who have held their independent position for less than five years. ECRs represent not only the core workforce of most academic institutions, but the next generation of scientific leaders. However, there has been growing concern that current funding and training structures almost entirely ignore the best interests of ECRs.
Between 2002 and 2011, the number of PhDs awarded annually by Canadian universities increased by 68% to over 60001. However, this has not been met with an accompanying increase in the number of faculty positions. Between 2010 and 2017, the number of assistant professorships in Canada, representing potential faculty positions that these PhD graduates could hope to one day occupy, declined by 15.9%2. Overall, about 16% of PhD holders in the Canadian labour force are employed in tenure-track positions1. Therefore, the graduate training environment should reflect the reality that most students will need to find employment outside of academia. As a way to increase employment options for scientists, mid-career positions including staff scientists and group leaders have been proposed3. Staff scientists could offer many additional benefits to labs, including providing on-hand supervision for trainees, and acting as reservoirs of institutional knowledge. However, the current grant-by-grant nature of most research funding makes such permanent positions difficult to implement for all but the largest groups.
Canadian PhDs do find high levels of employment outside of academia1, but many graduates are concerned about a lack of career training and exposure to alternative career paths for graduate students and PDFs, collectively termed “trainees”. For example, among PhD students in Canada, only 51% are satisfied with the available advice and workshops concerning academic careers, and only 40% are satisfied with the resources for non-academic careers1. Around 70% of Canadian PDFs report being satisfied with the resources and supervision available to them from PIs, but only ~40% are satisfied with opportunities for career development and professional training4. Postdoctoral fellowships are ostensibly trainee positions, thus it is particularly concerning that PDFs are so dissatisfied with the training opportunities available to them. Some of the areas where Canadian PhD holders feel their professional development has been lacking include training in communication with non-specialist audiences, business and financial management, and the ability to work in a team1. Given that skills like team management are core to running a lab as a professor, this is a significant weakness for Canadian science.
Canadian PDFs also report high levels of dissatisfaction with their salaries4. In 2016, around half of Canadian PDFs were earning less than $45,000 CAD per year; if such a PDF were a sole earner with dependents, this salary may place them below the Canadian Low Income Cut-Off4. In the same period, salary of UK PDFs increased to ~CAD$60,0004, while recent US Department of Labor rulings have led to a dramatic increase in the salary of some US PDFs to ~CAD $59,500. Moreover, other countries offer PDF salary increments based on experience, while Canadian PDFs will often see no salary increase even after a 5-year appointment, which is the maximum appointment length for a PDF at the University of British Columbia, Vancouver. The relatively low salaries may make Canada a less desirable destination for those seeking postdoctoral positions; indeed, the proportion of non-Canadian citizens holding postdoctoral positions in Canada declined from 56% in 2009 to 42% in 20164. British Columbia and Vancouver are particularly unattractive for prospective ECRs, as costs of living here are among the highest anywhere in North America5. Geographical cost of living adjustments to ECR salaries and fellowships have been suggested by other groups around the world to make working in cities like Vancouver possible3, but have been largely ignored by government and academic groups.
Another cause for dissatisfaction among Canadian PDFs concerns employment benefits. Although the majority of Canadian PDFs have access to basic provincial health care, only around half have access to extended health benefits that cover the cost of prescription medication and dental and vision care4. Furthermore, while all Canadian PDFs pay federal and provincial income tax, whether supported by fellowships or by their supervisor’s grant funding, only those classified as “employees” are eligible for government benefits available to other Canadian employees, such as the Canada Pension Plan or Employment Insurance (EI). Since federally funded parental leave is available only to those employees who contribute to EI, 38% of Canadian PDFs report being ineligible for paid parental leave and a further 38% are unsure of their eligibility4. It should be noted that some fellowship-funded PDFs do receive paid parental leave but the amount and duration is not regulated, and thus varies depending on the specific source of funding. The lack of paid parental leave and unaffordability of child care is particularly problematic because the average age of Canadian PDFs has now increased to 34 years4, meaning that the most productive years for a scientist now increasingly overlap with peak child-rearing years. These issues may also contribute to attrition of female researchers. While women make up 48% of PDFs across all fields4, they represent only 40% of Canadian faculty members2; however, this does represent an improvement from 36.6% five years ago.
For many years, Canadian ECRs who looked to apply for grants as new PIs have faced science funding budgets that did not keep pace with inflation6. Between 2008 and 2015, the number of grants awarded by the Canadian Institutes of Health Research (CIHR) to early career PIs declined by 38%7. Starting in 2014, CIHR diverted up to 45% of its funding for investigator-initiated research to the new Foundation Grant scheme, designed to provide longer term support for leaders in health research8. Foundation Grant funding has been heavily biased toward senior researchers; in the first Foundation competition, only 5% of funds were awarded to ECRs7. In 2017, the Foundation Grant eligibility rules were revised and ECRs became ineligible for funding via this mechanism9. While an equalization mechanism exists within the CIHR Project Grant scheme to ensure that the proportion of grants awarded to ECRs matches the proportion of applicants who are ECRs10, these grants are smaller in value: the average size of Foundation Grants is $2.6 million CAD, while Project Grants are worth CAD$720 thousand on average. More still needs to be done to ensure that Canadian ECRs have access to the funding that they will use to build their research programs.
Along with the dissatisfaction with current funding and training structures, there is growing awareness that ECRs worldwide experience high levels of depression and anxiety11. A recent study showed that graduate students across the globe experience symptoms of depression at six times the rate of the general population, sparking concerns of a mental health crisis12. More worryingly, ~75% of Canadian PDFs report symptoms of mental illness4. These factors can only be exacerbated by concerns over job security, and feelings of low status and underappreciation in the university hierarchy. These mental health concerns further underscore the need for extended health benefits (including counselling/therapy) among Canadian PDFs.
Despite these important concerns, there is hope for the future. The Fundamental Science Review, commissioned in 2016 to evaluate the effectiveness of Canada’s investment in research, recommended a CAD$1.3 billion increase in base funding of the three federal research granting agencies, the CIHR, the Natural Sciences and Engineering Research Council (NSERC), and the Social Sciences and Humanities Research Council (SSHRC), just to bring Canada on par with peer nations6. Increased investment in ECRs was recommended, but few details were provided. The Fundamental Science Review helped galvanise scientists to campaign federal Members of Parliament for better research funding. While the recent 2018 Federal Budget did not meet all expectations, it did increase fundamental research funding by $925 million over 5 years, with $275 million set for international, inter-disciplinary, and high-impact research13. Furthermore, it proposes $210 million over 5 years for Canada Research Chair (CRC) appointments specifically for ECRs. However, while this provides salary support it does not provide operating funds, a major issue as nearly half of the CIHR-funded tier-2 Canada Research Chairs held no CIHR operating grants in 20157. Thus, while significant challenges still face Canadian ECRs, there is good reason to believe that strong advocacy by grassroots movements can reverse the decline in public funding of Canadian science.
While the specifics of funding bodies and university structure may differ, similar concerns are growing in many developed nations with long-standing publicly funded research programs. In 2014, in Boston, MA, a group of postdoctoral researchers founded Future of Research, an organization dedicated to championing, engaging, and empowering ECRs. Driven by what they perceived as a severe lack of investment in the next generation of scientists, they convened a symposium to learn what ECRs in the US were most concerned about. The ultimate goal of the Future of Research was to develop a series of recommendations for universities and governments, which could act as a roadmap to move toward a more equitable and sustainable research enterprise.
The outcomes of the Future of Research Boston Symposium were later published3. Broadly speaking, their recommendations were: (1) to promote discussions between ECRs and stakeholders on how the scientific enterprise could be reformed, (2) to increase transparency on career outcomes, and expectations of the balance between training and research in PDF appointments, and (3) to increase investment in ECRs, with more grants to PDFs to provide financial independence from PIs, and accountability for the quality of training received during a postdoctoral appointment. Since the symposium, Future of Research has played an essential role in advocating for increased pay for US PDFs, in response to changes in overtime payment thresholds set by the Department of Labor14.
Future of Research inspired other groups of PDFs and graduate students to form their own local organisations. Here we report the findings of the Future of Research Vancouver Symposium, which was organised by PDFs in Vancouver, BC, to discuss how to create a sustainable future for Canadian research.
Future of Research Vancouver 2017 (FoRV2017) was organised by PDFs from the University of British Columbia (UBC) and Simon Fraser University (SFU). The event was hosted at the Vancouver Campus of SFU, on the afternoon of February 20th 2017, with 136 participants in attendance. The event was financed through sponsorship from community partners, including universities (SFU, UBC), associations (UBC Postdoctoral Association), biotechnology companies (STEMCELL Technologies, Zymeworks Inc., AbCellera Biologics Inc., Mesentech Inc.), funding agencies (Michael Smith Foundation for Health Research, Genome British Columbia), research infrastructure programs (WestGrid), and research centres (Centre for Blood Research).
The first session of the workshop was focused on preparing attendees with an informed understanding of the current state of the scientific enterprise, with a focus on the Canadian system. A diverse range of speakers was sought to cover perspectives from many sectors of the research ecosystem to best frame the issues at hand. The session began with an introduction by Dr. James McCoy, a PDF at UBC and a member of the organising committee, to define some of the key challenges currently faced by ECRs. This was followed by keynote addresses by Dr. Santa Ono, President and Vice-Chancellor of UBC, and Dr. Terry Thomas, Senior Vice President (Research and Development) of STEMCELL Technologies, to convey perspectives on Canadian research from two of its largest sectors, namely academia and industry. This was followed by a panel discussion, composed of: Dr. Terry Thomas; Dr. Liisa Galea, a Professor at UBC and strong proponent of women in science; Dr. Lara Boyd, an Associate Professor at UBC and the representative of her institution to CIHR; and Dr. Eric Hsu, the lead for Data Science at Istuary Innovation group and a representative for alternative career paths for scientists.
The second session of the workshop was centred on discussions of the issues facing ECRs in Canada and possible solutions. The attendees self-selected one of four individual Breakout Sessions, each with a particular theme similar to those used at the FoR Boston event3. The themes for the four sessions were:
Session 1. How can trainees be better prepared for careers in science in 2017?
Session 2. How should the supply of postdocs and graduate students be matched to demand to create sustainable, secure career pathways for young researchers?
Session 3. How can the funding of science research in Canada be structured to balance and promote basic research, knowledge translation, and training of the next generation of scientists?
Session 4. How can the current system of incentives be fixed so that scientists and institutions are rewarded for the behaviours that are believed to support good science?
Breakout Sessions followed a similar procedure to that used at FoR Boston3,15. Briefly, each Breakout Session began with a short introduction to the topic of discussion and relevant background information by moderators. The participants were then given time to brainstorm “problems” related to the topic and record their ideas on sticky notes. Subsequently, there was a group discussion about the problems and participants attempted to group the sticky notes to identify broader trends. A similar procedure was then followed to identify possible solutions. The problems and solutions recorded on the sticky notes in the Breakout Sessions represent the primary data for this article. Before leaving the Sessions, participants were asked to complete an Exit Survey, which included questions regarding demographic data, opinions about the outcomes of the Breakout Session, and feedback towards future events. The workshop concluded with a reception that allowed participants to continue the discussions in an informal setting and network with the event sponsors.
The Exit Survey results provided insight into the range of participants involved in the discussions. Diversity was desired to ensure the discussions incorporated inputs, views and opinions from a variety of sources, to ensure representation of the wider community of ECRs. The Exit Survey supplied to participants and the responses are available online (Supplementary File 1). From the 65 responses, the average age of attendees was 33 years old, with only Session 3 showing a notable digression from this average. The gender ratio was in favour of female participants (31:20), although there were a notable number of non-responders to this question. Attendees represented a variety of positions; however, the majority of attendees were either graduate students (31) or PDFs (22).
Problems and solutions identified in Breakout Sessions. The problems and solutions proposed by participants in each Breakout Session were recorded as described in Workshop Overview (for raw outputs see Supplementary File 2). As many of the data points showed overlap or were related, the data were summarized into sets of key problems and solutions, which are presented in Table 2–Table 5. Note that the solutions supplied were not tied to specific problems that had been raised, and the grouping of this information into general themes has been performed ex post.
Rating of outputs identified in Breakout Sessions. After the discussion of possible problems and solutions described above, each Breakout Session concluded with an Exit Survey in which participants were asked to choose the most significant problem and most impactful solution identified in their Session. These answers are summarized in Table 6–Table 9; all responses (raw data) can be found in the Supporting Information (Supplementary File 1).
Attendees were asked to evaluate the process and outcomes of FoRV2017 and their specific Breakout Session in the Exit Survey. The data from the Exit Survey were analysed to give the average responses reported below (Table 10). Questions requested a ranking between 1 and 5, with 5 representing complete agreement (Supplementary File 1). The lowest importance (3.3/5) was ascribed to the questions regarding whether a consensus was reached and whether it was important to reach consensus, showing that the majority of attendees believed that a general agreement on the discussed problems and solutions was neither necessary nor attained in order to achieve positive change for ECRs. In contrast, the importance for diversity - in the meeting, the speakers, the attendees and the discussions - was highly scored (4.1/5). Finally, attendees rated FoRV2017 highly, by giving a 4.2/5 score on whether they would recommend the event to friends and colleagues.
There have been major changes to science funding in Canada and scientific research globally in the past decade, yet ECRs, particularly graduate students and PDFs, have had few opportunities to voice their opinions on these matters. FoRV2017 aimed to fill this gap. Although the Breakout Sessions focused on different topics, the identified problems and solutions showed significant overlap. Three major challenges facing ECRs in Canada that were brought up repeatedly relate to funding, mentorship, and the existing divide between academia and other sectors (particularly industry). We discuss each of these issues and potential solutions in more detail below.
Shortage of funding throughout the Canadian science ecosystem. According to FoRV2017 participants, the underfunding of science is one of the largest issues facing Canadian research (Table 3, Table 4, and Table 5). This problem was also exposed by the Fundamental Science Review6 and felt across all facets of research, with calls for increased funding for both short-term and longer-term projects, fundamental research, and interdisciplinary research (Table 4).
The science funding increase announced in the Federal Budget 201816 may make inroads to correct some of these issues. Although there was no change in federal science funding in Budget 201717, Budget 2018 responded to many of the recommendations of the Fundamental Science Review6, including: increases in base funding for granting councils and the Canadian Foundation for Innovation; targeted funds for ECRs through new CRC allocations; targeted funds for international, interdisciplinary, fast-breaking and high-risk research; and support to develop better equity and diversity outcomes16. However, it is unlikely that these changes will fully resolve the concerns of FoRV2017 participants regarding research funding in Canada. For example, the increase in unfettered funding for investigator-initiated research in Budget 2018 amounts to a real dollar increase of 14% over five years13; however, the available federal funding per researcher decreased by 35% between 2007 to 20156. Therefore, further funding increases will be required to restore the resources available to each researcher to the level available a decade ago.
FoRV2017 participants recommended direct engagement and lobbying of the government as a key action needed to encourage funding increases (Table 2 and Table 4). Evidence that this approach can be successful comes from the recent #SupportTheReport campaign, which involved direct petitioning of parliamentarians by scientists and the public to support calls for increased science funding18. In addition, FoRV2017 participants suggested that alternative sources of funding should be further explored (Table 4). For example, industry could play a larger role in funding research (discussed in more detail below). In addition, public donors could also play a larger role; for example, universities could help researchers pursue crowd-funding mechanisms (Table 4). Given the diversity of existing funding sources, FoRV2017 participants recommended that tools should be established to help scientists identify and locate these sources (Table 4).
Insufficient ECR-targeted funding. In addition to the overall shortage of research funding in Canada, numerous FoRV2017 participants voiced concern that ECRs have additional difficulties in accessing these funds (Table 4, Table 5, and Table 8). Participants believed that an overemphasis on track record (as opposed to the proposed research) in grant applications makes it difficult for new PIs to compete for funding against established researchers (Table 4 and Table 5). Participants put forward many proposals of how granting agencies could level the playing field for ECRs, such as evaluating proposals independent of CVs or conducting double-blind reviews to reduce bias in favour of established researchers (Table 4). In order to help ECRs build their track records, it was also suggested that trainees should be recognised for their contributions to grant applications, such as by allowing them to be listed as co-investigators (Table 2). However, the intervention that numerous participants rated as the most potentially impactful is the establishment of dedicated funding for ECRs (Table 8). All three of the federal granting agencies have recognised and responded to this issue with controls established on ECR success rates or dedicated funds in at least one of their programs (including the CIHR Project Grant19, the NSERC Discovery Grant20, and the SSHRC Insight Development Grant21); whether this will be sufficient will be evidenced in time.
It is uncertain whether the funding plan laid out in Budget 2018 will substantially improve the situation for ECRs. First, graduate scholarships and postdoctoral fellowships, which the FoR Boston recommendations favour as a means to give more independence to ECRs3, received no funding increases in Budget 201813. On the other hand, Budget 2018 includes $210 million CAD over five years to fund new CRCs, which could support the salaries of up to 250 early career PIs13. However, since CRC funds cannot be used toward operating expenses, ECRs hired with this salary support may continue to have difficulty acquiring sufficient funding for their research.
Another major area of concern among FoRV2017 participants was the poor quality of mentorship that ECRs receive. Indeed, around half of the participants in Breakout Session 1 listed mentorship as their most significant concern (Table 6). There were several areas in which mentorship for ECRs was considered to be lacking. First, participants were concerned that there is little incentive for supervisors to invest time and effort in mentoring their graduate students and PDFs, since evaluation of PIs tends to be heavily weighted toward research output (i.e., publications and grants) rather than mentoring outcomes for their trainees (Table 5). Second, some participants believed that there is a lack of training available to PIs regarding how to train and mentor their trainees; the effect of this lack of experience among PIs can range from ineffective mentorship to unprofessional behaviour and misconduct (Table 2). Finally, participants expressed concern that trainees who intend to work outside academia are receiving especially poor mentorship, since many PIs place little value in or have little experience in work outside of academia (Table 2).
Participants of FoRV2017 put forward several proposed solutions for the mentorship problem in academia. Participants suggested that PI training in mentorship skills could be directly offered by universities, or that funds could be provided to PIs who wished to pursue mentorship training on their own (Table 2). In addition, professional development programs, run by the institution, could be made mandatory for graduate students or postdocs (Table 2); this policy would remove the ability of supervisors to dissuade their trainees from participating in external training and mentorship programs. Participants also suggested that trainees take mentorship into their own hands to a greater extent, and seek out mentors external to their supervisor and formal supervisory committee (Table 2).
Concerns around mentorship and training of ECRs have also been raised by numerous organisations in recent years. In BC, the UBC Graduate Student Society published a white paper on supervisory excellence, addressing what many graduate students perceived as a dire lack of mentorship in Masters and PhD programs22. Several recommendations in this paper, including mentorship programs for supervising professors and setting measurable minimum standards for supervision by universities, closely match suggestions made by FoRV2017 participants. This paper has been met positively by UBC administration and the Faculty of Graduate Studies, prompting such measures as making seats available for students on the Faculty of Graduate Studies Committee, but actual change has yet to be demonstrated.
The FoR Boston group has recommended that supervisors, departments, and institutions be held accountable for providing a good training experience for postdocs by requiring direct feedback from postdocs to granting agencies3. They also suggested that anonymized, aggregated feedback on the training environment in individual departments could be made publicly available, to assist prospective graduate students and postdocs3. The participants of FoR Chicago similarly recommended that institutions and granting agencies conduct performance evaluations of mentorship practices by individual PIs23. Much like the participants of FoRV2017, the attendees of the Chicago symposium also expressed a wish for improved training in mentorship skills for PIs23. Clearly, a need for improved mentorship in academia is a common theme in universities throughout North America.
The historical separation between academia and other sectors contributes to the issues faced by ECRs today. In recent years, the need to bridge this divide with industry24, decision-makers25 and the public26 has become evident. The need to increase crosstalk, collaboration and engagement specifically with industry was highlighted by many FoRV2017 attendees across different Breakout Sessions (Table 2, Table 3, and Table 4). Such interaction would likely be mutually beneficial to both trainees and the industries in which they intend to seek employment.
Alternative career paths. Bridges between academia and other sectors will assist in exposing trainees to alternative career paths. In every field of study, Canadian PhD holders are more likely to be employed in a non-academic sector than as a full-time university professor1; however, many ForV2017 participants reported a lack of knowledge about what alternative career opportunities were available (Table 2 and Table 3). To address this issue, some participants expressed a desire to gain experience working in non-academic positions, such as through internships incorporated into the PhD program (Table 2 and Table 3). Of note, graduate students and postdocs in Canada can already complete internships in industry through the Accelerate program run by the non-profit organisation Mitacs27. It is unclear whether some attendees might have been unaware of this program or whether demand for this type of internship exceeds capacity in the Accelerate program. Participants also suggested several ways that academic institutions could provide greater exposure to industry to their trainees, such as recruitment fairs and career panels (Table 2).
In addition to being unaware of alternative careers paths, attendees also reported feeling unprepared for these careers (Table 2). Participants suggested several ways in which academic institutions could improve training for non-academic careers, including career-tailored professional development programs (Table 2) and directly involving industry in designing and implementing career training programs for graduate students and postdocs (Table 3). Participants also recommended that professional development programs place a greater emphasis on recognizing and marketing the transferrable skills that trainees gain during their academic training (Table 2). Concerns about poor training for careers outside of academia have also been raised in FoR symposia in the US. The FoR Chicago group, for example, recommended that professional development opportunities for graduate students and postdocs be expanded, through either curricular or extracurricular programs, and that “professional PhD” programs, featuring training in other areas such as business or law, be offered instead of or in addition to traditional PhD programs23.
FoRV2017 attendees also felt that wider stakeholder engagement in science should be pursued. Building public support for science will be crucial to convincing policy-makers to enact many of the changes recommended in FoRV2017. In particular, funding increases suggested by FoRV2017 participants will require the direct engagement and lobbying of government; however, participants recognized that public support will also be required to influence policy makers (Table 5). In addition to direct appeals to the public, it is also important that ECRs present a united front to stakeholders such as granting agencies to effectively advocate for changes that will benefit ECRs3. Recent campaigns for increased research funding in Canada have led to the creation or increased the activity of ECR advocacy groups such as the Association of Canadian Early Career Health Researchers (ACECHR) and the Science & Policy Exchange; continued activity of these and other groups in the future will be required for full implementation of the recommendations made by FoRV2017 participants.
ECRs in Canada face many of the same challenges experienced by ECRs in the US. FoRV2017 participants highlighted insufficient funding, mentorship, and connection with industry as the most critical factors contributing to the hurdles faced by Canadian ECRs. To make the research enterprise in Canada more equitable and sustainable, FoRV2017 participants recommend more funding directed to supporting ECRs (particularly research operating costs and career transition support), increased incentives and training for high quality mentorship, and strengthened partnerships with private industry in academic training and research initiatives. Following the Fundamental Science Review and the announcement of the 2018 federal budget, it is clear that progress is being made to support Canadian research; however, more is needed to support ECRs to retain and attract top talent towards building a more sustainable scientific enterprise in Canada.
All data underlying the results are available as part of the article and no additional source data are required.
The authors wish to thank our generous sponsors without whom the symposium would not have been possible: Office for Graduate Students and Postdoctoral Fellows, SFU; Postdoctoral Fellows Office, UBC; Zymeworks Inc.; STEMCELL Technologies Inc.; AbCellera Biologics Inc.; UBC Postdoctoral Association; the Michael Smith Foundation for Health Research; WestGrid; Genome British Columbia; Mesentech Inc.; the Centre for Blood Research. We would like to thank Dr Santa Ono, Dr Terry Thomas, Dr Liisa Galea, Dr Lara Boyd and Dr Eric Hsu for speaking at the symposium. We would also like to thank the moderators and volunteers who helped plan the symposium and/or run the breakout sessions: Dr Kaarina Kowalec, Dr Eva Kwoll, Dr Jess Inskip, Dr Mariya Cherkasova and Matthew MacLennan. We would also like to thank Dr Gary McDowell from Future of Research and Dr Lauren Drogos from Future of Research Canada for their advice.
Supplementary File 1: Exit Survey – text of the Exit Survey administered to participants, with quantitative scoring data, summarized qualitative answers, and raw qualitative answers.
Click here to access the data.
Supplementary File 2: Output from Breakout Sessions.
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Is the topic of the opinion article discussed accurately in the context of the current literature?
Partly
Are all factual statements correct and adequately supported by citations?
No
Are arguments sufficiently supported by evidence from the published literature?
Partly
Are the conclusions drawn balanced and justified on the basis of the presented arguments?
Partly
References
1. Sambunjak D, Straus SE, Marusic A: A systematic review of qualitative research on the meaning and characteristics of mentoring in academic medicine.J Gen Intern Med. 2010; 25 (1): 72-8 PubMed Abstract | Publisher Full TextCompeting Interests: No competing interests were disclosed.
Reviewer Expertise: My areas of expertise relevant to this manuscript are: Canadian research/funding policy, survey and workshop methods. (My primary research is interdisciplinary and is best described as the intersections of health informatics, health education/communication/decision making, user-centered design and human-computer interaction.)
Is the topic of the opinion article discussed accurately in the context of the current literature?
Yes
Are all factual statements correct and adequately supported by citations?
Yes
Are arguments sufficiently supported by evidence from the published literature?
Partly
Are the conclusions drawn balanced and justified on the basis of the presented arguments?
Partly
Competing Interests: No competing interests were disclosed.
Alongside their report, reviewers assign a status to the article:
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Version 1 16 Jul 18 |
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