Identifying Barriers and Facilitators of Success for Female Radiology Researchers: An Analysis of In-Depth Interviews With Nationally Recognized Leaders of the Field

Objective Women are highly underrepresented among leadership positions within radiology research, disproportionate to their underrepresentation in radiology overall. We sought to identify the causes and solutions of such disparity at the personal, organizational, and institutional levels among female radiology researchers who are leaders in the field. Subjects and methods We used purposive sampling to identify nationally recognized female leaders in radiology research. We developed a semistructured interview guide and conducted in-depth one-on-one telephone interviews with participants (n = 16) that ranged from 36 to 65 min. All interviews were recorded and transcribed. Data were analyzed by two researchers trained in qualitative methods using Saldana’s first- and second-cycle coding method. Themes were identified using a grounded theory approach to identify meaningful patterns that addressed the research question. Results Participants identified barriers to their professional development and success, including personal and professional obstacles often associated with work-life balance and the nonlinear nature of women’s careers because of caregiving responsibilities. Participants also identified facilitators of success that operated at the individual, organizational, and institutional level, such as purposeful networking, having an advocate, and participating in leadership events. Conclusion This study represents the first effort to qualitatively capture the facilitators of success for nationally recognized female radiology researchers. Findings suggest that synergistic efforts can be undertaken by early-career female radiologists and their colleagues, national radiology organizations, and academic institutions to systematically enable the inclusion and participation of women. The field of radiology should consider how to work dynamically at multiple levels to implement the identified potential changes.