The way research institutions function has a direct impact on whether gender equality can truly take root in science and innovation. Fair opportunities in academic careers aren’t just about policies on paper—they rely on leadership practices, transparent evaluation systems, and the thoughtful integration of gender perspectives into research itself. Fields such as biomedical research and doctoral education offer particularly revealing examples, where these factors can either support or hinder inclusive career paths.

Karolina Kublickiene is an Associate Professor and principal researcher at Karolinska Institutet, CLINTEC, Division of Renal Medicine. She also serves as the head of the doctoral program “Developmental Biology and Regeneration” and is a founder of the Gendered Innovation Alliance at Karolinska Institutet. Her research focuses on cardiovascular health in chronic kidney disease and in women with adverse pregnancy outcomes, particularly in relation to accelerated vascular ageing and therapeutic strategies for its mitigation.

She is dedicated to expanding the university’s role in the community by addressing important societal and economic challenges, including diversity-related aspects. As the leader of a doctoral program, she fosters student-driven initiatives, encouraging them to become innovative scientists, leaders, entrepreneurs, and educators. Her engagement in the TEDxKI and TEDxStockholm communities has increased the visibility of early-career academics at Karolinska Institutet and further strengthened the importance of interactive, community-based actions to improve health for all.

Leadership Mindset and Structural Transparency

How should institutions rethink or redefine concepts such as “excellence” and “merit” to make them more inclusive?
KK: “It is a very challenging task, but diversity adds value! Think globally but act locally. 

The simple task is to develop incentives to make sure that defined aspects are appreciated, for example diverse research groups, if feasible implementation of the gender dimension in research and education content, and education for minimizing potential bias. Particular focus should be on leadership, which has strategic planning and awareness in these matters.”

Questions of merit and evaluation then connect directly to the broader issue of bias across the research career pipeline, where education, data and leadership support become key instruments for sustained change.

KK: “Education, transparent statistics, and leadership support would be the most effective way to tackle biases across the research career pipeline. I personally also believe that strategic recruitment of women would strengthen the importance in this area.”

When asked to imagine what cultural or structural changes she would like to see looking 10–20 years ahead, Kublickiene pointed out several areas of interest:

• To improve top-down mindset of leadership involvement covering the major fields of research and education at the university;
• To improve transparency and how gender equality is addressed in the career development positions, as well clarity for salary presentations;
• To strengthen and follow up the implementation of gender dimension in the research applications by means of results presentation etc.;
• Timely appreciation to take actions against ageism that also aggrevates the whole picture.

Her responses place leadership and transparency at the centre of long-term change, pointing to the need for clearer institutional practices around career development and evaluation.

In your view, what institutional structures are missing or underutilised that could enable fairer recruitment and career progression pathways?
KK: “We need to have dedicated and trained personnel or ambassadors working in the departments and research buildings at each institution, and they need to have real decision-making power, not just be “on paper”. This is particularly important in environments with an international milieu and a highly competitive setting, where researchers need to secure grants and publications. The culture of authorship should also be discussed properly.”

Reflecting on institutional culture more broadly, she emphasises that fostering justice and inclusion cannot be reduced to a single intervention, but instead requires a comprehensive and coordinated research environment.

If you could redesign one aspect of institutional culture to foster justice and inclusion, what would it be and why?
KK: “I can’t do with only one.I would work to further strengthen equal research environment umbrella that should include: 

• Collaborative team-based science;
• Adherence to open science principles;
• Team science valued: with co-first or last co-authorship;
• Team and leadership inclusivity (men, women, minorities, racial diversity, age);
• Appreciation for different roles on a team;
• Diversity of students supervised;
• Not just citations but societal impact, practice change and implementation of educational tools.”

From Institutional Culture to Everyday Academic Practice

Moving from long-term structural considerations to day-to-day implementation, the discussion shifts to concrete practices within institutions, departments and mentoring structures that can help reduce bias and support gender equality in research and education.

From your own experience, can you share one concrete action or practice that you have implemented to reduce bias or promote gender equality in research and innovation?
KK: “Currently, at Karolinska Institutet, we have a mentorship program that promotes gender equality, as well as a network for WISE (Women in Science and Education).

At a personal level: never be afraid to ask questions, even if the environment is sometimes unpleasant! Make your principles clear, ask why, for example, all the speakers are male, and be a good role model. It is also very important to communicate with and educate the younger generation entering academia.”

This focus on mentorship, role modelling and communication highlights the importance of both institutional initiatives and individual agency in fostering inclusive academic cultures.

Professor Kublickiene pointed out Ireland as an example of a country that takes effective action on gender equality in research and innovation, and explains:

KK: “I hope that EU policies in general will continue to support and advance this. It would also be great if there could again be targeted EU calls to strengthen gender-sensitive research in different fields and networks.”