Abstract:
Postdoctoral positions can be essential steps for careers in both research and higher education. Data collected from Canadian postdocs since 2009 shows a growing range of career options for PhD holders. We evaluate distinct training needs and how these trends impact diversity and inclusion in research careers.

Summary of Conversations

The discussion centered on career paths and opportunities for postdoctoral researchers, highlighting the challenges they face in transitioning to permanent positions. While many begin with academic aspirations, the reality is that only a small percentage secure tenure-track jobs. The conversation covered the necessity of professional development beyond academic skills, such as project management and communication. Survey data illustrated demographics, satisfaction levels, and the evolving landscape for postdocs. Glue work, the non-technical tasks essential for team success, was discussed, emphasizing the importance of recognizing and managing it to promote equity and career advancement, particularly for women and underrepresented groups in STEM.

Take Away Messages/ Current Status of Challenges

• Intense competition exists for academic positions, with limited opportunities for postdocs to secure tenure-track jobs.
• A significant percentage of postdocs in non-academic careers find their postdoc experience not particularly relevant, indicating a need for better alignment of training with career outcomes.
• Professional development resources are lacking, especially for non-academic career tracks, leaving postdocs feeling ill-prepared for diverse career options.
• Systemic issues such as low pay, short contracts, lack of benefits, and mental health challenges create barriers to career advancement.
• Gender disparities persist in career paths, with women being more likely to change their career goals and less likely to secure permanent research positions.
• There are concerns about the equitable distribution and recognition of “glue work” which disproportionately affects women.
• Postdoctoral positions are temporary in nature and often do not adequately support transitions to permanent employment, hindering long-term career stability.

Recommendations/Next Steps

• Postdocs should proactively self-advocate and expand their networks to explore diverse career opportunities.
• Institutions should align career development resources with the diverse career paths postdocs pursue, moving beyond a sole focus on academia.
• Funding agencies should broaden postdoc funding eligibility criteria to support a wider range of research and career development activities.
• Organizations should add glue work tasks to job descriptions and performance reviews to fairly recognize all the contributions of their staff.
• Address gender disparities by promoting flexibility in institutional policies, such as providing childcare support for conferences and other career-related activities.
• Advocate for cultural changes within academia to view postdocs as professional researchers and junior colleagues rather than solely as trainees.
• Foster skill diversification by encouraging postdocs to cultivate alternative skillsets such as communication and networking, that could have applications in other sectors.