In 1976, at a moment in history when U.S. enrollment of women in medical schools had just climbed to 20%, it is notable that the chronicles of the Association of Clinical Research Professionals (ACRP) describe the first meeting of two nurses who were among the field’s earliest clinical research coordinators, Sarah Boyer and Anne LeSher, as the impetus for the formation of the Association. Today, close to 50 years down the road, women make up nearly 55% of U.S. medical students, 38% of U.S. physicians, and 90% of the nursing workforce globally, but only about 25% of health leadership roles.
In her forthcoming ACRP 2025 presentation on “Women Leaders Breaking Barriers and Achieving Success in Clinical Research,” Jessica Fritter, DHSc, MACPR, ACRP-CP, Clinical Assistant Professor of Practice at The Ohio State University (OSU), says she will first explore the historical context of women in leadership roles as she works her way toward addressing the apparent gender disconnect that is specific to health-related professions. From early pioneers like Florence Nightingale, who transformed nursing and public health, to modern-day trailblazers in various sectors, the evolution of women’s leadership has been marked by resilience and determination, she notes.
Fritter explains that her session at ACRP’s New Orleans gathering in April “will highlight key milestones that reflect the gradual shift toward gender equity in leadership positions, as well as the societal changes that have supported this progress.” It will also delve into the leadership landscape within clinical research, emphasizing the unique challenges and opportunities present in this field.
Despite significant strides, women remain underrepresented in leadership roles, facing barriers such as implicit bias, limited access to mentorship, and work-life balance challenges, Fritter adds. “We will discuss what constitutes effective leadership, focusing on qualities such as emotional intelligence, decisiveness, and the ability to foster collaboration,” she says. “Finally, we will address strategies for personal empowerment, including seeking mentorship, building networks, and setting clear goals. By understanding these elements, women can navigate their paths toward success in clinical research leadership and beyond.”
Fritter generously took time amidst her duties overseeing the Master of Clinical Research and Undergraduate Clinical Trials Sciences Certificate programs in the College of Nursing at OSU, and serving as leader of the ACRP Ohio Chapter, to answer some questions posed by ACRP about her views on, and experiences with, women leaders in the clinical research profession.
ACRP: Who are among the women leaders in clinical research who inspired you as you were first entering the field? Who do you point students to today for role models in the industry?
Fritter: When I first entered the field, it was hard to find specific women leaders in clinical research to idolize. The majority were physicians conducting their own research and the presence of female physicians in leadership positions was rather small. Once I discovered women leaders in clinical research like Carolynn Jones, Grace Wentzel, Sally Jo Zuspan, and Denise Snyder, I was hooked on learning from them. Today, I still point students to these wonderful women, but now include the likes of Christine Senn, Deb Tatton, Jeanne Hecht, Rose Blackburn, and Virginia Nido, all of whom I shared the stage with for the ACRP 2023 “Women in Clinical Research: Perspectives of Progress” panel.
Today, I can know my students’ niches and guide them to women leaders within those areas. For example, if I have someone passionate about research finances, I immediately think of Mary Veazie, or if I have a student who wants to learn more about a career in the pharmaceutical industry, I encourage them to connect with Leslie Wolfe at Merck.
ACRP: With clinical research nurses playing such an important role in clinical trials and with nursing being so female-dominated, how do you feel about the representation of women in clinical research leadership roles? What kind of progress have you seen during your career? What would it take to make conditions more equitable out there?
Fritter: I feel as though women may make up a large percentage of the workforce in nursing and clinical research roles, but we still do not see them filling many of the leadership roles within the field. That is not to discredit our male counterparts, but simply to state that, from looking at the big picture, there is a gap. Throughout my career, I have seen immense progress in women gaining middle management positions at the director or manager level, but it is less noticeable at the vice president, president, or C-levels.
If I had a magic wand, I would love for search committees to be more transparent about how they market these higher level positions, what kind of candidates are they looking for, and how many women apply to these roles. A great research project I have toyed with is surveying mid-level management women leaders to gauge their satisfaction and dissatisfaction in their roles. Do they want to move to upper level management positions? Why or why not? What is stopping them from reaching those roles? At the end of the day, gathering data is crucial, but more important is what we do with those data to make a difference.
Women Leaders Breaking Barriers and Achieving Success in Clinical Research
Join Jessica at ACRP 2025 [April 24-27; New Orleans, La.], where they will dive into the history of women leadership and discuss barriers women face in clinical research leadership positions. View complete schedule.
ACRP: Do you have a particular personal anecdote you could share to illustrate how women leadership in this field is an important balance qualitatively (in terms of relationships with and impacts on staff and/or participants) versus the preponderance of male leadership?
Fritter: Having leadership mirror its workforce can be overwhelmingly impactful. Personally, once I started a family, I leaned heavily on my female mentors and leaders for help guiding me through the new challenges of balancing work, being a wife, pregnancy, and/or being a mom, all while still reaching for my own career goals.
It takes compassion, patience, and understanding to be an effective leader. I will never forget how, when I was pregnant with my first daughter, I had a male leader question whether I would be returning to work after I gave birth, and I could see his mindset shift in my ability to be an effective clinical research professional given this new stage in my life. The female leaders, whether they had children or not, were all supportive, patient, and honestly, more times than not, did not even question my ability to work given my pregnancy. It was a feeling of excitement for me that, in the end, nothing was ever brought into question regarding my workload or my ability to complete the tasks at hand.
Edited by Gary Cramer
