Working Scientist

Among the barriers faced by researchers who move abroad to develop their careers is a so-called “hidden curriculum,” says Sonali Majumdar, whose book, Thriving as an International Scientist, was published last year.Navigating these unwritten rules that cover social norms and cultural expectations, both in the lab and outside work, can feel particularly daunting to scientists who, like her, were born elsewhere, she adds. In addition, international scientists often have restrictive funding arrangements that tie them to a particular lab or Principal Investigator’s research focus, she says.US visa restrictions can often mean missing family events back home. Majumdar, for example, who gained a biochemistry and molecular biology PhD from the University of Georgia in Athena in 2014, could not return to India to attend her parents’ funerals. “It was probably the biggest sacrifice I’ve had to make in my life,” she says.  In the final episode of a six-part podcast series covering books about the scientific workplace, Majumdar, who is now assistant Dean for professional development at Princeton University in New Jersey, tells Holly Newson that having a “growth mindset” can help international scientists to thrive abroad.  This means not focusing on problems, but on possibilities and solutions, she says, supported by advisors, mentors, and sponsors. The US, she says, has a reputation as a melting pot of different cultures, a place to meet colleagues with a shared passion for science and solving problems. But in the last decade the climate for researchers who relocate there from abroad has become more difficult, she adds. 

Simon May describes his 2025 book Jump! as a new approach to conquering procrastination. Unlike self-help manuals that urge readers to break tasks down into manageable chunks with clear deadlines, May digs into the philosophy of why we put things off. He also explores not only why we fear career failure but also (more mysteriously, he says) career success, and why boredom and regrets are a “phenomenal wake-up call” to be learnt from. The modern cult of work, May tells Holly Newson in the penultimate episode of this podcast series about books covering the scientific workplace, forces us onto a productivity treadmill that can sap our motivation. “If something becomes cold and alienating and simply production-oriented, it ceases to engage,” he says, highlighting some scenarios: “I need to get this out by Monday morning. My competitor in the next lab has produced three papers this year, and I’ve only produced one.” But how do you make an important personal or professional goal less important, less intimidating, and so more achievable? May, a visiting professor of philosophy at Kings College London, offers some strategies. This includes how he conquers his own procrastination as a book deadline looms, describing himself as someone who feels “paralyzed” by the importance of the project. May concludes with a warning about the “mirage of fulfilment”  felt by the 19th century Russian author Leo Tolstoy. Aged 50 and at the height of his fame, Tolstoy felt his life was meaningless. “One other thing to avoid is this sense that the destination is the key, that, once reached, will provide a sense of lasting fulfillment.” Instead, he argues, it’s the journey that counts. 

Joseph Jebelli believes burnout and overwork has reached pandemic levels, telling Holly Newson that it kills 750,000 people annually, with three out of five workers struggling to maintain a healthy work-life balance.  His 2025 book, The Brain At Rest, proposes that regular bouts of doing nothing can change your life. Finding time to let your mind wander and take a daily 30-minute nap can make you more creative and efficient, he argues.  In the fourth episode of a six-part podcast series focused on books about the scientific workplace, Jebelli describes the "productivity guilt" he felt during his neuroscience PhD at University College London, where he studied the cell biology of neurodegenerative diseases, followed by a postdoc at the University of Washington, Seattle. "It's the guilt in which you equate your worth as a human being with your output, with how many hours you're in the lab. If it were up to me, there would be a napping room in all laboratories. We have to get it out of our heads that we’re switching off, shirking, or being irresponsible or reckless. We’re actually helping our brains produce our best work.”

Gertrude Nonterah helps researchers step off the academic hamster wheel and seek opportunities beyond their specialty. She does this by tapping into her personal experiences of losing a postdoctoral position when her lab leader’s funding ran out, followed by a role at a biotechnology company that ended after two months. Nonterah now works in medical communications and career counselling through The Bold PhD, a consultancy she set up in 2021, and a podcast, which she launched last year. Her 2025 book, Navigating the Pivot, promises strategies and insights to power career transitions from academia. In the third episode of a podcast series focused on books about the scientific workplace, Nonterah, who is based in San Diego, California, tells Holly Newson how to tailor a CV or resume for industry employers. Instead of focusing on publications, she urges industry job applicants to show evidence of problem-solving, a highly-prized skill in the sector. Another thing to include are examples of communicating their research to people beyond their academic specialty. Nonterah then emphasizes the importance of networking, describes strategies to counter imposter syndrome, and offers advice on how to talk about career setbacks.Finally, she talks about how to bounce back from being laid-off, based on her own experience. She tells Newson: “How do I turn this into my comeback? How do I turn this into a time where I rediscover myself, my skills, when I rebrand and reinvent myself.” 

Learning to care less about how you come across in a conference talk, funding pitch or networking event frees you to communicate more naturally and confidently, says Susie Ashfield.In the second episode of a podcast series focused on six books about the scientific workplace, Ashfield, whose 2025 book, Just F**king Say It, includes real-life case studies of both good and bad communication, says scientist interviewees are often burdened by the “curse of knowledge.” This means they include too much detail instead of focusing on telling a simple story with a beginning, a middle and an end.Ashfield, an actor-turned-communications coach based in London, tells Holly Newson that presenters often fail to rehearse a science conference talk sufficiently. They also default to listing their academic achievements rather than focusing on the messages that their audience needs to hear. In the case of an investor pitch, this could mean focusing on a technology’s potential to save lives, not a detailed description of the underlying science, she argues.She also offers advice on how to approach networking, including tips on how to introduce yourself, keep conversations flowing, and how to politely move on to speak with other attendees. Finally, she offers advice on how to say no, handle difficult supervisors and pay negotiations.Explaining why she named her book Just F**king Say It, and why people should care less about how they come across, she tells Newson: “We are all desperately, concerned about what other people think of us. When we overthink how we walk into a room, we put levels of pressure on ourselves that just shouldn’t be there. The ethos is to just care less. Let it go. See what happens. Enjoy it.”

In the first episode of a podcast series focused on six books about the scientific workplace, Cordelia Fine tells Holly Newson why she wrote Patriarchy, Inc: What we Get Wrong About Gender Equality and Why Men Still Win at Work.Fine, a psychologist and workplace gender-equity researcher at the University of Melbourne, Australia, offers a blueprint for a fairer society that does not single out women as “a problem to be fixed.​​​​​”Describing the gender pay gap as largely a “motherhood pay gap,” she outlines how employers can support staff who return to work after a career break, without fostering resentment among colleagues. She also explains why many workplace diversity, equity and inclusion (DEI) initiatives, including unconscious bias training, are ineffective and can sometimes be offensive to the groups they aim to support.Fine also draws on historical examples of women being pushed out when men enter professions in larger numbers, and the effect this can have on the workplace culture.

In his role as research director at NielsenIQ, a consumer intelligence company based in London,  Josh Balsters helps global brands drive product innovation.Balsters relies on expertise he gained in psychology and neuroscience, both during his PhD and as an assistant professor at Royal Holloway, University of London. But when he made the decision to quit full-time academia in 2020, Balsters struggled to tell his colleagues because he worried that he had let them down.“There’s a feeling...that you’ve taken up a space, taken an opportunity away from somebody else who would have wanted it more,” he says. “I felt much more comfortable talking to people who had done it, who had already left.” Ashley Ruba took a different tack. After completing her PhD in psychology at the University of Washington, Seattle, she spent three years as a postdoc at the University of Wisconsin-Madison, before doubling her salary in an industry role.  After sharing her story on social media, Ruba was bombarded with messages from early career researchers who felt they couldn’t share their misgivings about remaining in academia with colleagues. “It seems like there’s a lot of shame, a lot of fear,” she tells Adam Levy in the final episode of Off Limits: an eight-part podcast series exploring topics that are often perceived as taboo in the workplace. Previous episodes have covered religious faith, alcohol dependency, bereavement, fertility challenges, and coming out as a transgender scientist. 

Alison Behie was approaching 40 when she underwent multiple rounds of IVF, enduring the mental and physical turmoil of miscarriage and uncertainty along the way. How good is the academic workplace at supporting women like Behie, a biological anthropology researcher at the Australian National University in Canberra? “The primary feeling was just this guilt that I had prioritized trying to get where I was in my career over my family. That’s not a way anyone should ever feel,“ she says. Behie is joined by Karen Jones, whose research focus at the University of Reading, UK, includes women’s career advancement and gender equality in higher education. Jones says the precarity of research careers is often most pronounced at the point when many researchers are contemplating parenthood, telling Levy: “It’s not uncommon for people to be employed on one temporary contract after another possibly for several years. And this often coincides with the age at which people are making decisions about having a family.”  Finally, Wendy Dossett, a professor emeritus of religious studies at the University of Chester, UK, describes the pressures facing women in academia to juggle career and family ambitions, saying: “I suffered a bit from the assumption that I must be a child-free career woman, when, in truth, I was a broken-hearted, childless woman.” Off Limits is a podcast series exploring topics that are often perceived as taboo in the workplace. 

In the sixth episode of Off Limits, a podcast series exploring topics that are often perceived as taboo in the academic workplace, three researchers describe their personal experiences of loss and how their respective institutions handled it, both practically and emotionally.Krista Harrison, a geriatrics researcher at University of California, San Francisco, recalls colleagues being very supportive when she suffered a spate of deaths in her family. But overall she needed advice, direction and resources and, ideally, a year off from having to think about writing grants. She set up a grief group and wrote articles calling for academia to shift norms and expectations around loss and bereavement leave.In 2023 a colleague of Katie Derington, a cardiovascular researcher at University of Colorado Anschutz in Aurora, died of a chronic illness after being hospitalized for around a month. At the time of her death she was co-author on a series of papers with Derington and other colleagues.Derington describes having to contact her colleague’s grieving widower to complete documentation related to the team’s soon-to-be-published article. This icky” experience also prompted her to write an article ​​​​​​​calling for academic publishers to show more compassion to bereaved authors.But how do you juggle mourning a colleague with a lengthy to-do list at work? Putting off an administrative task for a couple of months is okay, Derington says. There’s very, very few things in academia that are truly the fire is on the house.”Shannon Bros, an emeritus ecologist at San Jose State University in California, says support from counselling team colleagues would have helped when her department chair died of cancer. But seeing people having a good time on campus provided an epiphany. I looked around and went, ‘How many times have I walked anywhere and not seen people in pain? It changed me.​​​​​​​’”