“[The workshop] provided practical insights into leadership, communication, negotiation, and career development that directly align with the challenges of establishing and leading an independent multidisciplinary research program. Most importantly, I left the workshop with renewed motivation and optimism.”
That’s how one participant described the effect of this year’s Women in Leadership (WIL) Workshop, held at the start of EACR 2026, and it’s a sentiment that runs through nearly all 20 responses to the workshop feedback survey.
As EACR 2026 closed, Professor Johanna Joyce began her term as EACR President, and she’s quite familiar with the Women in Leadership workshop, having co-organised the event since it began in 2024. Johanna has also written publicly on the same themes the workshop tackles: earlier this year, in a World View piece for the 25th-anniversary issue of Nature Reviews Cancer, she reflected on what has (and hasn’t) changed for women in cancer research. In the article, Johanna points out that representation of women continues to thin out at senior levels (sometimes described as a “scissor-shaped curve”), and closing that gap takes more than mentorship – it takes sponsorship, or actively putting women forward for leadership roles and recognition.
One statement from the survey sums up why we need, and the EACR continues to host, workshops like this one: “Dedicated training and conversations on women’s leadership in academia are very much needed…I hope that by continuing these discussions and raising awareness, academia may become a more supportive and respectful environment for [my] younger female colleagues. I would like them to experience fewer barriers, more recognition, and perhaps an easier path than the one many of us have had to navigate.”
What the numbers show
100% of respondents indicated that they would recommend the Women in Leadership Workshop to a colleague – a response that we are thrilled to see year after year. After diving into why attendees would feel confident sharing their recommendation to a peer, a few themes emerge: discussion of relevant real-world cases, provision of direct tools, the excellence of the role-playing scenarios, and the presentations by inspirational speakers.
Discussion of relevant real-world cases
“The workshop helped me to reflect on more constructive strategies for responding to potentially difficult interactions and to strengthen my own leadership attitude. At the same time, it also made me realise that not everything can be solved only by changing individual mindset, communication style or personal resilience. Some challenges require bigger changes in academic culture.”
When asked if the workshop was relevant to respondents’ current roles and career stage, 18 of 20 (90%) described the workshop content as “very relevant” or “mostly relevant” (the other two respondents responded with a neutral “somewhat relevant” response).
On a more specific level, respondents detailed that the topics presented “accurately reflect current realities” and “strongly resonated with situations I have personally experienced in the academic environment” and they were encouraged by seeing how the panel and actors addressed those scenarios.
One attendee highlighted that this topic is often underestimated within the world of cancer research: “Many women have a lot of questions or doubt but we don’t find the proper environment to talk about it.” Another respondent seconded this feeling, saying that: “I still experience situations in which my work, expertise, or contribution are diminished or questioned. Such experiences can affect one’s confidence and even lead to self-doubt, despite objective achievements and professional competence.”
We couldn’t agree more with this sentiment from a respondent: “I found the workshop important not only as a space for individual development, but also as a reminder that leadership training should go hand in hand with institutional efforts to build a more respectful, inclusive and supportive academic culture.” These cohesive feedback comments reinforce our stance that supporting women in cancer research requires a group effort, on an individual level as well as through institutional endeavours.
Provision of direct tools
Several researchers highlighted how the workshop provided helpful tools, such as example phrasing or negotiation tactics, which could be used immediately within their current roles: “The workshop helped me to reflect on more constructive strategies for responding to potentially difficult interactions and to strengthen my own leadership attitude” and “I often feel that I don’t have the proper toolkit to operate comfortable in every situation that I meet with. Now I feel much more confident and I truly think that I can change the way I act.”
While the topic and conversations may have called attention to difficult realities within the world of research, the tools and environment provided by the Women in Leadership Workshop aimed to shift researchers from feeling tongue-tied in difficult situations to feeling confident in addressing them head-on.
The role-playing sessions
Over half of the respondents highlighted that the scenarios acted out by role-players hired for the workshop were their favourite part of the programme, as they allowed attendees to understand and reflect on how to address real-life situations. Respondents shared that the acting scenarios gave them a new perspective, made them think differently about their comparable real-life circumstances, and even provided a cathartic outlet!
Presentations by inspirational speakers.
“Hearing the personal and professional journeys of the speakers was particularly inspiring. Although their paths were not always easy and involved significant challenges, they demonstrated how resilience, perseverance, and strong leadership can transform obstacles into opportunities for growth and impactful scientific contributions.
Their willingness to openly share these experiences provided valuable lessons and encouragement that I will carry forward in my own career.”
One of the workshop’s greatest strengths was due to the aptitude and expertise of the researchers on the speaker panel. This year’s workshop included a keynote talk by Xin Lu, Professor of Cancer Biology and Director of the Ludwig Institute for Cancer Research, University of Oxford, as well as a panel discussion by leading researchers Caroline Dive (CRUK National Biomarker Centre, UK), Johanna Joyce (University of Lausanne, Switzerland), Yardena Samuels (Weizmann Institute of Science, Israel), and Marisol Soengas (Spanish National Cancer Research Centre, Spain).
The panel’s experience was wide-ranging and diverse, and they shared their strategies for overcoming challenges throughout their successful careers. To some of the attendees, particular speakers were well-known within their field, “getting the chance to meet and talk to Caroline Dive was very inspiring and reinforced my motivation and perseverance,” but overall, the themes discussed across the panelists were all similarly empowering, as they comparably shared “important insights into leadership development, effective communication, mentorship, and navigating challenges and scenarios commonly faced by women in STEM.”
Looking ahead
As one attendee put it, the workshop: “provides valuable insights, fosters professional growth, and promotes a culture of inclusion, collaboration, and mutual support.” Alongside the praise, attendees offered thoughtful ideas for where the workshop can go next: more time for discussion after the role-play scenarios, a wider range of institutions and career stages represented on stage, and an emphasis on the need for inclusivity in leadership in cancer research. We have already begun to work on the programme for EACR 2027’s supplementary workshop, making sure to incorporate feedback from previous events while adding in new elements as well.
As Johanna Joyce has written, closing the gap for women in cancer research leadership takes more than good intentions, it takes sustained effort, sponsorship, and spaces where these conversations can keep happening. The EACR Congress’s supplementary workshops are part of that effort, and if this year’s responses are anything to go by, we’re proud to say they’re making a difference.
Pezcoller-Marina Larcher Fogazzaro-EACR Women in Cancer Research Award
Deadline: 18 September 2026
Do you know a researcher who has, through leadership or by example, furthered the advancement of women in cancer research? Nominate them for the Pezcoller-Marina Larcher Fogazzaro-EACR Women in Cancer Research Award.
Nominating a colleague or collaborator for this award is a great way to recognise and celebrate their achievements. Find more information and submit your nominations here.
