Imposter syndrome is a phenomenon involving an internalized fear of being exposed as a “fraud” [¹]. It is associated with maladaptive perfectionism and poorer well-being [^{2, 3}]. In an academic setting, it can lead to hesitation in pursuing new research, difficulty with networking, and reduced confidence in communication and career development [⁴]. While imposter syndrome can occur anytime in one’s academic career trajectory, the transition into a postdoctoral role often intensifies these feelings. For this article, I asked two postdoctoral scholars to share their thoughts on imposter syndrome. As they requested to remain anonymous, they are referred to as Postdoc 1 and Postdoc 2 below.

Illustration by Berwin Swami Vetha, Ph.D., POSTDOCket graphics editor.

Challenges During the Postdoctoral Transition Stage

The postdoc experience can feel like a prolonged limbo between two more stable career stages that is often plagued by unclear expectations and ambiguous goals [⁵]. As Postdoc 1 shared with me, “I feel consumed by uncertainty – never knowing whether I’m good enough or doing enough.” They added, “Academia is built on invisible benchmarks. Often, you don’t know what’s expected from you until it’s too late – you missed the benchmark or the unspoken soft deadline that you didn’t know existed in the first place.” This ambiguity can be both liberating and burdensome. “Academia is very flexible and you have to be self-driven to create your own personal deadlines… However, the flexibility also makes me feel like I should always be working.” Feelings of not doing or being good enough are often intensified by upward comparisons. As Postdoc 2 shared, “I will find myself saying ‘you’re not doing enough’ or ‘see how much that other person has accomplished compared to you?’”

There is a certain feeling of isolation and exclusion that can befall postdoctoral scholars, who may feel like they are “less a member of the community” [⁵]. This feeling is only further compounded by the various other emotions postdocs feel. As Postdoc 2 shared, “I simultaneously felt unprepared, like I had faked it to get here, and they were going to see right through me. I think this was all triggered by the fact that I had just made a huge transition, and I was not introduced to the community yet.” While a sense of belonging can help combat imposter feelings, postdocs often lack the cohort structure of graduate school. They may be among the few in their department or lab, further contributing to a feeling of a lack of belonging or community.

Additionally, guidelines on how to communicate with others may be unclear. Trying to speak to an advisor as a peer may raise concerns about being disrespectful, while a more deferential approach can trigger worries about seeming too submissive or having a “graduate student mentality.” Similar worries can occur when working with graduate students - one can leave conversations feeling like they were too authoritative (after all, one is not yet a professor) or perhaps not authoritative enough. These experiences may lead to further ruminative thoughts - “Why am I worrying so much about how I am coming across? Clearly, I don’t belong here.”

Differences in cultural norms around hierarchy and communication may also play a role in concerns over communication. For international postdocs who come from countries where advisors are treated with formal reverence, shifting to a more collegial style when obtaining a position in a new part of the world may feel uncomfortable and may heighten potential fears around disrespecting or upsetting advisors. The challenges that follow imposter syndrome are more pronounced for individuals navigating cultural differences, including those with intersectional identities whose experiences are shaped not only by academic pressures but also by systemic inequities. Students from underrepresented backgrounds often report imposter feelings tied to a low sense of ethnic identity [⁶]. Among Latino/a/e/x early career researchers, being first-generation, low-income, or from immigrant families contributed to their feeling of lacking the “head start” of their peers with highly-educated families [⁷]. Some also felt like they were the “token minority” chosen by diversity initiatives, and felt isolated as a result of being one of the few POC in their departments [⁷].

Navigating Imposter Syndrome

Despite the intense feelings that imposter syndrome can elicit, the postdoc experience can still offer valuable professional growth. It can offer opportunities to work with different individuals across a variety of projects while also allowing you to define your own responsibilities. You can get involved in campus organizations and postdoc networks to build community and soft skills, while collaborating across disciplines and refining your professional goals.

Reframing imposter syndrome can also be transformative: it may encourage you to embrace constructive feedback, resist the urge to undersell achievements, and focus on learning from others rather than comparing yourself to them. Additionally, sharing these feelings openly can lead to supportive conversations, where colleagues may offer encouragement or strategies for navigating similar challenges. Altogether, these experiences can make the postdoctoral period a formative stage for developing into an independent and innovative professional.

As for myself, experiencing imposter syndrome more intensely as a postdoc compared to when I was a doctoral student is not something I expected, but I am currently finding ways to minimize these feelings. Talking to other postdocs who feel similarly has helped, as has discussing my uncertainties regarding future career options with my advisor. Additionally, pushing myself to connect with more people in my department has given me an extra boost of confidence. “The more I engage with the academic community and my peers, the more my imposter syndrome has lessened,” shared Postdoc 2. And as Postdoc 1 shares, “I try to force myself to focus on the happy parts of life and (re)define ‘success’ in a way that encompasses both personal and professional/academic goals.” Recognizing what makes us happy and not engaging in comparing ourselves to how other postdocs are doing may go a long way towards helping our sense of belonging.

We are not imposters. We are simply professionals navigating a tricky and uncertain transition period.

References:

[¹] Kolligian, J., & Sternberg, R. J. (1991). Perceived fraudulence in young adults: Is there an "impostor syndrome"? Journal of Personality Assessment, 56(2), 308-326. https://doi.org/10.1207/s15327752jpa5602_10
[²] Pákozdy, C., Askew, J., Dyer, J., Gately, P., Martin, L., Mavor, K. I., & Brown, G. R. (2024). The imposter phenomenon and its relationship with self-efficacy, perfectionism and happiness in university students. Current Psychology: A Journal for Diverse Perspectives on Diverse Psychological Issues, 43(6), 5153-5162. https://doi.org/10.1007/s12144-023-04672-4
[³] Yang, X., Yeo, K. J., Lee, S. H., & Handayani, L. (2024). A systematic review of impostor syndrome in higher education. International Journal of Evaluation and Research in Education (IJERE), 13(6), 3884. http://doi.org/10.11591/ijere.v13i6.30726
[⁴] Chakraverty, D. (2020). The Impostor Phenomenon among Postdoctoral Trainees in Stem: A Us-Based Mixed-Methods Study. International Journal of Doctoral Studies, 15(1), 329–352. https://doi.org/10.28945/4589
[⁵] Bahnson, M., Ross, M., & Berdanier, C. (2024). Change is hard: Transitions and the liminal positionality of postdoctoral fellows in engineering and computer Science. Studies in Engineering Education, 5(2), 92–110. https://doi.org/10.21061/see.132
[⁶] Peteet, B. J., Montgomery, L., & Weekes, J. C. (2015). Predictors of imposter phenomenon among talented ethnic minority undergraduate students. Journal of Negro Education, 84(2), 175-186. https://doi.org/10.7709/jnegroeducation.84.2.0175
[⁷] Chakraverty, D. (2024). Impostor phenomenon among Hispanic/Latino early career researchers in STEM fields. Journal of Latinos and Education, 23(1), 250-268. https://doi.org/10.1080/15348431.2022.2125394

The National Postdoctoral Association (NPA) Annual Conference, held in March 2025, celebrated scholars and mentors for their outstanding contributions to the postdoctoral community.

Sixbert Picard Muhoza, Ph.D., a Walter Massey Fellow at Argonne National Laboratory, was named the NPA Seattle Children’s Research Institute Postdoc of the Year. This award was delivered for his exceptional research in energy materials and his dedication to supporting and uplifting the postdoc community.

Albert Gonzales, Ph.D., an assistant professor in the Department of Physiology and Cellular Biology at the University of Nevada, Reno, was honored with the prestigious NPA Gallagher Mentor Award for his exemplary mentoring of postdoctoral scholars. The award recognizes his unwavering commitment to compassionately supporting his mentees, helping them pursue their goals with confidence and independence. We had a conversation with both awardees to learn more about their inspiring stories.

Muhoza recalls being stunned when he learned of his nomination and win, “They must’ve made a mistake. There are so many other postdocs who could’ve received the award. So, how can it be me?” This initial reaction, he explains, came from recognizing the caliber of postdocs around him at prestigious institutions. He discovered that the award placed a strong emphasis on service, mentorship, community involvement, and advocacy, areas where he had devoted significant effort. “I’m glad I’ve worked with students for so long and been active with the Postdoc Society at Argonne since day one,” he says, being grateful that these contributions were noticed. Muhoza attributes his success not just to personal effort but also to the support of those around him. He is especially thankful to his supervisors and advisors, who recognized his work in the community and submitted a strong recommendation on his behalf.

For Muhoza, the award isn’t just a personal accolade; it is a reinforcement of values that will continue to shape his career. Now a staff scientist at Argonne, he remains focused on conducting impactful research, but with a broader perspective. “ This award strengthens the importance of service and community engagement,” he points out. These ideals align strongly with Argonne’s core values of impact, integrity, and teamwork. In other words, doing good science goes hand-in-hand with doing good for the community. “Don’t underestimate the value of contributing beyond your bench work,” he advises. While publishing papers and conducting experiments are crucial, he stresses that postdocs should also “get involved, support others, and grow as well-rounded scientists.”

Muhoza continues advancing his research in energy materials while contributing to collaborative, mission-driven science. Receiving a postdoc award has only strengthened his commitment to tackling challenges as part of a team. He highlights project leadership as one of the most valuable skills developed. As a student, one is typically focused on execution: the day-to-day management of one’s project. But as a postdoc, he had the opportunity to lead projects. “During my postdoc, I began to contribute to the shaping of projects from the ground up, defining their vision and purpose, ensuring alignment with the priorities of the Department of Energy, writing proposals to secure funding, and building teams to carry the work forward.”

Gonzales was truly surprised to win the Mentor Award. “I was deeply moved by the efforts of my postdoctoral fellows - both current and former - who worked quietly behind the scenes to design a heartfelt and compelling nomination letter,” he shares. Knowing the level of effort of his postdoctoral fellows, their dedication, and collaborative spirit in bringing everything together made this carefully intended award even more meaningful for him.

Reflecting on his own training experiences, Gonzales remembered that he was fortunate to learn from mentors with diverse styles at every stage of his career. “Yet each of my mentors shared a common trait: they believed in me, challenged me, and opened the doors to opportunities I had never imagined.” These influences shaped his own mentoring approaches, rooted in active listening, honest understanding, and fostering a supportive environment where mentees can thrive. According to Gonzales, “great mentorship empowers mentees with confidence and independence, while placing their needs above your own.”

Gonzales believes three major factors contribute to being an excellent mentor:

1. Active listening: He emphasizes investing time and making genuine efforts to understand your mentees’ goals, challenges, and perspectives. Active listening is essential for cultivating a foundation of trust and providing insightful guidance.
2. Flexibility: Gonzalez believes that every mentee is unique with different backgrounds, experiences, goals, and learning styles. A strong mentor understands this diversity and remains flexible to support each mentee with patience and adaptability. By crafting personalized approaches, mentors can offer support and constructive feedback that fosters mentee growth.
3. Empowerment and advocacy: Mentors empower mentees by fostering independence, creating a supportive and inclusive research environment, and providing opportunities for hands-on experience. “Mentors should recognize that growth often comes from navigating challenges, and mentees can learn more from failure than from immediate success.” Through consistent encouragement and active advocacy, mentors play a significant role in building confidence and resilience that support long-term career development.

As Gonzales rightly puts it, “Mentoring a postdoc is like transplanting a young tomato plant into a garden—both need care, a conducive environment, and constant support for healthy growth. Just as the plant develops roots before producing fruit, a postdoc builds skills, confidence, and the foundation for independent success with patience and guidance, even when progress is not immediately visible.”

The stories of Muhoza and Gonzales’ journeys echo a broad theme seen across all of this year’s NPA award winners. They show that success in research is amplified by uplifting others in the community.

Christine Holmes, MBA, the director for postdoctoral studies at Cornell University, was bestowed with the NPA Distinguished Service Award for her profound contributions towards uplifting the postdoctoral experience. She was unavailable for comment.

The NPA’s 2026 Annual Conference will be held in March 2026 in San Francisco, with registration opening in early October.

Illustration by Berwin Swami Vetha, Ph.D., POSTDOCket graphics editor.

Introduction

When international postdocs choose the United States for their training, they often do so in pursuit of better career opportunities, advanced research infrastructure, and a chance to collaborate on the global stage. While we discussed cultural differences and adaptation challenges in part 1 of this series, as the NPA International Committee’s recent survey revealed, the road ahead is filled with uncertainty, especially when it comes to career development and long-term employment. These concerns, along with institution-level measures to counter them, will be the focus of this article.

Career Concerns

At the top of the list of international postdocs’ concerns was career development, followed closely by job search and career transition. International postdocs are willing to uproot their lives, move across the world, and face numerous hardships in pursuit of better opportunities. It is therefore not surprising that career-related issues remain their highest priority. For many of them, the uncertainty of job prospects beyond a temporary visa highlights the precarious nature of employment for non-citizens.

Many written responses echoed these concerns, emphasizing that academic development, professional growth, research, and career transitions are deeply interconnected and essential to securing future career opportunities. Respondents specifically noted the limited number of grants and fellowships available to international postdocs, as well as the restricted access to teaching and service opportunities, which directly affect their competitiveness in the job market. Respondents also pointed to a lack of proactive, timely support and information about career pathways and opportunities both within and beyond academia. Institutions and mentors often fail to consider the unique circumstances of international scholars. They also emphasized the need for targeted professional development and training, including structured support for writing grants in English as a second language, opportunities for personal development, and the cultivation of soft skills essential for job market readiness.

Mentoring Matters

Respondents described mentoring as pivotal to international postdocs’ research, academic, and career development, as well as job search and career transitions. This is especially true because postdoctoral employment often depends heavily on mentors and principal investigators (PIs). Respondents emphasized the need for proactive mentoring that supports job searches, career planning, and timely publications, helping postdocs prepare for future careers and adjust to the U.S. academic system and culture. Some respondents shared both firsthand experiences and observations of mentors who lacked understanding of the unique challenges faced by international postdocs and who failed to take responsibility for their mentees' success. Some mentors viewed international postdocs through deficit-based perspectives as less competent than domestic peers, or behaved in abusive, controlling, and toxic ways.

Citing cultural differences, respondents also emphasized the importance of cultural understanding in inter-lab dynamics. Postdocs reported many ambiguities, including unclear expectations from their PIs, limited autonomy, and disparities in treatment compared to their domestic counterparts. Respondents further emphasized the need to define their roles and expectations from the outset, especially the timeline, long-term career progression, fellowships, and other opportunities available to them as internationals. Advisors and mentors who understand these diverse complexities can help bridge inequity and ensure a smoother transition for international postdocs.

Overall, the respondents underscored the importance of culturally responsive, accountable, and humanizing mentoring that acknowledges the specific needs of international postdocs, such as those related to visa status, and offers relevant, tailored support.

Recommendations: Institute

Institutions and PIs play a critical role in determining whether an international postdoc thrives or struggles. Respondents emphasized the importance of 1) clearly defined expectations and onboarding procedures, 2) access to funding and fellowship information, including eligibility by citizenship, and 3) institutional mentorship structures beyond the PI relationship. Organizations like the NPA offer practical tools that institutions can adopt or recommend.

The first recommendation applies to institutions, especially postdoctoral offices at the university level, that are seeking guidance on how to help postdocs navigate academic and administrative bureaucracy. The Onboarding International Postdocs Guide provides a detailed approach to topics relevant to onboarding international postdocs. By using this guide, institutions can better understand international postdocs’ needs and provide more focused support.

The NPA Pilot Recognition Program highlights institutions with exemplary practices that align with NPA’s recommended policies and practices by providing a model for peer organizations seeking to implement similar initiatives.

Institutions may also implement mentorship programs focused on the international experience, providing peer support and creating a community for international scholars. An example would be UC Berkeley’s International Student Peer Mentoring Program. Although the program is designed for undergraduates, it can be adapted to support postdoctoral scholars as well. Hiring staff with international backgrounds can also provide valuable institutional resources for international scholars.

The National Academies Press also acknowledges the specific needs of international postdocs while also including substantial general resources for postdoctoral administrators on institutional policies, career guidance, mentoring, and conflict resolution. These sections can serve as guides to administrators supporting all postdoctoral scholars, not only international scholars.

Recommendations: NPA

The NPA has developed numerous resources to support postdocs on their journey, the first one being the International Postdoc Survival Guide, a comprehensive resource to enhance the experience of international postdocs in the United States.

There are numerous webinars focusing on career transitions for international postdocs available in the NPA webinar archives, and we encourage postdocs to utilize these resources to gain clarity and practical guidance.

Conclusion

Due to the temporary nature of their visas, international postdocs are often considered visiting scholars. However, they are essential contributors to the U.S. research engine, and overlooking their contributions would be a disservice both to them and the academic community. The message is clear: responsive mentorship, structured career development, and transparent institutional support are essential pillars of a successful postdoctoral experience. By acknowledging the hidden curriculum and highlighting awareness of existing tools through organizations such as the NPA, we can build a level playing field. This approach will not only support the well-being of international postdocs but will also strengthen the American research ecosystem as a whole.

If this article resonated with you, join the NPA International Committee for the launch of the J-1 Scholars Guide for Navigating Conflict & Termination during NPAW, and the start of our Financial Literacy for International Postdocs series on September 17.

For all inquiries regarding this article, please contact the NPA International Committee at international@nationalpostdoc.org. Individual authors may also be reached through the following channels:

• Sarang Kim – Sarang.Kim-1@ou.edu
• Rashmi Raj – rraj3@stowers.edu | LinkedIn
• Mahima Sharma – LinkedIn
• Qian Yu – yuqianxigua@gmail.com

Illustration by Berwin Swami Vetha, Ph.D., POSTDOCket graphics editor.

What do a biomedical engineer reinventing diagnostics, a philosopher unpacking social identity, a business psychologist building mentoring networks, and a genomics educator reshaping higher education all have in common?

Helen Urpi Wagner Coello, Ph.D., Kati Kish Bar-On, Ph.D., Ramisa Fariha, Ph.D., Tracie McCargo, Ph.D.: four of the six 2024 NPA IMPACT Fellows who embarked on a transformative 16-month journey, redefining leadership from the postdoc bench.

Each year, the NPA selects a small group of postdoctoral scholars for its IMPACT Fellowship Program (“IMPACT”), a unique leadership program dedicated to driving inclusive change in research, academia, and beyond. But don’t let the word “leadership” conjure images of stuffy boardrooms and hollow slogans. This fellowship is about bold ideas, lived experiences, and real action—and this year’s fellows brought all of it to life.

Reimagining the Knowledge Production Ecosystem

For Ramisa, a postdoctoral associate at the Brown University RNA Center, IMPACTwas about answering a bold question: How do we make science spaces truly accessible?

Growing up in Narayanganj, Bangladesh, and navigating academia as a neurodivergent, first-generation scholar, she witnessed firsthand how traditional research spaces often leave disabled researchers behind. For her, leadership means rebuilding the structures that define who gets to produce knowledge, how it is produced, and who gets to lead. So, she set out to change that. Her fellowship project, “Addressing Accessibility Gaps in STEM Research,” catalyzed a conversation. She collaborated with leading accessibility scholars and developed inclusive research tools designed around dignity and lived experience.

Because, as Ramisa reminds us, “The most innovative science is not created in spite of difference, but because of it.”

Building Belonging and Reviving Confidence in Higher Ed

For Helen Urpi Wagner Coello, a postdoctoral associate at the STEM Transformation Institute, Florida International University, IMPACT was a space to reconnect with purpose. With roots in genomics, pedagogy, and student advocacy, she brought an interdisciplinary lens and a deep commitment to equity to the cohort. She focused her project on transforming academic culture towards inclusion, accessibility, and mentorship, especially for those historically left out of these conversations.

“The moments of community and communal understanding of our experiences reassured me that I was in the right place,” she shared.

Surrounded by passionate changemakers, Helen deepened her commitment to her voice and values. “Confidence is built when you are amongst leaders, and community is generated through collaborations.” Through honest storytelling, community-building, and a deep belief in collective growth, she modeled what inclusive leadership looks like when it starts from within.

From “Me-search” to “We-search”: Creating Equal Opportunities for Humanities and Social Sciences

For philosopher Kati Kish Bar-On, the IMPACT Fellowship Program came at a pivotal moment— personally and professionally. As a postdoctoral fellow at MIT studying how social norms and identities shape reasoning and polarization, her research work felt more urgent. Her own experiences with identity-based conflict made the research hit close to home.

This wasn’t just research anymore,” she explained. “It was me-search. And we-search.” It was a mission rooted in lived experience and community insight.

Kati’s project started with philosophical and psychological inquiry, but quickly evolved into institutional advocacy. She began to spotlight a long-standing issue: the lack of career support for humanities and social sciences postdocs. While STEM scholars often find clear pathways into industry, non-STEM researchers are left navigating a fragmented, often invisible landscape. Rather than critique from the sidelines, she decided to build solutions.

“Being an IMPACT Fellow made me realize that if I think things need to change, I should be the one to start changing them,” she said.

Through the IMPACT Program, she designed a project connecting academic institutions and industry partners, creating one of the first formal pipelines for philosophy research beyond academia. That bold vision paid off: she was recently awarded a major grant from the Alfred P. Sloan Foundation to expand the initiative.

With the support of her cohort and the structure of the program, Kati emerged with a new identity: visionary, leader, and principal investigator. Her journey exemplifies what happens when fellowship meets fearlessness, and when “me-search” sparks meaningful, collective change.

Wellness and Meaningful Momentum

Tracie McCargo blends educator, consultant, and wellness strategist into one seamless career, and thanks to the IMPACT Fellowship, her vision is moving at full speed.

As part-time faculty at Harvard Extension School and contributor to Harvard Medical School Executive Education, she brings behavioral science and leadership training into real-world settings, all while championing inclusion and well-being across academic, corporate, and community settings.

Her IMPACT project? Designing an alumni-led mentorship and professional development network in business psychology and organizational leadership. Think career coaching fused with coalition-building, a model that’s already gaining traction and institutional support.

But Tracie didn’t stop there. During the fellowship, she launched a new course at Harvard, co-facilitated a strategic workshop for the NPA Board of Directors, and secured a corporate contract with Staples to deliver a stress resilience and wellness program. She also took the stage as a featured panelist at the Ink & Insight: Alumni Authors Expo.

Each step added momentum. But the driving force, she says, was the foundation built through IMPACT. “The IMPACT Fellowship has deepened my commitment to servant leadership as a vehicle for coalition-building and systems transformation,” she shared. “It reinforced my belief that leadership is about creating environments where others can lead, grow, and thrive.” Tracie’s story is proof that when leadership centers empathy, equity, and wellness, transformation becomes durable and sustainable.

Lessons That Stick

Despite their different fields, the fellows echoed similar lessons about what IMPACT gave them. Here are just a few:

• Knowledge: From disability justice to cross-sector inequities, fellows deepened their understanding of structural barriers and how to dismantle them.
• Tools: Survey design, stakeholder engagement, program planning—IMPACT doesn’t just talk about leadership. It gives you the toolkit.
• Resources: The most valuable resource gained has been a resounding sense of community. As Ramisa rightly points out, "We continue to champion each other’s wins and navigate challenges together. That ongoing camaraderie is the greatest gift this fellowship has offered me.”

Beyond the CV: Real Leadership Starts Here

Let’s be clear: IMPACT isn’t just about ticking boxes or boosting your résumé. It’s about redefining what leadership looks like and who gets to lead.

Whether tackling accessibility, mentorship, identity, or inclusion, these postdocs didn’t wait for permission to change the system. They built the scaffolding themselves and did it with sincerity. As Kati puts it, “If you think things need to change, be the one who starts changing them.”

That’s the IMPACT spirit.

Introduction

When international postdocs arrive in the United States for postdoctoral training, they are drawn to world-class research institutions and cutting-edge research opportunities. They bring diverse skills and global perspectives. However, they may not be prepared for what is termed the hidden curriculum — an unspoken set of rules, assumptions, and barriers that can significantly impact their postdoctoral experience.

A recent survey by the NPA International Committee sheds light on these hidden struggles. Drawing responses from 148 respondents that included postdoctoral researchers at different stages of their training, the survey aimed to understand the challenges faced by international postdocs, either experienced directly or observed indirectly by peers. Respondents were asked to rank (on a scale of 1-5) the most critical challenges faced by international postdocs across seven core themes: career development, job search and career transition, academic and professional development, mentoring, institutional support, research, and cultural differences and adaptation. They also provided optional written responses to three open-ended questions, namely (1) the reasons or personal experiences behind their ranking, (2) things they wish they had known before starting their postdoc, and (3) additional challenges that they or their peers encountered as international postdocs. Their responses can help administrators identify areas where support is most urgently needed, and where institutions and organizations like the NPA can make a meaningful difference.

An important caveat is that some respondents did not unanimously rank the themes, as all were seen as important to international postdoc experiences. Their relevance may shift depending on the political and social climate, so the responses likely reflect context-specific, rather than fixed priorities. Given this context, the average scores for each of the themes were:

Notably, career-related challenges and mentoring ranked higher on average than cultural differences, institutional support, and research. “Cultural differences and adaptation,” though ranked lowest at 3.36/5, was still ranked as important amongst international postdocs and was further supported by written responses, which helped paint a more nuanced picture.

Cultural Aspects Within and Outside the Lab

Cultural differences are often one of the more visible distinctions between international and domestic postdocs. Interestingly, cultural adaptation was ranked lowest from the international postdocs’ perspective. However, some respondents emphasized in their written comments that cultural differences significantly impacted their postdoctoral experiences. Many noted that being informed of these challenges in advance would have been helpful. These challenges included navigating the fast-paced, individualistic culture of U.S. academia; mentor-mentee relationships; job search and networking norms; and managing unfamiliar systems such as healthcare, taxation, and retirement. Interpersonal relationships also posed difficulties. Importantly, some respondents highlighted a general lack of understanding within the domestic community regarding the unique hurdles, experiences, and contributions of international postdocs, along with an implicit expectation to assimilate into the U.S. system. These insights point to a broader absence of culturally relevant support, which compounds the difficulties associated with cultural differences.

Critically, respondents wished they had a better understanding of the immigration process, including the different visa options available to them, associated costs, and the duration of the entire process, right from application to obtaining the visa. Some scholars wished they had been more aware of the challenges surrounding work authorization and securing employment for their spouses, further impacting their financial stability.

Additionally, respondents reported facing numerous daily challenges that they did not anticipate upon arrival in the United States, namely, finding housing and paying for rent and utilities, with little to no relocation allowance or a credit history. Obtaining a phone number, a Social Security Number (SSN), and opening a new bank account were described as daunting experiences for some, especially given the uncertainties around processing times and requirements. For some scholars, transportation was another area of concern—particularly in regions with limited public transit or where obtaining a driver’s license posed challenges. These challenges were further magnified for those relocating with a family or planning to start one in a new country, introducing additional logistical, financial, and emotional burdens.

Cultural discussions were also reported in the workplace. Respondents strongly emphasized the need for introductory training on the American workplace norms, particularly around workplace “friendliness,” lab communication norms, including email etiquette, and the difficulty in distinguishing between polite friendliness and deeper workplace friendships. Furthermore, international postdocs mentioned struggling to engage meaningfully in diversity, equity, and inclusivity (DEI) discussions from a non-U.S. perspective, often without clear guidance or context, as an unexpected challenge.

Institutional Blind Spots

While institutional systems are attempting to assist international postdocs, it is clear that postdocs do not sense adequacy, with one respondent describing the lack of institutional support as “destabilizing” for international postdocs. Respondents pointed to a general absence of structured and direct institutional support and guidance across many aspects of the postdoctoral experience. Navigating these challenges in a new environment caused emotional stress, particularly regarding the unique tax and healthcare systems in the United States. For example, respondents reported feeling confused, overwhelmed, and isolated during tax filing, a situation compounded by the lack of institutional guidance and limited knowledge about tax treaties with their home countries. Similarly, respondents described navigating the healthcare system as a constant struggle due to unfamiliar medical insurance jargon and a general lack of guidance on how the system works. One respondent suggested that detailed, proactive institutional guidance on healthcare and taxation would be a perfect “welcome gift” for newcomers. Some also reported negative experiences with university staff and administrators, such as immigration officers, describing them as unresponsive, unaccommodating, and lacking awareness of the unique needs and challenges faced by international postdocs.

Conclusion

For international postdocs, the postdoc experience is shaped as much by what isn’t said as by what is, often leaving them feeling lost, unsupported, or undervalued. As institutions continue to benefit from international talent and perspectives these scholars bring, it’s crucial to recognize the unique pressures they face and take steps towards fostering a more inclusive, supportive, and transparent postdoctoral environment.

In part 2 of this series, we will dive deeper into the career-related challenges that international postdocs report most frequently— ranging from equitable access to career development opportunities to the need for proactive mentoring. We will provide guidance on how institutions can leverage NPA resources and other tools to meaningfully support them.

For all inquiries regarding this article, please contact the NPA International Committee at international@nationalpostdoc.org. Individual authors may also be reached through the following channels:

• Sarang Kim – Sarang.Kim-1@ou.edu
• Rashmi Raj – rraj3@stowers.edu | LinkedIn
• Mahima Sharma – LinkedIn
• Qian Yu – yuqianxigua@gmail.com

Illustration by Berwin Swami Vetha, Ph.D., POSTDOCket graphics editor.

Postdoctoral researchers hold a distinct and often vulnerable position in the academic ecosystem. They are early-career professionals, just one step beyond graduate school, who bring significant scientific expertise and enthusiasm. While poised for impactful contributions and career advancement, many find themselves navigating complex power dynamics and unclear professional boundaries. Despite their skills and dedication, postdocs may experience difficulty securing recognition, protecting their intellectual contributions, and maintaining mental well-being. Challenges such as limited access to resources, inconsistent support, and an occasionally tense or competitive lab culture can sometimes hinder the very progress postdocs aim to achieve.

Understanding Challenging Dynamics in Academic Environments

In academic settings, problematic behavior rarely appears as direct confrontation. Instead, it often takes the form of subtle exclusion, micromanagement, ambiguous communication, or inconsistent access to critical information. Denial of authorship, being left out of important meetings, or facing vague criticism can be especially disheartening for postdocs whose career advancement depends heavily on publications, strong references, and research visibility.

One area that can create an especially challenging environment is “gatekeeping,” when essential tools, data, or knowledge are selectively withheld by colleagues. While not always intentional, such barriers can significantly slow a postdoc's progress and restrict their learning opportunities. Over time, this may erode morale, foster dependency, and detract from the collaborative spirit of research. Many postdocs arrive, often from different cultural backgrounds, with the hope of building independence and expanding their skills. Yet some find themselves confined to repetitive tasks or excluded from deeper engagement with the research process.

Postdocs are also under continual pressure to publish, secure funding, and establish themselves in a competitive job market. This pressure is coupled with limited mentorship or a lack of emotional and professional support, taking a significant toll on their mental health. Environments that normalize overwork or dismiss constructive feedback may inadvertently contribute to burnout, stress, and a diminished sense of belonging. In some cases, problematic behaviors persist due to the absence of clear policies or the perceived untouchability of hierarchical entities.

What Can Help Foster Change

To support postdoctoral researchers effectively, institutions must promote a culture of respect, inclusivity, and accountability. Formal mentorship should be treated as a core responsibility, not an informal courtesy, and supplemented by appropriate resources and expectations. Confidential reporting channels, peer networks, ombuds services, and transparent grievance procedures can offer reassurance and recourse for those facing challenges.

Prioritizing mental health, professional development, and a healthy work-life balance should be viewed as essential to scientific excellence, not secondary to it. The postdoctoral stage is intended to nurture independent researchers, not exhaust or disillusion them. Addressing systemic concerns around equity, transparency, and workplace culture is critical for retaining talent and ensuring that the academic environment lives up to its collaborative ideals.

For postdocs encountering unconstructive dynamics, learning to recognize and document issues early can be an important step toward resolution. Contrary to common fears, clearly articulated feedback is often effective in setting boundaries and clarifying expectations. Building community with supportive peers or mentors can also provide strength and perspective during challenging times.**

Illustration by Berwin Swami Vetha, Ph.D., POSTDOCket graphics editor.

Postdoctoral scholars are pivotal to advancing academic research and driving innovation across institutions. Positioned at a unique transitional phase in their careers, postdocs simultaneously gain independence in research and begin taking on leadership roles. Despite the rigorous doctoral training they receive, the postdoctoral period is particularly distinctive, as the skills and accomplishments achieved during this time can have a lasting impact on their careers. These include the ability to secure independent funding, establish a research program, mentor students successfully, and engage in professional activities both within and beyond the academic setting. Given the importance of building this strong foundation, postdocs benefit from well-rounded mentorship in the form of mentors who help them navigate their immediate responsibilities. At the larger scale, institutions and funding agencies support long-term development, fostering research independence, career planning, professional growth, and promoting overall well-being. This article highlights some of the areas in which postdocs value mentorship that fosters a productive and empowering environment.

Discussing Career Interests and Skill Set

Mentors play a key role in helping postdocs fine-tune their career interests and develop the skills needed to pursue them. As the research landscape—both within and beyond academia— continues to evolve, postdocs often find it challenging to navigate their future in an increasingly competitive academic environment, especially since career paths for doctorates span different sectors such as industry, government, science communication, and research support. Through thoughtful conversations and individualized guidance, mentors can help postdocs assess their strengths, values, and long-term goals (for example, the NPA Core Competencies Self-Assessment Checklist). The postdoctoral phase also offers an excellent opportunity to acquire new technical and professional skills tailored to their aspirations. Importantly, skill development should align with the postdoc’s broader career trajectory and not be limited to the mentor’s immediate research needs.

Clarifying Expectations and Communication

Postdoctoral experience can often feel paradoxical, marked by both rapid progress and lingering uncertainty. Therefore, setting clear, mutual expectations is essential to establishing a sense of direction and purpose. From the outset, mentors can help postdocs define achievable milestones and provide a timeline to work toward, thereby offering structure and clarity using values, skills, and interest assessment tools such as the Individual Development Plan (for STEM) and ImaginePhD (for humanities and social sciences). Completing leadership tests to build an internal mentor-mentee dynamic can also enhance the understanding of each other’s leadership styles, values, and strengths. Postdocs are encouraged to use other available resources to navigate the mentor-mentee relationships, especially at the beginning. The mentor-mentee relationship should be a collaborative one, and an agreement on expectations from both sides would help reduce miscommunication and ensure smooth progress. Regular check-ins and constructive feedback further enable postdocs to stay aligned with their goals while feeling supported in areas that need improvement. While difficult conversations need to be addressed occasionally, communicating concerns with empathy and clarity can significantly enhance a postdoc’s confidence.

Building a Professional Network

Establishing a professional network during the postdoctoral phase is crucial, given its importance in shaping early career trajectories. However, without proper guidance, building these connections can be overwhelming. Primary mentors may not always have connections or expertise in the specific areas that a postdoc wishes to pursue. Therefore, the value of seeking secondary mentors becomes even more critical. Intentionality is key. Rather than offering broad, non-specific contacts, mentors are encouraged to tailor introductions based on the postdoc’s goals—whether transitioning into policy roles, relocating geographically, or exploring positions in scientific support services. Equally important is coaching postdocs on how to cultivate and sustain professional relationships over time. Resources such as the National Research Mentoring Network or getting involved in professional societies tailored to the postdoc’s research area can be beneficial in seeking focused mentorship.

Practicing Appreciation and Empathy

Although the core of mentorship often centers on research and professional development, recognizing the human side of the postdoc journey is equally important. Many postdocs navigate personal responsibilities, financial struggles, and mental health challenges alongside their academic work. A mentor who fosters empathy and appreciation creates a safe and supportive environment where postdocs feel comfortable discussing life circumstances that may impact their performance or progress. Postdocs contribute significantly to the advancement of research while preparing for the next phase of their careers. Acknowledging their contributions—through simple gestures of gratitude, personalized encouragement, or celebrating key achievements—fosters a more affirming and motivating environment. When postdocs feel seen, valued, and supported, they are more likely to stay engaged, perform at their best, and build the confidence needed for long-term success.

Encouraging Research Independence

Postdocs value mentorship that actively supports their transition toward research independence—a key goal of the postdoctoral experience. Mentors can foster this by encouraging postdocs to lead their own projects, formulate their own research questions, and take on responsibilities such as first-author publications, co-investigator roles, and student supervision. These experiences not only build confidence but also prepare postdocs to take on future leadership roles. Creating a balance between guidance and autonomy fosters resilience, strategic thinking, and the ability to manage independent research, all key factors for long-term success in research careers.

Illustration by Berwin Swami Vetha, Ph.D., POSTDOCket graphics editor.

Academic research holds the potential to drive innovation, influence public policy, and improve lives—but only if it aims to extend its reach beyond the walls of academia. As misinformation proliferates and public trust in science fluctuates, it has become essential for researchers to adopt an active role in public engagement. Postdoctoral scholars, who are uniquely positioned between training and independence, can play a transformative role in bridging the gap between science and society.

Why Postdocs Are Poised for Public Engagement

Postdocs possess deep subject expertise in specialized fields, hands-on research experience, and multi-faceted views. These qualities, combined with their flexibility and evolving career identities, make them ideal ambassadors of science. However, traditional academic environments often undervalue public engagement, leaving postdocs uncertain about how or where to begin. Encouragingly, this is beginning to change. Programs like the University of British Columbia’s Public Scholars Initiative recognize public outreach as a scholarly contribution, while publications such as Nature and Science have increasingly highlighted the importance of societal impact.

Real-World Avenues for Engagement

Postdocs today have access to a wide range of platforms and opportunities for connecting with the public:

• Pint of Science and Soapbox Science allow researchers to present their work informally in pubs or public spaces, making science approachable and interactive.
• Skype a Scientist connects scientists with classrooms around the world, giving students direct access to experts in real time.
• Community science cafés, such as those organized by Café Scientifique, foster relaxed, engaging discussions between researchers and non-scientists.
• Social media platforms like Bluesky, X, TikTok, Instagram, and LinkedIn offer tools for sharing bite-sized science content, engaging in dialogue, and building professional visibility through hashtags like #SciComm and #AcademicTwitter.
• Writing for public outlets such as The Conversation, submitting op-eds, or contributing to science podcasts (e.g., Ologies, Science Vs) allows postdocs to reach audiences beyond academia with storytelling and clarity.
• To support these efforts, resources like the ASBMB Advocacy Toolkit provide practical guidance for writing op-eds, participating in podcasts, and developing science communication skills.

These avenues do not require large time commitments. A single classroom visit, blog post, or well-written social media thread can have a significant impact, especially when focused on clarity and connection.

Resources for Postdocs to Get Started

To support these efforts, numerous organizations and programs offer training tools and opportunities:

• The Alan Alda Center for Communicating Science offers workshops that help scientists explain their work with clarity and empathy.
• ComSciCon is a national workshop series designed for graduate students and postdocs interested in science communication.
• The American Association for the Advancement of Science (AAAS) runs several programs, including the Leshner Leadership Institute, which trains scientists to become civic science leaders.
• MIT OpenCourseWare and UC Santa Cruz’s Center for Science Communication provide freely accessible curricula on public communication skills.
• The NPA Engagement Committee and NPA resources offer webinars, toolkits, and networking opportunities tailored to early-career researchers.

Universities can further enhance these efforts by formally recognizing science communication and outreach as part of academic evaluations and funding metrics. When institutions value public impact alongside publications, postdocs are more likely to pursue engagement as an integral part of their careers.

A Call to Connect

Postdocs are more than researchers—they are educators, communicators, and connectors. By stepping outside the lab and into classrooms, cafés, and conversations, postdoctoral scholars bring science to life. Their role in shaping an informed and engaged public is both timely and vital. To fully bridge the gap between academia and society, we must equip and empower postdocs with the tools, recognition, and encouragement to engage. When we do, the impact of science will be measured not only in citations but in communities.

Illustration by Berwin Swami Vetha, Ph.D., POSTDOCket graphics editor.

International postdoctoral scholars are pivotal to the U.S. scientific workforce. They comprise 58% of all postdoctoral researchers and have contributed to a 4.9% increase in science, engineering, and health positions between 2022 and 2023 [¹]. International postdocs enhance research productivity, foster global collaboration, and enrich cultural and intellectual diversity within the academic environment [²], [³], [⁴].

Despite their significant contributions, international postdocs in the United States encounter persistent barriers. Many accept these positions not primarily to advance their careers, but due to a lack of viable alternatives [⁵]. Moreover, international postdocs are often underpaid and are offered fewer benefits [⁶]. In addition, they must also navigate a complex immigration system [⁷], and face safety concerns amid deportation fears and federal funding cuts [⁸]. Collectively, these conditions contribute to a growing sense of precarity among international postdocs. Although they are highly trained professionals, they often experience job insecurity, limited career prospects, and a heavy reliance on principal investigators (PIs) [⁹], resulting in a complex identity: valued experts, yet vulnerable workers. Many turn to unions to advocate for better pay, workplace protections, and professional development opportunities. The burden is even heavier for international women of color, necessitating a balance between professional, personal, and caregiving demands.

Based on my personal experience as an international female postdoc from South America, I reflect on and share advice specially tailored to those pursuing or considering postdoctoral fellowships in the United States. Ten years ago, I arrived in the United States with a dream and a young family. I completed a master’s degree, earned a doctorate, and now continue my academic journey as a postdoc. This journey has been filled with challenges—self-doubt, uncertainty, and sacrifice, but also with growth and hope. I share these reflections for the benefit of others navigating similar paths and challenges.

The Power of Representation and Community

As an international woman of color, you may often feel invisible, culturally, socially, and racially underrepresented. But your presence matters. Your voice brings global insights and enriches academic spaces. It is crucial to recognize your worth, especially in environments shaped by bias or gatekeeping.

I have often struggled with feeling "inadequate"- not being American, fluent, or competitive. Over time, I came to understand that these thoughts were shaped by systemic inequities, not personal failings. Building confidence came from understanding these systems, seeking mentors with similar experiences, creating a support network, and staying grounded in my purpose.

Navigating Hiring

Securing a postdoctoral position in the United States often involves unclear, informal processes that disadvantage individuals who face multiple marginalizations. Hiring is frequently influenced by professional networks, unwritten norms, and PI discretion, with minimal oversight [⁶],[¹⁰]. Based on research conducted with my colleagues, I offer these insights as informed strategies to help you advocate for yourself effectively:

1. Unclear job expectations can put you at risk.
   Favor job postings from credible sources, such as university job boards, fellowships, or discipline-specific associations. These platforms typically offer clearer expectations and a formal review process. Always seek written clarification. Compare offers against benchmarks such as the NIH postdoctoral salary scale to advocate for equitable compensation, especially if you are relocating or have caregiving responsibilities.
2. Unclear hiring can surface deeper structural issues.
   Push for transparency during hiring and onboarding. Ask who makes the decisions and what the selection criteria are. Request a formal offer letter, review lab or campus policies, and an Individual Development Plan (IDP). A lack of clear answers can be a red flag.
3. Cultural or gendered expectations may discourage self-advocacy.
   Negotiate clearly and early. As international women of color, we are often taught not to demand, but advocacy is essential. Discuss visa sponsorship, guaranteed funding, leave policies, dependent support, and lab expectations regarding time, travel, and flexibility.
4. The process may feel isolating, but it does not have to.
   Mentorship can be the most meaningful when it comes from individuals with similar experiences, such as women of color or first-generation scholars, or those who recognize structural imbalances and value equity. Build peer networks and connect through postdoc associations, unions, or advocacy groups. These spaces offer community, resources, and collective strength.

Balancing Self-care, Career, Partnership, and Parenting

Balancing these aspects of life can be very challenging for international postdocs, who often face immigration restrictions, social isolation, and limited support systems. Women of color in academia frequently encounter even greater difficulties, as we are also expected to manage emotional and domestic responsibilities in both personal and professional settings. [¹¹], [¹²]. Many of us, including myself, are in dual-academic households. Based on what I’ve learned, here is what I offer to others:

• Seek family-friendly institutions or labs. Look for places with transparent policies regarding parental leave, childcare, visa support, and dual-career accommodations.
• Disrupt unequal dynamics at home. Engage in honest conversations with your partner about sharing academic and domestic responsibilities. Maintain open, ongoing discussions about goals, emotional needs, and co-parenting strategies.
• Reject perfectionism in parenting. Set realistic goals with your partner, revisit them often, and adjust together.
• Protect your relationships. Make space for meaningful connections beyond academic logistics.
• Prioritize mental health—without guilt. Therapy, rest, and community are not luxuries; they are essential tools of resistance in systems that often expect women of color to endure in silence.

Final Thoughts: From Surviving to Resisting

There is no such thing as an “ideal” postdoc. Your strength lies in refusing to conform to that mold. You belong in this space because of who you are, not despite it.

The knowledge gained by crossing borders, learning new languages, and navigating layered systems constitutes intellectual labor. It has the power to deepen inquiry, broaden scientific perspectives, and expand narrow definitions of expertise. You are not here simply to be included or to make up the numbers. You deserve to be supported, respected, and valued.

Let your brilliance be measured by how you resist and redefine success. May your presence open doors for those who follow.

References:

[¹] Smith B, Arbeit CA, Thompson H, Yamaner MI; National Center for Science and Engineering Statistics (NCSES). ( 2024). Graduate Enrollment and Postdoctoral Appointments in Science, Engineering, and Health Rise, Driven Largely by Increases in the Number of Women and Temporary Visa Holders. (Table 3. Table 3 Postdoc employment, by sex, citizenship status, race, and ethnicity: 2019–23). NSF 25-316. U.S. National Science Foundation. https://ncses.nsf.gov/pubs/nsf25316
[²] Cantwell, B., & Lee, J. (2010). Unseen workers in the academic factory: Perceptions of neoracism among international postdocs in the United States and the United Kingdom. Harvard Educational Review, 80(4), 490-517. https://doi.org/10.17763/haer.80.4.w54750105q78p451
[³] Cantwell, B., Lee, J. J., and Mlambo, Y. A. (2018). International graduate student labor as mergers and acquisitions. Journal of International Students, 8(4), 1483–1498. https://doi.org/10.32674/jis.v8i4.211
[⁴] Cantwell, B., & Taylor, B. J. (2015). Rise of the science and engineering postdoctorate and the restructuring of academic research. The Journal of Higher Education, 86(5), 667-696. https://doi.org/10.1080/00221546.2015.11777379
[⁵] Huang, Y., Cantwell, B., & Taylor, B. J. (2016). Reasons for becoming a postdoc: Differences by race and foreign-born status. Teachers College Record, 118(11), 1-29. https://doi.org/10.1177/016146811611801106
[⁶] Kahn, S., & MacGarvie, M. (2024). New evidence on international postdocs in the US: Less pay, different experiences. Research Policy, 53(9), 105077. https://doi.org/10.1016/j.respol.2024.105077
[⁷] Cantwell, B. (2021). Concepts for understanding the geopolitics of graduate student and postdoc mobility. In J. J. Lee (Ed.), U.S. power in international higher education (pp. 94-109). Rutgers University Press. https://www.jstor.org/stable/j.ctv1n6pvs6.8
[⁸] Quinn, R. (2025). Trump’s Upheavals Worry Early-Career Researchers. Inside Higher Ed. https://www.insidehighered.com/news/students/graduate-students-and-postdocs/2025/03/10/trumps-upheavals-worry-job-hunting
[⁹] Rhoades, G. (2023). Postdoc identity, jurisdictional issues, ideologies, and unions: Considerations in organizing professionals. Labor Studies Journal, 48(2), 101-120. https://doi.org/10.1177/0160449X231155636
[10] Gonzales, L.D., Culpepper, D., & Anderson, J. (2024). An Analysis of Academic Hiring Research and Practice and a Lens for the Future: How Labor Justice Can Make a Better Academy. In: Perna, L.W. (eds) Higher Education: Handbook of Theory and Research. Higher Education: Handbook of Theory and Research, vol 39. Springer, Cham. https://doi.org/10.1007/978-3-031-38077-8_8
[¹¹] Mena, J. A. (2016). “I Love My Work, but This Is Not My Life”: Women of Color in the Academy. NASPA Journal About Women in higher education, 9(2), 190-207.
[¹²] Nicol, D. J., & Yee, J. A. (2017). “Reclaiming Our Time”: Women of Color Faculty and Radical Self-Care in the Academy. Feminist Teacher, 27(2–3), 133–156. https://doi.org/10.5406/femteacher.27.2-3.0133

The in-person attendees of the first Department of Energy National Laboratory Postdoctoral Leadership meeting in Boston, MA. Image provided by authors.

The Department of Energy (DOE) National Laboratory Postdoctoral Leadership (NLPL) meeting was held for the first time on March 20, 2025, in Boston, MA, during the NPA Annual Conference. The idea of forming an NLPL community was sparked during the 2024 NPA Annual Conference, driven by the belief that a unified and larger network would benefit all DOE National Laboratory postdoctoral scholars to exchange their ideas, share resources, and establish a community to share common practices. The hybrid meeting was attended by 46 postdoctoral scholars from across the nation, including representatives from postdoctoral associations at Lawrence Livermore National Laboratory (LLNL), Lawrence Berkeley National Laboratory (LBNL), Oak Ridge National Laboratory (ORNL), Argonne National Laboratory (ANL), Pacific Northwest National Laboratory (PNNL), Sandia National Laboratory Livermore (SNL-L), and Sandia National Laboratory Albuquerque (SNL-A). The first in a series, this meeting launched a cross-laboratory network aimed at supporting a strong and effective postdoctoral community.

During the meeting, members of the respective postdoctoral associations introduced their organizations and their efforts in building communities within the campus. The initiatives were centered around three common goals: engagement, community building, and professional development. Engagement and outreach initiatives included community gatherings, networking events, and creating a few professional groups on social media, i.e., LinkedIn groups for alumni. The community-building activities focused on mentoring opportunities, strengthening communication skills via newsletters, and sharing ideas/experiences within the community.

Postdocs were encouraged to seek professional development opportunities through workshops on resume-building, interview preparation guidelines, and attendance at national laboratory career town halls.

The NPA serves as a vital resource hub for the postdoctoral community, offering guidance that supports postdoctoral scholars both personally and professionally during the demanding phases of their careers. While the NPA supports the broad postdoctoral community, it is important to recognize that national laboratories generally operate under a distinct structure with different requirements compared to traditional research institutes. Unlike universities, which often employ a large number of students, national laboratories primarily consist of early-career professionals in limited-term positions. This creates unique challenges, such as working in specialized research fields, being in remote areas, and operating in secure environments that can make it difficult to foster a community among these researchers. Given these factors, postdoctoral scholars in national laboratories stand to benefit significantly from a shared community that understands and addresses their specific needs as premised by the NLPL initiative.

The organizers of the first Department of Energy National Laboratory Postdoctoral Leadership meeting at the 2025 NPA Annual Conference in Boston, MA. Image provided by authors.

Postdoctoral scholars at national laboratories are continuously seeking opportunities to connect and share their experiences with each other. For instance, the postdoctoral association at ORNL-ANL-LANL started a cross-laboratory elevator pitch event in 2023, which continues to be an annual event during National Postdoctoral Appreciation Week (NPAW). Also, LBNL-ANL-LLNL co-hosted a career panel that focused on how to effectively collaborate across national laboratories. These events benefited many postdocs and fostered ongoing communications among the postdoctoral researchers, postdoctoral offices, staff scientists, principal Investigator, and laboratory leadership.

The meeting promptly seeded several postdoctoral collaborations in close geographical proximity. For instance, SNL-L, LLNL, and LBNL organized a tri-lab hike, among other joint events, to foster synergy between the postdoctoral communities in the Bay Area. Similar initiatives between SNL-A and Los Alamos National Laboratory (LANL) are also being pursued to enhance inter-lab collaborations and initiatives in the New Mexico region. While such in-person regional collaborations are feasible in the Bay Area, New Mexico region, and the East Coast, the cross-laboratory collaborations between the labs that are distant and labs situated in remote locations face challenges in collaboration, these were part of the primary discussion points in the meeting.

To create a platform for sharing best practices and enabling cross-talk among postdocs across DOE laboratories, the NLPL Community of Practice (CoP) was proposed. Additionally, a cross-national laboratory pulse survey proposed by the Berkeley Lab Postdoc Association would provide insights into the needs and preferences of the postdoctoral community. Some of the initiatives discussed were about organizing hybrid networking and more professional development events during NPAW and the 2026 NPA Annual Conference.

The first NLPL meeting has already led to increased engagement among postdoctoral scholars from various national laboratories, strengthening connections and promoting a more cohesive postdoctoral environment. The insights gained from this meeting are now being shared and discussed within the postdoctoral communities at their respective labs. Leadership support and joint participation from the postdoctoral scholars across all seventeen DOE National Laboratories would amplify the positive impact of this community in the coming years. Furthermore, maintaining close collaborations between the national laboratories' postdoctoral community and the NPA would catalyze the exchange of best practices/ideas among the national labs, academia, industry, and other research institutions, such as NIH research centers and medical centers, contributing to a strong national postdoctoral community.

Disclosures: The opinions expressed in this article are solely those of the speakers and do not reflect the official positions of LLNL, SNL, PNNL, or ANL in any capacity.

Headshot of Zarna Pala, Ph.D.

Have you spent time exploring various career options? If not, now is the perfect time to start! Career exploration is a process that helps you discover new opportunities and better understand the steps needed to pursue them. If your career of choice is a big shift from your current path, starting early gives you the time to build necessary skills and gain valuable experience. Zarna Pala, Ph.D., assistant director of the Biological Sciences Graduate Program at the University of Maryland, College Park, shares her career journey and offers tips for postdoctoral fellows who are beginning/continuing their career exploration.

Pala earned her Bachelor of Technology and Master of Technology in biotechnology from Padmashree Dr. D.Y. Patil University in Navi Mumbai and received her doctorate at the Birla Institute of Technology and Sciences (BITS), Pilani, Rajasthan, India. She then moved to the United States of America as a postdoctoral researcher at the National Institute of Allergy and Infectious Diseases, NIH. With an initial interest towards working in industry and developing products that would benefit humanity, she was interested in translational applications, and thus began her career exploration journey. “However, I had to change my postdoc lab within 8 to 9 months of being at the NIH, and this experience played a huge role in pivoting me to something more. I had to seek additional guidance,” recalls Pala.

She utilized resources offered by the Office of Intramural Training and Education (OITE) at the NIH and sought guidance from multiple career advisors. To better understand her strengths and motivations, she completed a skills, values, and interests assessment. She conducted over 50 informational interviews with professionals across industry, academia, government, and the nonprofit sector. “I spent at least six or seven months gathering information from people of different backgrounds holding various positions, I considered that to be a research project,” Pala says. The general expectation for a doctoral recipient is that you either become a principal investigator in academia or obtain a scientific bench position in an industry. “Nobody really talks about the broader career options one could venture into,” she adds. Through her exploration, she discovered her passion towards supporting students and fellows through a career in science administration.

“I decided to invest one hour everyday towards career and professional development, and I planned my day accordingly,” she said. On some days, she prioritized workshops that were offered infrequently over her research experiments. As a postdoctoral fellow, Pala volunteered on the visiting fellow and career development committees and was also actively involved in organizing a series of departmental seminars for two years. She had also demonstrated leadership qualities earlier during graduate school, where she took the lead in organizing departmental seminars, conferences, and workshops for fellow students. All these experiences cumulatively helped her build the skills and qualifications required for her current role. She credits her career advisors with playing a major role in helping her reach this point in her career.

In her current position, she manages a graduate program with over 160 students and 100 faculty members across multiple campuses. She oversees skill-based workshops, hosts alumni panels and networking events with industry and government professionals, and provides one-on-one career advising. She creates and manages program budgets, coordinates outreach efforts, participates in admissions, plans recruitment events, and serves as a liaison for university partnerships with federal agencies.

Here are some recommendations from Pala, if you want to jumpstart your career exploration:

• Start early. Begin your career exploration as early as possible, especially if you are an international fellow in the United States, who may need immigration support. This allows you to build relevant experiences and tailor your resume for your career of choice.
• Invest time daily. If you are actively exploring career options, commit to spending one hour a day on your professional development. This could take various forms: either building your LinkedIn network by sharing your perspectives, conducting occasional information interviews and following up on them, or attending career development seminars. Prioritizing your personal growth is essential.
• Ask yourself key questions. When you conduct informational interviews, ask yourself two important questions: Do I have the required skills to perform the job? And would the job cause intellectual satisfaction?
• Clarify your interest. If you’re interested in multiple career paths, start by taking a skills, values, and interests assessment test (often available through most postdoctoral service offices at your institution), which will help you identify your strengths, skills, and values. Then, align those insights with what you learn from the informational interviews to determine the career that fits you best.
• Follow up and stay connected. After informational interviews, follow up with your network and keep in touch. Share updates about the roles you pursued and let them know if you secured a job. Interestingly, some people you meet through informational interviews may even end up becoming your lifelong mentors.
• Build a mentorship network. It is important to have multiple mentors who can support different aspects of your career journey— for example, career mentors, immigration mentors, professional development coaches, etc. Different mentors bring varied perspectives and expertise that can help you navigate the complexities of career transitions, especially when moving beyond traditional research roles.

Good luck with your career exploration!

Postdoctoral scholars are emerging as key figures in reshaping the culture and collaborative efforts of academic institutions worldwide. Over the past decade, they have assumed broader responsibilities, including mentoring students, leading interdisciplinary projects, contributing to teaching and curriculum development, and advancing their research. They also develop transferable skills that prepare them for careers in industry, policy, and communication, reflecting the increasingly diverse paths postdocs pursue after their training. These contributions typically occur within universities, research institutes, and industry laboratories, usually within one to five years after earning a doctorate. They achieve this by forging new partnerships, advocating for inclusive policies, and striving to integrate fresh perspectives into the traditional academic framework. Through these efforts, postdocs foster an environment that values collaboration, professional growth, and innovation. In doing so, they not only advance their careers but also contribute to the growth and evolution of the institutions they serve.

Postdocs have long been the backbone of academia, working under principal investigators (PIs) to drive novel ideas, experimentation, and the production of high-quality publications, as Yueran Duan and colleagues highlight in a PNAS brief report [¹]. However, their role now extends far beyond research and publishing. They actively engage in committees, mentoring programs, and policy discussions, shaping both educational and administrative aspects of academia. Many also lead efforts to promote diversity and equity initiatives, organize public outreach events, and advocate for improved professional resources and mental health support. Increasingly, postdocs rely on institutional professional development programs —such as workshops on leadership, entrepreneurship, and communication- that equip them with the skills needed to transition into careers both within and outside academia. Today, postdocs are advocating for meaningful change and making a broad impact on the academic community beyond traditional research roles.

One reason postdocs are well suited to this unique role is their position at the intersection between graduate students and faculty. As early-career researchers, they combine scholarly expertise with adaptability, allowing them to identify institutional gaps, propose solutions, and collaborate across diverse stakeholders. This role makes postdocs vital connectors, bringing students, faculty members, and external partners together to foster innovation and drive progress.

Institutional culture thrives when diverse perspectives converge to address complex challenges. Recognizing this, postdocs often build collaborative networks that bridge departments and institutions, breaking down traditional silos and fostering interdisciplinary learning. For example, a postdoc with a background in materials science might collaborate with biologists and chemists to develop innovative biomaterials for medical applications. These cross-disciplinary efforts create a more integrated research environment where intellectual exchange and innovation flourish. To support such initiatives, many institutions have dedicated offices for postdoctoral affairs, which, as Chae Jeon, Daniel Vallejo, and Michael Marty note in the Journal of the American Society for Mass Spectrometry [²], enhance postdocs’ productivity and overall impact.

Moreover, these collaborations increasingly extend beyond academia, with postdocs forging partnerships with nonprofit organizations, government agencies, and private companies. Chris Woolston, in a Nature Career Feature article [³], highlights the work of postdocs making significant contributions across various industries. These partnerships create a dynamic ecosystem of resource sharing, joint grant proposals, and broader applications of research findings. By connecting institutional expertise with real-world challenges, postdocs help advance research that not only broadens our understanding of science but also directly benefits society.

While postdocs propel scholarly progress and build networks, they also play a key role in fostering a supportive academic community. They serve as mentors for graduate students, often leading career development workshops and soft-skills training sessions. Many volunteer as postdoc mentors, guiding students through challenges ranging from mastering research techniques to navigating the job market. Their involvement in teaching and curriculum development further supports student success, ensuring that course content remains dynamic, timely, and closely aligned with current research trends. By facilitating open dialogue through social media groups, seminar series, and informal discussions, postdocs cultivate a sense of camaraderie that reduces isolation and promotes well-being.

Despite their significant contributions, postdocs often face challenges such as short-term contracts, limited funding, and intense job market competition, leading to uncertainty and stress. However, these obstacles do not diminish their potential for impact. Many institutions have established postdoctoral associations that offer peer support, professional development opportunities, and advocacy for improved working conditions and flourishing careers. These programs frequently focus on developing transferable skills, such as project management, science communication, and industry networking, to help postdocs explore a diverse range of career pathways. Numerous institutional initiatives are emerging to support these career shifts through professional development, mentorship, and partnerships beyond academia. For example, the NIH’s National Research Mentoring Network (NRMN) offers structured mentoring and career training, while the NSF Innovation Corps (I-Corps) program equips researchers with entrepreneurial skills and industry exposure.

At the national level, the NPA facilitates professional development and collaboration through initiatives like the monthly myPDO webinar, which brings together postdoctoral leaders to share best practices and build a cohesive support network across institutions. Online platforms such as Versatile PhD and Postdoc Academy further extend career guidance and peer mentoring for postdocs navigating non-academic career paths. These networks empower postdocs to drive meaningful change despite systemic barriers. Highlighting how postdocs engage with these resources provides a more comprehensive view of their evolving role as adaptable professionals who contribute to research, innovation, and societal progress within and beyond academia. As Navika Gangrade and Marcus Lambert highlight in their article [⁴], strong mentorship for postdocs is crucial, and mentorship development plans should be considered in funding decisions for PIs.

Postdocs are more than transitional researchers; they are active leaders who catalyze collaborations, promote inclusive policies, enhance existing curricula, and elevate academic culture. Their ability to identify research gaps and initiate cross-disciplinary projects makes them indispensable drivers of progress. By supporting postdocs in exploring multiple career trajectories, institutions affirm their broad impact within academia and across society.

As the academic landscape continues to evolve, the leadership, innovation, and adaptability of postdocs will become increasingly vital. Institutions, policymakers, and senior faculty should, therefore, actively engage with and support postdocs by providing the resources and recognition necessary for them to thrive and excel. By valuing and empowering these emerging leaders, we foster a research ecosystem rooted in collaboration, creativity, and inclusivity, one that advances knowledge and innovation for the benefit of higher education and society at large.

References:

^[1] Duan, Y., Memon, S. A., AlShebli, B., Guan, Q., Holme, P., & Rahwan, T. (2025). Postdoc publications and citations link to academic retention and faculty success. Proceedings of the National Academy of Sciences, 122(4), e2402053122. https://doi.org/10.1073/pnas.2402053122
^[2] Jeon, C. K., Vallejo, D. D., & Marty, M. T. (2025). Navigating the Postdoc Experience. Journal of the American Society for Mass Spectrometry, 36(3), 622-626. https://doi.org/10.1021/jasms.4c00448
^[3] Woolston C. (2025). How to find your place in science through an industry postdoc. Nature, 637(8044), 241–242. https://doi.org/10.1038/d41586-024-04169-5
^[4] Gangrade, N., & Lambert, W. M. (2024). Postdoctoral mentorship needs a reform. Trends in Molecular Medicine, 30(1), 6-9. https://doi.org/10.1016/j.molmed.2023.10.002

Throughout history, women scientists have shattered the glass ceiling to make groundbreaking discoveries in various fields of research. From Ada Lovelace steering the world’s trajectory towards computer programming and Jocelyn Bell’s discovery of pulsars, to modern-day trailblazers such as Jennifer Doudna and Emmanuelle Charpentier, known for their disruptive genome editing technology, CRISPR-Cas9, the legacy set by several women pioneers is striking. Their stories of resilience, brilliance, and an unwavering passion for discovery have shaped the academic world, driven innovation, and inspired the current generation.

This article celebrates the remarkable women who have led the way, the progress made in research representation, and the initiatives and strategies that have contributed to the continuously evolving landscape of women in STEM and beyond.

Beyond their professional excellence in various stages of an academic career, women in research have catapulted the fight towards equality in one way or the other. One such seismic cultural event occurred in 1999 when Nancy Hopkins, a noted molecular biologist from the male-dominated scientific era and protégé of James Watson (co-discoverer of the structure of DNA) at the Massachusetts Institute of Technology (MIT) paved the way towards a reformation for women’s status in science. Ever since MIT admitted to discriminating against its tenured female scientists, several unspoken stories offering a glimpse into the hierarchical world of ‘elite science’ have resurfaced – where women’s contributions were being overlooked, and their success was viewed as an exception rather than the norm. This movement widely resonated with professional women outside MIT as well due to gender bias being frequently ignored and misunderstood in society.

Unequal resource allocation, lack of recognition, and exclusion from decision-making were a few of the many invisible obstacles faced by women at this time. The riveting stories of resilience of each and every woman facing similar situations of inequity have been intricately documented by Kate Zernike, national correspondent for The New York Times, in her thought-provoking book, “The Exceptions: Nancy Hopkins and the fight for Women in Science.” In honor of Women’s History Month, we highly encourage readers to explore these tales to appreciate their own career journey as more women continue to step into research roles, lead laboratories and institutes, and shape the future of science.

While the past few decades have fortunately witnessed several initiatives to support the growth in number of women enrolled in research at various levels, narrowing of the gender gap and pay disparity, we are still at the initial stages of witnessing positive change – this requires constant and frequent advocacy of these issues on public platforms.

The “Leaky Pipeline” vs Unconscious Bias Debate

There have been two contesting notions on why the number of women pursuing a sustainable and flourishing career in research has been on the decline. One is the so-called leaky pipeline, where girls account for a significant portion of the pre-college “STEM-ready” population, graduating with a STEM degree, but progressively “leak” out of the system during early and mid-career jobs. However, a recent investigation regarding this theory has shown that there is no single stage to focus on in understanding the gender gap in STEM. The other idea is that of systemic biases that have pushed women out of career advancements. Their competence and commitment are repeatedly questioned, with an implicit need for them to “prove it again” to be accepted into higher positions. In addition, surveys have shown that women who have faced discrimination in their early careers inadvertently distance themselves from other women, spurring conflicts between different generations of women.

Beyond these concerning biases, becoming a mother is often viewed as an obstacle for women researchers. There is an inherent need for them to prove that they can be both good researchers as well as mothers. There have been several cases of their roles being assumed to be “hobby” careers, while they, in fact, successfully serve as full-fledged professionals. Irrespective of which of these two contesting theories have contributed to the stereotypes generated over multiple generations, they need to come to an end. Only then will we be able to truly fight gender bias at the institutional level.

Institutional Initiatives to Counter the Leaky STEM Pipeline

Recognizing the conflict of women trying to balance a tightrope between their career and family, many institutions are stepping up to provide support through flexible work arrangements, remote research opportunities, and policies such as parental leaves and childcare programs. A list of useful NPA-recommended resources for expectant parents, paternity and maternity leaves can be found here. Some universities and research organizations even offer dual-career support, helping partners who also work in academia find suitable roles, reducing the stress of career-related relocations.

Creating a Sense of Community and Sharing

Beyond institutional policies, mentorship and networking play a crucial role in helping women researchers build successful careers while managing personal responsibilities. Access to mentorship programs provides valuable guidance on career transitions, funding opportunities, and the often-overlooked challenge of work-life balance. These can be in the form of peer networks, women’s cafes, and panel sessions where women share their experiences, exchange ideas, and seek out a support system. Programs like the National Research Mentoring Network (NRMN) provide structured mentorship, career development resources, and networking opportunities, while professional societies such as the American Association for the Advancement of Science (AAAS), the Association for Women in Science (AWIS), and field-specific organizations (view list here) offer mentorship programs that connect early-career researchers with experienced professionals.

The Undisputable Role of Technology in Work-Life Integration

Digital tools have emerged to be indispensable for researchers, allowing them to streamline their work and maintain efficiency without sacrificing flexibility. For virtual collaboration, platforms like Slack and Microsoft Teams enable seamless communication, file sharing, and team coordination, making it easier for researchers to stay connected regardless of location. Zoom has become a go-to tool for conducting virtual meetings and research discussions, facilitating knowledge-sharing and collaboration across institutions. For project management and workflow organization, tools like Google Workspace and JIRA help researchers manage tasks, track progress, and stay organized. These digital solutions not only enhance productivity but also create space for personal commitments, ensuring researchers can maintain a balanced and effective work-life synergy. Many women researchers emphasize the importance of carving out time for hobbies, relaxation, regular exercise, and mindfulness practices to encourage productivity and mental well-being. Institutions are also recognizing the need for wellness support, offering programs such as the NIH Office of Intramural Training & Education (OITE) well-being initiatives and various institutional wellness programs that provide mental health resources, stress management workshops, and counseling services.

Our society is finally at a stage where women researchers are redefining success on their own terms, making intentional choices, setting realistic goals, and embracing flexibility to build careers that align with their personal values. No longer bound by outdated expectations, they are advocating for institutional change, leveraging technology, and fostering strong support networks to not only survive but thrive in research.

Being a postdoc can be tough—long hours, uncertain career prospects, and often a feeling of isolation can make it a demanding journey. It is a phase of major transition, especially for those who’ve gone straight from undergrad to grad school and now find themselves navigating the next big step. Apart from being the first step outside a structured academic program, postdocs no longer belong to a cohesive cohort of fellow students. Due to the absence of a strong professional network at this stage, being a postdoc can feel extremely isolating. You are positioned as a professional researcher with the responsibility of steering your own career path. On some days, you may find yourself spending long hours in the lab, running experiments and analyzing data. On other days, you might struggle to find the motivation to complete your long-awaited first-author manuscript or face the pressure of securing funding for your next project. Balancing the demands of research, publications, and career development amidst striving to achieve a work-life balance can feel overwhelming. Despite these hurdles, it's important to remember that you are not alone. The challenges you face are shared by postdocs across the nation. The National Postdoctoral Association (NPA) is a supportive community that provides various resources to help postdoctoral researchers navigate their careers. Founded with the intention of improving the postdoctoral experience in the United States, the NPA is dedicated to fostering a culture of support and inclusivity, helping postdocs at individual, organizational, and national levels. To become an NPA member, you can sign up here. NPA is supported by numerous organizations that understand the need to support postdoctoral appointees. Free membership is available through many universities or institutes that subscribe to NPA membership. The list of Organizational Members can be found here.

So, what can you gain from being a part of the NPA? Here are some key benefits:

1) Community and Advocacy

Unlike graduate students, who typically enter their programs as part of a cohort with their peers, postdocs often work independently without a built-in community, making it challenging to form a community with their peers. This can often lead to feelings of isolation, especially when managing demanding workloads across various research settings. Actively engaging with the NPA helps you connect with peers who are on a similar journey. NPA offers several affinity groups to cater to postdoc needs such as the International Committee and the Diversity Committee. Additionally, the NPA provides a platform to advocate for policies that enhance postdoctoral experience. By focusing on advocating for public and institutional policies that address the needs and interests of postdoctoral scholars, the NPA has achieved improved recognition of underrepresented groups, enhanced postdoc benefits and healthcare, and has supported best practices in postdoctoral training and development. The Advocacy Committee is run by members of the postdoctoral committee, and a postdoc interested in serving as an NPA advocate can simply sign up here.

NPA Communities – A platform to network with other postdocs. By joining and participating in these initiatives, you can find a supportive community as well as contribute to improving the postdoctoral experience for others navigating similar challenges.

2) Networking and Mentorship Opportunities

The NPA offers opportunities for postdocs to extend their professional networks, which is invaluable for future collaborations and career advancement. One of the most resourceful and informative events held by NPA is the NPA Annual Conference, which brings together postdocs, scientists, and experts from across the country, allowing you to meet new people, form connections, share insights and strategies and find mentors who can guide you through the next steps of your career.

Beyond the conference, the NPA provides several ongoing initiatives to support postdocs in building their professional networks and advancing their careers:

• NPA SmartSkills Program – A professional development series that covers essential career skills, including leadership, grant writing, and communication. These interactive sessions connect postdocs with experts and peers. Learn more.
• NPA Mentoring Resources – Tips on mentorship, including maximizing the mentor-mentee relationship, working on improving mentorship skills according to your leadership style and various case studies that may help to mitigate workplace conflicts. Explore mentoring resources.

3) Career Development Tools

Navigating your career after a doctorate can be complex, especially when making decisions about transitioning to industry, securing an academic position, or addressing immigration-related challenges. The NPA offers a variety of career development tools to support postdocs during these transitions. These resources include webinars on topics such as immigration policies, transitioning to industry roles, and tips for job interview strategies. Additionally, the NPA provides career guidance, mentorship resources, and Flamingo from SciPhD to help postdocs explore diverse career paths. By engaging with these tools, postdocs can gain the knowledge and skills necessary to succeed in their chosen careers. The resources available to support postdocs include:

• NPA Career Center – Provides job listings, career advice, and resources tailored to postdocs exploring academic and non-academic career paths. Visit the Career Center.
• Resource Library – A comprehensive collection of materials on career development, work-life balance, and advocacy efforts to support postdocs at all stages of their journey. Access the Resource Library.
• Postdoc Career Development Resources – Guides and tools to support career growth.

4) Personal Development

Monthly events and workshops such as the NPA’s SmartSkills series offer opportunities to improve essential skills, such as writing and oral communication. NPA activities also allow participants to practice delivering elevator pitches, actively engage in discussions, and build confidence in articulating their research and ideas.

The NPA offers a range of professional development programs, workshops, and well-being initiatives designed to help postdocs build essential skills and navigate the demands of their careers effectively. Through its extensive network, the NPA connects postdocs with leaders across various fields, including science, technology, and social sciences, providing valuable learning and networking opportunities. NPA SmartSkills, a monthly professional development series, covers key areas such as time management, resilience, and work-life balance, alongside practical skills like grant writing and effective communication. Additionally, the NPA hosts various workshops and webinars on critical career skills, including conflict resolution, negotiation strategies, and career transitions, helping postdocs navigate both academic and non-academic career paths. Recognizing the challenges postdocs face, the NPA also provides well-being initiatives focused on mental health, stress management, and maintaining a healthy work-life balance, helping postdocs build confidence, develop resilience, and stay motivated in high-pressure environments. Furthermore, NPA activities such as career panels and networking workshops offer opportunities to practice delivering elevator pitches, engaging in discussions, and articulating research with confidence. By participating in these programs, postdocs can develop essential skills, build strong professional networks, and gain the tools needed to manage their careers effectively while maintaining their well-being.

5) Development of Leadership Skills

For postdocs aspiring to gain leadership experience, the NPA offers numerous opportunities to cultivate these skills through structured programs, committee involvement, and advocacy initiatives. The NPA provides hands-on experience in project management, teamwork, and strategic decision-making, allowing postdocs to lead initiatives that impact the postdoctoral community. Volunteering for NPA committees—such as Advocacy, Resource Development, or Diversity—enables postdocs to engage in national policy discussions, develop critical resources, and contribute to initiatives that enhance the postdoc experience. Additionally, organizing events such as professional development workshops and networking sessions helps postdocs strengthen coordination, public speaking, and stakeholder engagement skills, all of which are essential for future administrative and managerial roles. Beyond event organization, the NPA actively supports advocacy efforts aimed at improving postdoc working conditions, securing better benefits, and driving institutional change. Postdocs can directly influence policies by participating in advocacy campaigns, drafting policy statements, and collaborating with institutional leadership to promote initiatives that benefit the postdoctoral community. Through these opportunities, postdocs gain valuable leadership experience that prepares them for future roles in academia, industry, government, and beyond.

6) Exposure to New Perspectives

Being part of the NPA allows you to engage in conversations with peers and mentors with diverse backgrounds who may approach problems from a different perspective. The equity summits organized by the NPA on accessibility and inclusion, race and ethnicity, international issues, and gender are great ways to learn about the difficulties and challenges some postdocs might be experiencing. These interactions can challenge your way of thinking, sparking new ideas and approaches that you might not have considered otherwise. It’s an opportunity to broaden your intellectual and professional horizons.

7) Cultural Exchange

The NPA constitutes members who are postdocs and visiting scholars from countries worldwide. The NPA International Committee is a great source for international researchers to enhance their experience in the United States. Engaging with this diverse community can expose you to different cultures, languages, and belief systems. This cultural exchange enriches both your personal and professional life, helping you become more open-minded and globally aware.

In summary, the NPA offers a wealth of resources and opportunities to help postdocs thrive both personally and professionally. By engaging with NPA, you can gain access to a supportive community, career development tools, and leadership opportunities while also contributing to advocacy efforts that improve the overall postdoctoral experience. Whether you’re looking to build your network, develop your new skills, or find a sense of belonging, the NPA can help you navigate the challenges and make the most of the opportunities that postdoctoral life offers.

This article was edited by Umar Ahmad Sheikh, Ph.D., who is a postdoctoral research associate at the University of Wisconsin-Madison.

This article has been edited by The POSTDOCket team.

This article was edited by Alicia Fleming Martinez, Ph.D., who is a senior postdoctoral fellow at Mayo Clinic in Jacksonville, FL..

This article has been edited by Helen Urpi Wagner Coello, Ph.D., who is a postdoctoral fellow at Florida International University in Miami, affiliated with the STEM Transformation Institute, the Science Education And Society Lab, and the UNIDOS Center. She is also an NPA IMPACT Program Fellow.

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