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Biological, Social, and Organizational Components of Success: For Women in Academic Science and Engineering
importantly, an atmosphere that allows faculty members to take advantage of these policies without fearing damage to their careers.
Restructuring hiring and promotion procedures to reduce bias and encourage diversity, particularly the training of search committees, deans, and department chairs to recognize and reduce bias in hiring, evaluation and promotion.
Establishing programs to provide mentoring and support to women and other underrepresented groups.
Changing the context of test-taking to eliminate stereotype threat.
Continued or enhanced funding of research into social and institutional structures and field testing of methods to reduce bias and stereotype threat.
A complete summary of the presentations, including figures and references, is presented in the next section. That is followed by the papers of several of the convocation speakers and the abstracts of the research posters presented at the meeting.
In addition to this workshop report, based on the information presented at the Convocation and other research that the study committee gathers, the committee will issue a consensus report presenting conclusions and recommendations (see http://www.nap.edu/catalog/11741.html). Several convocation participants emphasized that greater workforce diversity will strengthen the American scientific enterprise and that universities and other institutions can do much to improve the opportunities for female and minority scientists to succeed in academic science.