TABLE 1-1 Methods Used by University of California, Berkeley Departments to Enhance Faculty Hiring Pool

Rank Order

Methods Used

# Women Hired

Total(n=59)

Exc. (n=25)

Not Ex . (n=29)

1

Listed faculty positions in multiple venues

96%

97%

96%

2

Job description made clear women/URM encouraged to apply

76%

90%

84%

3

Made personal calls to encourage potential candidates to apply

84%

86%

84%

4

Selected diverse search committees

92%

79%

84%

5

Included graduate student input in search process

92%

72%

82%

6

Made calls to colleagues asking them to encourage women/URM to apply

80%

83%

80%

7

Circulated job description among networks women/URM educators

88%

72%

79%

8

Designated an affirmative action officer to serve on search

64%

90%

77%

9

Approached or interviewed applicants at professional meetings

72%

72%

73%

10

Established relationships with local/national women/URM organizations

68%

52%

59%

11

Educated search committee members on diversity/equity/affirmative action

52%

55%

54%

12

Discounted caregiving related resume gaps

32%

41%

36%

13

Prioritized subdisciplines with high diversity

36%

31%

32%

14

Encouraged UC President's Postdoctoral Fellows to apply

36%

31%

32%

15

Interviewed candidates at a variety of conferences

36%

21%

27%

Notes: Hatched shading denotes p < .05 significant difference based on chi-square. Dotted shading denotes p < .10 significant difference based on chi-square.



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