. "3 Gender Differences in Academic Hiring." Gender Differences at Critical Transitions in the Careers of Science, Engineering, and Mathematics Faculty. Washington, DC: The National Academies Press, 2010.
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Gender Differences at Critical Transitions in the Careers of Science, Engineering, and Mathematics Faculty
TABLE 3-9 Steps Taken to Increase the Gender Diversity of the Candidate Pool
Step
Number of Departments Reporting
Targeted or special advertising
80
Other
71
General advertising
58
Recruiting at conferences, contacting women directly, using personal contacts
47
Help from diversity/EEO office or coordinator
47
Contacting colleagues and other universities
42
Special language used in advertising
34
Special consideration to females (e.g., making extra effort to interview females)
34
Informal networks
25
Grants or special funds for hiring women
19
Target of opportunity
19
Use of special databases or directories
18
Having a diverse search committee
17
Broadening searches
11
NOTE: Many of the 417 departments provided multiple answers to the open-ended survey question, and 71 departments that reported that they have taken steps other than those listed in the table.
SOURCE: Survey of departments carried out by the Committee on Gender Differences in Careers of Science, Engineering, and Mathematics Faculty.
advertising was the most frequently cited action, followed by general advertising. These were followed by recruiting at conferences, contacting women directly, and using personal contacts and assistance from on-campus diversity offices.
In addition, for most departments the total number of steps taken was not large. As shown in Table 3-10, 23 percent reported taking no specific action, and 43 percent reported taking just one. Only slightly more than 10 percent reported taking three or more steps.
SUMMARY OF FINDINGS
The analyses in this chapter reveal a number of important findings about the application, recruitment, interview, and hiring process.
