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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.



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