Increasing Equity In Faculty Searches
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Increasing EquityIn
Faculty Searches
Women as a percentage of full‐time, full professors with science, engineering, and health doctorates, by employing
institution: 1993–2013
Source: NSF Women, Minorities, and Persons with Disabilities in Science and Engineering: 2015
15.7%
10.5%
18.4%
23.2%
0%
5%
10%
15%
20%
25%
All faculty Professor AssociateProfessor
AssistantProfessor
Percentage of Women Engineering Faculty
Source: American Society for Engineering Education, 2016
“In a randomized double-blind study (n = 127), science faculty from research-intensive universities rated the application materials of a student—who was randomly assigned either a male or female name—for a laboratory manager position. Faculty participants rated the male applicant as significantly more competent and hireable than the (identical) female applicant. These participants also selected a higher starting salary and offered more career mentoring to the male applicant.”
Moss-Racusin et al., 2012, PNAS 109, no. 41. http://www.pnas.org/content/109/41/16474
In a recent study of 1224 recommendation letters from 54 countries for postdoctoral fellowships in geosciences between 2007 and 2012, researchers found that female applicants were only half as likely to receive excellent letters versus good letters compared with male applicants.
Dutt et al., Nature Geoscience, published online 3 October 2016 http://www.nature.com/articles/ngeo2819.epdf
A 1999 study asked 238 academic psychologists to review the CV of a job candidate and provide feedback. The CVs were identical except that some had male names and some had female names. Both men and women were more likely to hire a male job applicant than a female job applicant with an identical record.
- Steinpreis, R.E., Anders, K.A. & Ritzke, D. Sex Roles (1999) 41: 509. doi:10.1023/A:1018839203698
“…as we become aware of our hypotheses, we replace our belief in a just world with a view of a world in which bias plays a role. Since this is a state of affairs we wish were otherwise, we prefer not to acknowledge it. But we can learn.”
- Virginia Valian
Strategies to Reduce Bias
• Recognize that you are subject to bias
• Recognize that you are subject to bias• Increase the diversity of your search committee
• Recognize that you are subject to bias• Increase the diversity of your search committee• Increase the diversity of your applicant pool
• Recognize that you are subject to bias• Increase the diversity of your search committee• Increase the diversity of your applicant pool• Develop well-defined evaluation criteria
• Recognize that you are subject to bias• Increase the diversity of your search committee• Increase the diversity of your applicant pool• Develop well-defined evaluation criteria• Prioritize evaluation criteria prior to review
• Recognize that you are subject to bias• Increase the diversity of your search committee• Increase the diversity of your applicant pool• Develop well-defined evaluation criteria• Prioritize evaluation criteria prior to review• Engage in counterstereotype imaging
• Recognize that you are subject to bias• Increase the diversity of your search committee• Increase the diversity of your applicant pool• Develop well-defined evaluation criteria• Prioritize evaluation criteria prior to review• Engage in counterstereotype imaging• Take your time and minimize distractions
• Recognize that you are subject to bias• Increase the diversity of your search committee• Increase the diversity of your applicant pool• Develop well-defined evaluation criteria• Prioritize evaluation criteria prior to review• Engage in counterstereotype imaging• Take your time and minimize distractions• Focus on each applicant as an individual
• Recognize that you are subject to bias• Increase the diversity of your search committee• Increase the diversity of your applicant pool• Develop well-defined evaluation criteria• Prioritize evaluation criteria prior to review• Engage in counterstereotype imaging• Take your time and minimize distractions• Focus on each applicant as an individual• Look for reasons to include rather than exclude
• Recognize that you are subject to bias• Increase the diversity of your search committee• Increase the diversity of your applicant pool• Develop well-defined evaluation criteria• Prioritize evaluation criteria prior to review• Engage in counterstereotype imaging• Take your time and minimize distractions• Focus on each applicant as an individual• Look for reasons to include rather than exclude• Take breaks to evaluate your criteria
• Recognize that you are subject to bias• Increase the diversity of your search committee• Increase the diversity of your applicant pool• Develop well-defined evaluation criteria• Prioritize evaluation criteria prior to review• Engage in counterstereotype imaging• Take your time and minimize distractions• Focus on each applicant as an individual• Look for reasons to include rather than exclude• Take breaks to evaluate your criteria• Be able to defend every decision
Reference:
Eve Fine , Jennifer Sheridan , Molly Carnes , Jo Handelsman , Christine Pribbenow , Julia Savoy , Amy Wendt (2014), Minimizing the Influence of Gender Bias on the Faculty Search Process, in Vasilikie Demos ,Catherine White Berheide , Marcia Texler Segal (ed.) Gender Transformation in the Academy (Advances in Gender Research, Volume 19) Emerald Group Publishing Limited, pp.267 - 289
http://www.genderbiasbingo.com/
http://www.toolsforchangeinstem.org/
http://www.hunter.cuny.edu/gendertutorial/
More ResourcesUniversity of Wisconsin WISELIhttp://wisely.engr.wisc.edu
ADVANCE Purduehttp://www.purdue.edu/discoverypark/advance
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