Recommendations of the Gender Equity Planning Team for transforming the gender equity climate on campus
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Increase the percentage of female faculty members and students in underrepresented units
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Initiate training for administrators and search committees, emphasizing active recruiting; expand funding for Faculty Excellence hires; develop effective retention strategies at the college level; increase the pipeline by improving strategies to recruit and retain female undergraduate and graduate students and by expanding external funding.
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Institutionalize gender equity initiatives
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Establish a committee to evaluate progress on gender equity issues, collect and disseminate data, hold units and administrators accountable for meeting goals, establish an annual provost’s lecture on gender equity, promote activities to learn from and engage with specialists on gender equity issues locally and globally.
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Redefine workplace culture
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Increase transparency by developing/communicating clear metrics for raises, promotions, awards, resource allocation, retention offers and start-up packages.
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Improve workplace environment by instituting gender equity training, continuing to expand child-care facilities and sick child/family care, encourage development of more family restrooms across campus, encourage family friendly meeting and lecture times
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