The President's Summit on Faculty Gender Equity

THE PRESIDENT'S SUMMIT ON FACULTY GENDER EQUITY

November 6-7, 2002

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Hiring, advancement and retention in fields where there are few women in the pool and among UC faculty (math, engineering and sciences).

This group will discuss the challenges associated with the under-representation of women in fields such as math, engineering and the sciences. Possible topics for discussion:

Successful models for increasing the numbers of women in Ph.D. programs in these fields;
The role of postdoctoral training in creating opportunities/barriers for women in these fields;
Identify factors contributing to hiring women below the rate of their availability in fields where the availability is already low;
Advancement and retention of women in these fields, subtle forms of bias as described by the MIT Report on the School of Science;
Access to research opportunities, research equipment, laboratory space and other forms of research support;
Identifying and addressing unconscious bias;
Developing procedures to ensure fairness in hiring and advancement;
Ensuring accountability for gender equity at all levels;
Addressing issues facing women of color in these fields;

Hiring, advancement and retention in fields where women are present in the pool but underutilized among UC faculty (humanities, social sciences and professional schools).

This group will discuss the challenges associated with the underutilization of women in the humanities, social sciences, and professional schools. Possible topics for discussion:

Successful models for increasing hiring of women in departments where the number of women faculty is persistently below the national availability;
Strategies for addressing identified disparities in compensation, promotion, and advancement;
Identifying factors leading to the gap between availability pools and applicant pools and strategies for closing the gap;
Identifying and addressing unconscious bias;
Developing procedures to ensure fairness in hiring and advancement;
Ensuring accountability for gender equity at all levels;
Addressing issues facing women of color in these fields;

Improving campus climate and working conditions for women faculty (family friendly policies, tenure clock and career path, etc.).

This group will discuss the general climate at UC for women faculty and the UC policies regarding childbearing, childrearing, tenure and others that impact the careers of women faculty. Possible topics for discussion:

Identifying climate issues for women faculty on UC campuses and successful models for addressing such issues;
Identifying policies and practices which may create barriers to hiring, advancing, and retaining women faculty at UC;
Identifying barriers that may result from the implementation (or lack thereof) of policies regarding working conditions for women faculty;
Identifying work/life issues that may prevent women graduate students from pursuing an academic career;
Successful models for eliminating unintended barriers from academic personnel policies and benefits programs;
How climate issue for women of color may be similar or different and successful models for addressing these issues;

Building academic leadership.

This group will discuss (1) the role that academic leaders can play in promoting diversity, and (2) the challenges associated with the under-representation of women among the academic leadership. Possible topics for discussion:

Identifying the causes and effects of the under-representation of women faculty in academic leadership;
Developing successful strategies for increasing the number of women faculty in academic leadership positions;
What are the issues facing women of color in academic leadership positions?
What can men and women in leadership positions do to promote gender equity?
Accountability in leadership- how shall leaders be evaluated?
Selecting leaders – ensuring a commitment to equity and fairness
What are the barriers to women when they serve in leadership positions?