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Promising Practices for Addressing the Underrepresentation of Women in Science, Engineering, and Medicine Opening Doors (2020) / Chapter Skim
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Appendix B: Relevant Findings and Recommendations from National Academies of Sciences, Engineering, and Medicine Reports
Pages 205-214

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From page 205...
... Although the primary audience for most of the recommendations is academia, a good number are also directed to federal agencies, Congress, and foundations.
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From page 206...
... Family-Friendly Policies Recommendation: Improve institutional policies and practices such as the tenure clock, child care, leave, spousal hiring, and training to combat harassment. Hiring, Promotion, Recommendation: Modify and expand faculty recruiting programs and Tenure by creating special faculty lines, diversifying search committees, encouraging intervention by deans, and assessing past hiring efforts Mentoring Recommendation: Create mentoring programs for students and female faculty Education Recommendation: Extend outreach to potential students at both the K-12 and undergraduate levels.
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From page 207...
... Recommendation: University leaders should as part of their mandatory overall management efforts hold leadership workshops for deans, department heads, search committee chairs, and other faculty with personnel management responsibilities that include an integrated component on diversity and strategies to overcome bias and gender schemas and strategies for encouraging fair treatment of all people. Recommendation: Deans, department chairs, and their tenured faculty should develop and implement programs that educate all faculty members and students in their departments on unexamined bias and effective evaluation.
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From page 208...
... Institutional Barriers Finding: Academic organizational structures and rules contribute significantly to the underuse of women in academic science and engineering. Data Needs Recommendation: Expand support for research on the efficacy of organizational programs designed to reduce gender bias, and for research on bias, prejudice, and stereotype threat, and the role of leadership in achieving gender equity.
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From page 209...
... Mentoring Recommendation: Initiate mentoring programs for all newly hired faculty, especially at the assistant professor level. Hiring, Promotion, Finding: In every field, women were underrepresented among and Tenure candidates for tenure relative to the number of female assistant professors.
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From page 210...
... Participant Suggestion: Incorporate bias awareness training in universities into training programs that already exist Changing Workplace Participant Suggestion: When a department hires a "solo" (and Culture thus comes to include a sole individual of any group) , it must deliberately work to ensure that its climate and policies do not inadvertently discriminate against the new faculty member or hinder her or his ability to thrive in that community.
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From page 211...
... Hiring, Promotion, Participant Suggestion: Institutions should increase the number of and Tenure women and underrepresented minorities in candidate pools Participant Suggestion: Search committees, particularly for leadership positions, should include women and underrepresented minorities. Participant Suggestion: Institutions should make the policies on promotion and tenure public and clear.
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From page 212...
... Academic institutions, research and training sites, and federal agencies should move beyond interventions of policies that represent basic legal compliance and that rely solely on formal reports made by targets. Sexual harassment needs to be addressed as a significant culutre and climate issue that requires institutional leaders to engage with and listen to students and other campus community members.
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From page 213...
... Recommendation: Department chairs, in consultation with institutional leadership, should use promotion, tenure, and performance appraisal practices to reward effective mentorship. Elements of a promotion or tenure package could include descriptions of approaches and resources used in mentoring, reflective statements of ways the candidate has worked to improve their mentoring over time, evidence of mentored scientists as coauthors on manuscripts and grants and their placement into positions, letters from program leaders and testimonies from students, institutional and national award for mentorship, and process measures that assess mentoring relationship quality from the perspective of the mentee and the mentor.
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From page 214...
... 2010. Gender Differences at Critical Transitions in the Careers of Sci ence, Engineering, and Mathematics Faculty.
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Key Terms

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  • effective mentorship
  • gender bias
  • academic sciences
  • american talent
  • legal compliance

  • recommendation changing
  • changing workplace
  • leadership positions
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  • female faculty
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  • white women
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  • critical transitions
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  • plans goals


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