Inclusive Hiring Processes 



Measuring Status of Women 

 Faculty 



Addressing Climate Issues 



Universities may specify a search process for new faculty. Sucii a process 

 might involve widespread advertising, nught specify representation of 

 women and minorities on search committees, and might require that there 

 be members of underrepresented groups in the candidate pool. This type 

 of formal process may extend the luring time. However, if hiring pools, at 

 first, are not sufficiently broad, further pubUcity and additional work by 

 the search conmiittee may be required. 



Universities may also conduct periodic studies of recruiting, hiring, tenure 

 decisions, salaries, and resources provided. These are among the aspects 

 of university employment that can be quantified so comparisons can be 

 made between male and female professors. Periodic reviews of such data 

 can call the attention of the university or laboratory conmiunity to 

 imbalances that may exist. Continuing review of such data helps ensure 

 that inequities do not develop. 



Schools and laboratories can conduct periodic smveys of faculty concerns 

 to develop information about factors such as inclusive social atmosphere, 

 or sexist attitudes. Though not easily quantifiable, such factors 

 nonetheless impact women's employment experience. Periodic surveys 

 raise awareness of the university or laboratory conmiunity to attitudes and 

 practices that may make it uncomfortable for women at the institution. 

 University officials hope that greater awareness wiU help to avoid 

 "marginalization" of female faculty and foster an inclusive atmosphere. 



Funding Additional Education 



Some laboratories subsidize the expenses of obtaining additional 

 education and training for their current employees. Further education 

 may lead to promotions or higher-level work. Such support is not limited 

 to women, but at one laboratory we visited, a high proportion of 

 beneficiaries were women. 



Flexible Work Schedules 



Some laboratories allow part-time or flexi-time schedules, allowing staff to 

 vary their arrival and departure times. Additionally, at least one laboratory 

 we visited allowed job sharing, whereby two employees each work on the 

 same job on a part-time basis, coordinating closely with one another to 

 accomplish the assigned tasks. Each of these alternative work 

 arrangements helps workers balance their personal lives with their work 

 Uves and makes it easier for researchers to deal with family 

 responsibihties, which some scientists told us are often are borne more by 

 women than men. 



Page 27 



GAO-04-639 Gender Issues 



