. "6 Fulfilling the Potential of Women in Academic Science and Engineering." Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering. Washington, DC: The National Academies Press, 2007.
grams have emerged to fill the void. Box 6-3 details an existing program that has proven effective at increasing the retention of women and men junior faculty.
Tenured faculty with management responsibilities—including department chairs, deans, and search committee chairs—would benefit from periodic workshops in which they examine ground rules and work to correct gender bias. Efforts should focus on providing mandatory workshops for deans, department heads, search committee chairs, grant reviewers, and other faculty with personnel evaluation and management responsibilities. The workshops should include an integrated component on diversity and the strategies needed to overcome bias and gender schemas. For example, the WISELI program at the University of Wisconsin-Madison convenes department heads for workshops on department climate (Box 6-4). Such forums provide an opportunity for general discussion of how to manage