To Recruit and Advance Women Students and Faculty in Science and Engineering (2006) / Chapter Skim
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Pages 100-108
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From page 100... ...
100 6 Advancing Women to Executive Positions When the Committee on Women in Science and Engineering firstexamined the issue of women in top administrative positions -- presidents, chancellors, provosts, and deans -- women were scarcely to be found. That situation has improved remarkably today.
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From page 101... ...
ADVANCING WOMEN TO EXECUTIVE POSITIONS 101 CHALLENGES Much like the decisions to attend college, major in science or engineering (S&E) , and apply for an academic position, pursuing a highranking administrator position at a university is a choice.
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From page 102... ...
102 TO RERCUIT AND ADVANCE WOMEN STUDENTS AND FACULTY female, but only 12 percent of presidents at doctorate-granting institutions were female. These statistics were borne out to the committee during its site visits.
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ADVANCING WOMEN TO EXECUTIVE POSITIONS 103 A third factor is discrimination. Search committees may be less inclined to hire a woman for president because of "concerns about her abilities to work closely with a predominantly male faculty and senior management team; ‘style' issues that are less demonstrable than experience and ability; and, in the case of minority women, hidden reservations toward females and people of color" (Haro, 1991)
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From page 104... ...
104 TO RERCUIT AND ADVANCE WOMEN STUDENTS AND FACULTY Conducting an Institutional Audit Brown et al.
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ADVANCING WOMEN TO EXECUTIVE POSITIONS 105 "begin linking female provosts interested in college presidencies with female presidents who will be mentors." An example of a program that combines mentoring and leadership training is the ACE Fellows Program: "Selected men and women faculty and administrators aspiring to senior positions take a leave from their institutions (one year, one semester, or periodically) to intern with a president or vice president at another institution.
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From page 106... ...
106 TO RERCUIT AND ADVANCE WOMEN STUDENTS AND FACULTY sity of the student body and the work force."5 Training in negotiation is also helpful for female faculty and administrators, because there is some evidence that women are less assertive than men in negotiating.6 Such structured workshops and training are not the only approaches available to female faculty willing to move into administration; they can merely seek to talk to and observe the actions of administration leaders (Raines and Alberg, 2003)
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From page 107... ...
ADVANCING WOMEN TO EXECUTIVE POSITIONS 107 Changing the Search Process The first step in changing the search process for women administrators is to appoint a diverse search committee: "The committee should reflect the diversity that the search claims to be seeking. If you want to attract a diverse candidate pool, it makes sense to start with a diverse committee.
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From page 108... ...
108 TO RERCUIT AND ADVANCE WOMEN STUDENTS AND FACULTY BOX 6-3 Summary of Strategies for Recruiting and Advancing Women to Executive Positions What faculty can do: • Aspire to leadership positions. • Take advantage of opportunities, both on and off campus, to gain leadership experience.
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