Institution Implementation
University of Houston
Workshop Recommendations
| RECRUITING STUDENTS | ||
| Actively recruit majors and inform them of the diverse career paths open to them with a bachelors degree in physics (only 1 in 7 bachelor degrees in physics will go on to receive a PhD). | ||
| Progress: | A strong QuarkNet summer program along with frequent Saturday Physics programs for high school physics students has been focussed on recruiting more majors, including women and under-represented minorities. | |
| Impact: | Information Unavailable | |
| Create flexible tracks for physics majors to allow interdisciplinary studies. | ||
| Progress: | New programs in Biological Physics and Computational Physics are in the process of being formally approved as separate degrees. | |
| Impact: | Information Unavailable | |
| The chair/managers should schedule regular meetings (at least once a year) with female students in their unit to get their opinion of the environment for women in that unit. This can also be useful with postdoctoral associates, or early career faculty/scientists. | ||
| Progress: | An initial meeting was organized, and provisions for meetings of women students with women faculty exclusively have also been planned. The meetings are luncheons with the department support the cost. | |
| Impact: | Information Unavailable | |
| Encourage students to work in research laboratories or to consider a career in high school teaching. Design a major track that allows physics education courses to count towards the major so that students can complete this degree within four years. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| Form a mentoring committee of women faculty/scientists and students | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| BUILDING A RESPECTFUL ENVIRONMENT | ||
| Departments and National Laboratory units must have a zero-tolerance policy for offensive or belittling comments. Chairs and managers must set the example by publicly challenging offenders and making it known that comments of this nature are inappropriate and will not be tolerated. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| Diversity awareness must be on the minds of every faculty/scientist involved in unit functions such as hiring, forming committees, and setting policy. Faculty/scientists should be reminded, frequently, of the importance of equity and challenged to defend their choices and actions in these matters. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| All policies (e.g., hiring, tenure, promotion, harassment, discrimination, space allocation, teaching assignments, etc.) should be transparent and easily available to all. It is suggested that these be posted electronically for easy and anonymous access. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| Harassment policies must be clear, equitable, and applied. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| Develop policies that support a work/life balance for all. Examples include allowing personal leave for dependent care, or setting meeting times that do not interfere with parental responsibilities. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| Publicly recognize awards and achievements for all in an equitable manner. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| Ensure meetings are run fairly for all by providing training for faculty/scientists members on meeting facilitation. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| HIRING PRACTICES | ||
| Actively recruit women. Keep apprised of women in the pipeline and let them know you would like them to apply for positions at your institution. Have faculty/scientists keep a current list of up and coming women. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| Advertise broadly for positions to attract more women candidates with different backgrounds. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| Those interviewing candidates should be advised of the types of questions allowable in an interview and guidelines for equitable treatment. Questions should focus on job-related issues, and avoid questions of a personal nature such as marital or family status. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| Have candidates meet with a diverse group of individuals including graduate students, women inside and outside the department/national laboratory unit, and post-docs to get a sense of the environment at the institution. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| Invite more women to interview. It is documented that women often under-sell themselves when compared to men. Digging deeper into the candidate pool might identify an excellent fit that is not immediately apparent. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| Mentor postdoctoral associates (and graduate students where appropriate) into faculty or scientist positions. Advice on how to succeed in the academic or the national laboratory arena will help them better prepare themselves for hiring and for coping with the difficulties inherent to the field. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| RETENTION | ||
| As a chair/manager, follow the careers of new faculty/scientists, and check in frequently on the status of their activities. Corporate managers often use a technique called 'coaching by walking about' to gain insight into employee activities and provide support. Chairs/managers can provide an open atmosphere of support and encouragement through informal visits and an open-door policy. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| 'Stopping the tenure clock' for family leave should be available at all institutions. Although in some institutions this has been viewed as a stigma, policies should be developed and chairs/managers should make public comments to encourage all faculty/scientist to take advantage of this option. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
| Nominate women for both small and large awards. This will help build their reputation and enhance their chances for winning larger awards. | ||
| Progress: | Information Unavailable | |
| Impact: | Information Unavailable | |
(Last Updated: November 13, 2007)
