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This webpage supplements and updates the recruiting and networking resources listed in the publication, Searching for Excellence and Diversity: A Guide for Search Committees. The resources listed below target publications and organizations that will help you to recruit women and underrepresented minority applicants for your open positions.

We recommend that you use these resources to supplement your advertisements in key journals of specific disciplines and in general academic publications such as The Chronicle of Higher Education or Science and Science Careers. Though women and members of minority groups will undoubtedly see your advertisements in the standard journals for your field, you can increase the likelihood that they will apply for your open positions by also advertising in publications for women and minorities. Advertising in these publications demonstrates your commitment to conducting a diverse search and may encourage women and minorities to regard your institution as place in which they would be welcome.

In addition to advertising, you can use these resources to post job openings in online career centers, search for qualified candidates in online databases, and strive to increase the diversity of your own professional networks by relying on contact information provided for various societies and organizations, and in some cases for their leaders and members.

AUTHORS: Elaine R. Salo, Felix Liersch, Lieketseng Mohlakoana-Motopi, Marinda Maree

The study reported on in this article examines the way incentives can be used to attract and retain women and, subsequently, enable them to re-enter the diverse fields of Science, Engineering and Technology (SET) in South Africa. The study was commissioned by the Science, Engineering and Technology for Women (SET4W) committee, which is a permanent national advisory committee of the National Advisory Council on Innovation (NACI) in South Africa. This study interviewed 45 interviewees located within corporate institutions, government ministries in SET as well as in SET fields in tertiary institutions. The study contributes to a small but growing body of research in the field of women and gender in SET in South Africa and sheds some light on the gendered features of education and the workplace that enable or alienate women in this field.

After years of repeated requests for statistical data on the situation facing women scientists in Europe, this report includes for the first time, 30 national statistical profiles. These are the results of sustained joint efforts on behalf of the Helsinki Group and the European Commission in collecting and validating national sex-disaggregated data on human resources in European public research.   The available data demonstrate unquestionably, that women scientists are indeed underrepresented in the key positions of scientific research in the 30 countries examined. 

Although women and minorities have made significant strides in achieving equality in the workplace, they are still underrepresented in the upper strata of organizations, including senior faculty and leadership positions at medical schools and teaching hospitals. Within the last decade, social science researchers have pursued the theory of “unconscious bias” as one barrier to workplace equality that may persist despite a general commitment to increase diversity across the academic medicine workforce and other organi- zations. This Analysis in Brief reviews the scientific literature on the theory of unconscious bias, explores the role of unconscious bias in job recruitment and evaluations, and offers suggestions for search committees and others involved in hiring decisions at medical schools and teaching hospitals. Though not directly connected to career-related unconscious bias, studies involving the IAT receive the most support for the theory of uncon- scious bias in general. The IAT has consistently demonstrated that people unconsciously prefer white over black, young over old, and thin over fat, and that people have stereotypic associations linking males with science and careers and females with liberal arts and family. Typically, the IAT requires test-takers to rapidly match individuals of different demographics to words and pictures of varying pleasantness. The quick associations that the test-takers must make reveal their unconscious biases. Additionally, the test-takers often complete a measure of conscious bias. Correlations between scores on the pairing task and the conscious bias scale are generally weak, suggesting that participants have unconscious biases.