A. Tenure-Track Hiring
Traditional hiring practices may work against women as candidates for
tenure-track positions in research universities, large national
observatories, and science institutes. Statistics show that the
fraction of women in the tenure-track pool has increased over the last
two decades, but the fraction of women in tenure-track positions has
not grown commensurately. It is the clear responsibility of research
organizations to take affirmative steps to ensure that all viable
candidates for tenure-track positions are identified and given equal
opportunity both for hiring and success. While specifically calling out
tenure-track hiring as an area of immediate concern,
we recognize that the same practices should be applied to hiring for all
positions. In this spirit, we make the following recommendations to
Follow-up Suggestions for Implementation:
- Ensure that all search committees for tenure-track positions contain
two or more members whose specific task is to advocate for consideration of
candidates from groups that are underrepresented in astronomy.
- Require that search committees be informed about what constitutes
legal and ethical hiring practices.
- Actively recruit women to apply for tenure-track positions.
- Develop policies encouraging flexible means of accommodating
- Require accountability in the hiring process, using appropriate
institutional channels, so that results are commensurate with the possible
- If two candidates for the same position have equal qualifications
within the uncertainties, the candidate from the underrepresented group
should be hired.
University of Washington ADVANCE project
- includes the faculty recruitment toolkit (resources)