The under-representation of women in Science, Technology, Engineering and Mathematics (STEM) disciplines has been well documented. We discuss an affirmative action recruitment strategy from the University of Melbourne's STEM disciplines where only female applicants were eligible to apply for academic positions. This strategy has been very…

The internationally acknowledged gender gap in science continues to be an unrelenting concern to science educators; aggregate data in the UK show that both recruitment and retention of women in academic science remain relatively low. Most published research focuses on women in the broad field of science, generates correlations or predictions, or…

Despite decades of effort by federal science funders to increase the numbers of women holding advanced degrees and faculty jobs in science and engineering, they are persistently underrepresented in academic STEM disciplines, especially in positions of seniority, leadership, and prestige. Women filled 47% of all US jobs in 2015, but held only 24%…

Organisational efforts to alter gender asymmetries are relatively rare, yet they are taking place in a number of universities. In the USA, sponsored by the National Science Foundation, ADVANCE programmes implement a number of interventions to improve the recruitment, retention, and advancement of women faculty. This study focused on one common…

The article looks into the consequences for recruitment of Organisation for Economic Co-Operation and Development's recommendations that universities should manage their resources strategically to foster excellence. Using institutional ethnography as described by Dorothy Smith in a sociology department in Norway, it shows how strategic recruiting…

Women faculty's participation in academic science and engineering is critical for future US global competitiveness, yet their underrepresentation particularly in senior positions remains a widespread problem. To overcome persistent institutional resistance and barriers to change, the "NSF ADVANCE" institutional transformation initiative,…

Differences between the experiences and perceptions of male and female educational administration professors are examined in this comparative study, which focuses on perceptions of how they obtained their positions and the factors for securing them. Data from a mailed questionnaire of 100 male educational administration professors, which produced…

A study was conducted at Kutztown University (Pennsylvania) to examine issues affecting women in higher education. Areas addressed in the study include aspirations for advancement, perceptions of family support, perceived institutional support, perceived barriers to advancement, and networks perceived to support faculty. Data were solicited…

These guidelines for California's community colleges specify required elements of a staff diversity/affirmative action plan, recommend sound practices and activities that will maximize the likelihood of success, and provide information on, and required elements of, related issues such as sexual harassment, handicap discrimination, and AIDS in the…

A survey of all staff of the University of Queensland was conducted to gather: information on the participation of women in the university, particularly with regard to structural barriers and direct or indirect discriminatory practices that disadvantage women more than men; and information on opinions regarding the standing of women in the…

This affirmative action and staff diversity plan was developed to specify strategies and assign responsibility for increasing the number of qualified minorities, women, disabled, and members of other underrepresented groups who staff California's community colleges. Introductory comments explain the rationale behind the plan, indicating that…

In June 1992, Dona Ana Branch Community College (DABCC) in Las Cruces, New Mexico, initiated a self-study to identify changes needed for fuller participation by minorities and women and to establish goals for student, faculty, and staff diversity. The self-study focused on college and program enrollments by gender and ethnicity; recruitment…

This book explores the causes of tuition inflation, using Cornell University (New York) as a prototypical institution. There are 9 sections with 20 chapters. Section 1, "Setting the Stage," includes (1) "Why Do Costs Keep Rising at Selective Private Colleges and Universities?" and (2) "Who Is In Charge of the…