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SURVEY OF ISSUES IMPORTANT TO WOMEN PROFESSORS AT EPFL AND ETHZ 2019

Bernier-Latmani, Rizlan; Fueger, Helene; Guiducci, Carlotta; Baldi-Unser, Lucia; Hering, Janet


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        <foaf:name>Hering, Janet</foaf:name>
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    <dct:title>SURVEY OF ISSUES IMPORTANT TO WOMEN PROFESSORS AT EPFL AND ETHZ 2019</dct:title>
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    <dct:issued rdf:datatype="http://www.w3.org/2001/XMLSchema#gYear">2019</dct:issued>
    <dcat:keyword>gender</dcat:keyword>
    <dcat:keyword>diversity</dcat:keyword>
    <dcat:keyword>women faculty</dcat:keyword>
    <dcat:keyword>women professors</dcat:keyword>
    <dcat:keyword>equity</dcat:keyword>
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    <dct:description>&lt;p&gt;This report presents the results of a survey conducted in January 2018 by the ETH WPF. In the&amp;nbsp;survey, all female faculty members from both EPFL and ETHZ were asked to identify issues of&amp;nbsp;concern to them and to evaluate possible measures to address those issues.&lt;/p&gt; &lt;p&gt;At the time of the survey, the statistics for 2017 showed that women constituted only 15% of the&amp;nbsp;faculty at EPFL and 14% at ETHZ. At both schools, the proportion of women was lowest at the rank&amp;nbsp;of Full Professor (9% at EPFL and 10% at ETHZ). An overwhelming majority of the respondents held&amp;nbsp;the opinion that there are too few women faculty, not only in general (91% EPFL, 94% ETHZ) but&lt;br&gt; also at the full professor rank (98% EPFL, 97% ETHZ), on decision-making boards (93% EPFL, 88%&amp;nbsp;ETHZ) and as institute directors (89% EPFL, 91% ETHZ). The respondents endorsed the overall&amp;nbsp;target that women should constitute 35% of the faculty by 2025.&lt;/p&gt; &lt;p&gt;In evaluating measures to address issues that adversely affect women faculty, the respondents clearly&amp;nbsp;identified an important role for academic leadership, particularly in reinforcing the importance of&amp;nbsp;gender diversity and work-life balance and in raising awareness of and addressing unconscious bias.&amp;nbsp;The issues raised regarding bias in the hiring and promotion processes also need to be addressed in&amp;nbsp;a systematic manner at the leadership level; studies of unconscious bias show that such problems&amp;nbsp;are exacerbated by the lack of clearly defined criteria for hiring and promotion. Respondents&amp;nbsp;recommended that proactive measures should be taken to identify female candidates for faculty&amp;nbsp;searches, to promote mentoring and integration of junior faculty in their academic units, and to&lt;br&gt; retain tenured women faculty. Although inequitable access to resources was not identified as an&amp;nbsp;issue by the majority of espondents, concerns were raised over the lack of transparency in space&amp;nbsp;and/or resource allocation.&lt;/p&gt;</dct:description>
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