Proactive Diversity for Academic Deans and Department Heads

Abstract

A minority ratio of women students in science and engineering is sensitive to diversion. This means that they are more likely than male counterparts, with similar academic records, to leave science and engineering. Hence, a minority ratio tends to further diminish as the cohort advances through a program (Williams and Emerson 2001). The university traditions that militate against women's participation propagate through universitytrained teachers back into high schools where career decisions are made. Thus the university continues to exert a critical influence on the proportion of women in science and engineering in all sectors. Traditional institutions such as the university will not change spontaneously. Strong leadership and proactive diversity measures are required to achieve change. This chapter is addressed to deans and other academic leaders who are committed to change, and who have specific objectives for their institution to improve the participation of women. It offers four sample objectives, each followed by set of actions that will move an organization toward the objective.