In the year leading up to and during 2020, Sherri Christian saw her department of 19 revert to just herself as the sole female hire, which gave her a sense of isolation in decision-making processes. She notes, "It was a bit lonely; you'd look around and there'd be no women on the committee you're sitting in, or it would be the same other person over and over again because there are only so many people to choose from."
Following inspiration from a diversity talk in 2017, Christian and her colleagues committed to changing their hiring process, resulting in gender parity within their department by 2024. The shift underscores the importance of intentional recruitment practices aimed at increasing diversity in academic hiring.
The department at Memorial University is not an isolated case; various institutions like the University of Melbourne and Eindhoven University of Technology have also implemented gender-targeted hiring policies, leading to notable increases in female hires and highlighting a growing trend toward proactive measures in academia.
Christian's experience reflects a broader issue in academic hiring practices, where addressing gender disparities not only transforms departmental landscapes but can also contribute to a more inclusive and diverse workplace, beneficial for innovation and research.
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