- Women Faculty Forum Reports
- Yale Reports on the Status of Women and Minorities
- Reports from other Universities on the Status of Women Faculty and Family Life
Women Faculty Forum Annual Report 2008-09 October 2009
Women, Men, and Yale University: A View from 2007 September 2007
Women and Men in the Academy: Beyond Bias and Barriers
Presentation by Alice Agogino, April 2007
Care Work, the Blame Game, and the Structural Squeeze
Presentation by Karen Hansen and Dhooleka Raj, April 2007
The Japanese Family-Work Balance in Comparative Perspective
Presentation by Frances Rosenbluth, April 2007
Gender Socialization: How Bargaining Power Shapes Social Norms and
Presentation by Francis Rosenbluth, September 2006
Faculty Development and Mentoring at Yale March 2005
In the Company of Scholars: Yale Women in a Changing World
Association of Yale Alumni Conference in conjunction with the WFF, May 2004
Global Health and Gender
Presentation by Michele Barry, April 2004
Gender and Development: Women's Political Empowerment as a Strategy to Fight Global Poverty
Presentation by Nusrat Choudhury, April 2004
Women and Yale University: A View from 2002 April 2003
Athena on the Charles
Presentation by Susan S. Silbey, December 2001
- Diversity Initiative Yale University (2005)
Intended to increase the number of minority professors who are brought to the university and retained in the next seven years, this plan allows for the creation of a Diversity Recruitment Program for the Graduate School.
- Child Care Initiative (2005)
Designed to address the needs of professors, graduate students, and Yale staff, this initiative seeks to expand center-based care, and to endorse a network of family-based child care providers.
- Women and Yale University: A View from 2002
Produced by the Women Faculty Forum, this report was prepared to help the Yale community gain a picture of the roles women have come to play in the University.
- Summary of Recommendations from Past Reports on the Status of Women and Minorities at Yale (2002)
This document includes a list of many of the recommendations made over the past thirty years, culled from the previous reports.
- First Report of the President’s Committee to Monitor the Recruitment and Retention of Disabled, Minority, and Women Faculty (1991)
This report details the problems faced by minority and women faculty on campus, and posits several recommendations for academic departments to use in creating a more hospitable climate for underrepresented groups.
- Recruitment and Retention of Minority Group Members on the Faculty at Yale (1989)
Responding to the national attention to affirmative action, this committee’s report outlines a plan for a Yale affirmative action policy.
- Yale Announces Goal of Doubling Number of Tenured Faculty Women (1985)
This file contains a number of helpful documents related to the first attempts to systematically increase the hiring of women professors. Included is a press release, committee report, and the President’s response.
- Provost’s Report on Affirmative Action (1985)
A summary of the Provost’s efforts to achieve the Crother’s Committee goal of doubling women faculty members by 1990, the report reaffirms the university’s commitment to affirmative action.
- Summary of Yale University Affirmative Action Program for the Employment of Women and Members of Racial/Ethnic Minority Groups, 1984-85 (1985)
The initial plan for affirmative action, this report lays out the steps departments must make, and also provides valuable charts and statistics related to women faculty appointments.
- Report of the Faculty of Arts and Sciences Advisory Committee on the Status of Women (1984)
A general examination of women’s experiences in the Faculty of Arts and Sciences, along with recommendations for improving the campus climate for women faculty.
- Women at Yale: A Statistical Profile, 1969-1979 (1979)
Report contains statistics on undergraduate women’s enrollment and grade distribution, as well as women faculty appointments and retention.
- A Report to the Yale Corporation from the Yale Undergraduate Women’s Caucus (1977)
Written by Yale’s first undergraduate women, their report addresses campus sexism and institutional discrimination.
- Reports of the Faculty Study Group on the Recruitment and Appointment of Women and Minority Group Faculty (1976)
A compilation of the reports produced by 4 different working groups in the Faculty of Arts and Sciences, this report monitors the progress on the university’s affirmative action plan.
- Report to the President from the University Committee on the Status of Women, 1973-1974 (1974)
Written following the first graduating class of women. Evaluates the committees, resources, and special offices set aside for women undergraduates.
- Report of the Committee to Recommend Procedures Concerning the Recruitment of Qualified Women (1971)
A report containing concrete suggestions of how to increase women faculty hires for the upcoming school year.
- A Report to the President from the Committee on the Status of Professional Women at Yale (1971)
This report gives anecdotal as well as statistical evidence about the way women are valued at the university from graduate students to tenured faculty.
- Graduate Education for Women at Yale (1969)
Following the accusations of gender discrimination from graduate students and faculty, this report explores the situation of women graduate students and recommends department-level and university-wide changes.
- The Status of Women Faculty in the Humanities and Social Sciences at Princeton (2005)
This report parallels the report on The Status of Women Faculty in the Natural Sciences and Engineering made in 2003.
- Princeton: Report of the Task Force on the Status of Women Faculty in the Natural Sciences and Engineering at Princeton (2003)
Charged with creating a long-term strategy to attract and retain highly talented women faculty in the Natural Sciences and Engineering departments at Princeton, the Task Force on the Status of Women suggests administrative changes in this report.
- Duke: Report of the Subcommittee for the Women’s Initiative at Duke University (2003)
A report commissioned by Duke’s President, Nan Keohane, to assess the status of women at all levels of the university as a follow-up to a similar inquiry made in 1994.
- The Status of Women Faculty at MIT (2002)
An Overview of Reports from the Schools of Architecture and Planning; Engineering; Humanities, Arts, and Social Sciences; and the Sloan School of Management
- Report of the School of Science (2002 update, 1999 report)
Following the original report on women faculty in the sciences, the Provost asked the remaining four schools at MIT to conduct a similar study on the status of women faculty in their departments. In addition, the School of Science completed an updated version of their original work.
- University of Michigan: The Institute for Research on Women and Gender project NSF ADVANCE (2002)
The Institute for Research on Women and Gender is administering NSF ADVANCE, a five-year grant funded project promoting institutional transformation in science and engineering fields. Planning for the project began following the MIT conference with eight other research institutions. The goals of this program are to improve recruitment and retention of women faculty in science and engineering and to improve the institutional climate for them. The project’s website also has links to several reports on the status of women not included in this listing: http://www.umich.edu/~advproj/schoolreports.html
- Stanford: The Provost’s Advisory Committee on the Status of Women Faculty at Stanford University- Website Project (2002)
Following the MIT report, Stanford formed the Provost’s Advisory Committee to work with the Provost to explore ways to foster the goals of gender, racial and ethnic diversity and equal opportunity for its faculty. The Committee created this website as a resource for Stanford and other universities.
- MIT Conference on Women in Science and Engineering (2001)
University leaders from nine research institutions gathered at MIT to discuss the findings of the MIT report. All present signed a pledge to work toward gender equity at their respective institutions. The schools represented were: Harvard University, MIT, the California Institute of Technology (Caltech), Princeton University, Stanford University, the University of California at Berkeley, the University of Michigan at Ann Arbor, the University of Pennsylvania and Yale. The initiatives started at these schools are detailed below.
- California Institute of Technology (Caltech): Committee on the Status of Women Faculty Report (2001)
Motivated by the publication of the MIT report, a Committee on the Status of Women Faculty at Caltech was formed in early 1999. The Committee was charged with assessing gender inequity in the Institute, enumerating problems that affect not only women, but also men. The Committee carried out interviews with the 29 women faculty members at the Institute and found that they are markedly more dissatisfied with Caltech than their male counterparts. They addressed issues like salary and space differentials, endowed chairs, chairpersonships, and family leave policies. Though they could not determine whether there was gender discrimination in salary or space disbursement, the Committee found that women had little or no voice in the management of the school, largely due to a legacy of gender discrimination. The Committee ultimately recommends steps to hire more women faculty, improve mentoring relationships with women junior faculty, and create a more family-friendly atmosphere to assist women faculty with children as they rise through the tenure ranks. One unique suggestion is to commence a fund-raising campaign aimed exclusively to amass funds for the hiring and retention of more women faculty. The Committee suggests that Caltech’s progress be monitored at three-year intervals, preferably by women trustees of the Institute.
- University of Pennsylvania: Gender Equity Committee (2000)
- MIT: A Study on the Status of Women Faculty in Science at MIT (1999)
This groundbreaking 1999 study analyzed the status of women faculty in the six departments in the School of Science at MIT. The committee discovered that junior faculty women feel well supported within their departments and most do not believe that gender bias will impact their careers. They also believe that junior women faculty that family-work conflicts may impact their careers differently from those of their male colleagues. In contrast to junior women, many tenured women faculty feel marginalized and excluded from a significant role in their departments. Marginalization increases as women progress through their careers at MIT. Examination of data revealed that marginalization was often accompanied by differences in salary, space, awards, resources, and response to outside offers between men and women faculty with women receiving less despite professional accomplishments equal to those of their male colleagues. The report makes recommendations regarding the hiring, treatment, and retention of women faculty in the sciences.
- Harvard: Report on Women in the Sciences (1991)
The FAS Standing Committee on the Status of Women calls on the Faculty of Arts and Sciences to make a commitment to the recruitment, retention, and professional development of women graduate students and junior faculty in the sciences, in order to increase the number of women in Harvard science departments.