MIT Faculty Newsletter  
Vol. XVI No. 5
April / May 2004
FPC Statement on
Representation of Minorities
Leadership, Management,
and Education at MIT
Update on Women Faculty in the
Sloan School of Management
Update on Women Faculty in the
School of Architecture and Planning
The MIT/WHOI Joint Program in Oceanography and Applied Ocean Science and Engineering
The Picower Center for
Learning and Memory
MIT's Not-So-Green New Buildings
Mauled Ilusionist Goes Home
Haystack Observatory
The Changing Environment of Scholarly Communication: Challenges and Opportunities for Faculty
Security on the MIT Campus
Beyond the Anecdotes
My Experience with the
Artist-in-Residence Program
Faculty Satisfaction
Printable Version

Update on Women Faculty in the
School of Architecture and Planning

Terry Knight

In 2001, the Committee on Women Faculty in the School of Architecture and Planning completed its report on the status of women faculty. That same year, the provost issued new, rigorous standards for faculty searches. Since that time, the numbers and proportions of women faculty in the School have increased significantly. In 2001, there were 14 tenure-track/tenured women comprising 19% of the total faculty. Now, in 2004, there are 24 tenure-track/tenured women comprising 30% of the total faculty. In one department - the Department of Urban Studies and Planning - the percentage of women faculty has almost doubled from 20% to close to 40%.

This upswing is due in large part to the commitment and intensive efforts of department/program heads and faculty to find and recruit outstanding women applicants in faculty searches. Additionally, a school-wide Diversity Committee was established in 2002 to oversee faculty searches and to help with women and minority recruitment. The committee interacts with every faculty search committee throughout the search process. It meets with each search committee at the beginning of a search to review affirmative action policies and to help develop a search plan. It reviews the short-list of candidates and outreach efforts before candidates are invited for interviews. It reviews and approves the final search report. The committee keeps a database of advertising venues that target women and minorities, and it evaluates and updates this list when searches are concluded. However, it appears that the most effective recruitment tool is word-of-mouth and personal contacts.

Some next steps: Mentoring and guiding our new junior hires through the promotion process. Continuing attention to minority faculty and student recruitment.

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