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III. Findings and Recommendations of the Task Force

D. Findings and Recommendations From the Subcommittee on Administrators (continued)

RECOMMENDATIONS

The Subcommittee offers eight recommendations:

1. The University, at the highest level of leadership, should make gender equity issues a priority by including them in the University's Strategic Planning document and infusing the necessary resources.
   
   
2. Administrators (Vice-Presidents, Deans, Chairs) should oversee the development of educational programs or initiatives that inform faculty and administrators about the range and complexity of gender equity issues.
   
   
3. Administrators (Vice-Presidents, Deans, Chairs) should review department policies to identify the best practices for hiring and recruiting women faculty. These practices should be communicated through standardized policies to all departments at the University.
   
   
4. Administrators (Vice-Presidents, Deans, Chairs) should annually review, with the Academic Senate, the Marquette University statistics on women who hold positions of administration and the rank of full professor in order to assess if appropriate progress is being made towards correcting the present disparity in those positions.
   
   
5. Administrators (Vice-Presidents, Deans, Chairs) should identify the "best practices" of mentoring from within and outside the University; they should implement mentoring programs that ensure equitable opportunities for retention and promotion of faculty at all ranks.
   
   
6. Administrators (Vice-Presidents, Deans, Chairs) should ensure that all departments have written policies in place for distributing merit increases and for reviewing salaries to determine if there are inequitable differences between men and women, based on gender, in those areas.
   
   
7. The Deans' regular evaluation of department Chairs should include assessment of the Chair's responsiveness to both diversity and gender equity issues. Similarly, regular evaluations of the Deans should also include their responsiveness to diversity and gender equity issues.
   
   
8. Deans should direct their Chairs to study the findings and recommendations from the Survey of Chairs, and assess together the relevance of these reports to their particular departments.⁴⁷

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