{"id":685,"date":"2019-10-28T18:00:58","date_gmt":"2019-10-28T18:00:58","guid":{"rendered":"https:\/\/questromworld.bu.edu\/weorg\/?page_id=685"},"modified":"2019-10-28T18:00:58","modified_gmt":"2019-10-28T18:00:58","slug":"video-descriptions","status":"publish","type":"page","link":"https:\/\/questromworld.bu.edu\/weorg\/video-descriptions\/","title":{"rendered":"Discussion Session"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-42jckd-8ae9bae5b4d6b2b4b2e37ead41041774\">\n.flex_column.av-42jckd-8ae9bae5b4d6b2b4b2e37ead41041774{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-42jckd-8ae9bae5b4d6b2b4b2e37ead41041774 av_one_full  avia-builder-el-0  el_before_av_one_full  avia-builder-el-first  first flex_column_div av-zero-column-padding  '     ><p>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-mrco5-171ed314783fba8c5c80c8e0fc1cb93b\">\n#top .av-special-heading.av-mrco5-171ed314783fba8c5c80c8e0fc1cb93b{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-mrco5-171ed314783fba8c5c80c8e0fc1cb93b .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-mrco5-171ed314783fba8c5c80c8e0fc1cb93b .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-mrco5-171ed314783fba8c5c80c8e0fc1cb93b av-special-heading-h3  avia-builder-el-1  el_before_av_toggle_container  avia-builder-el-first '><h3 class='av-special-heading-tag '  itemprop=\"headline\"  >Strategies for an Inclusive Environment<\/h3><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div><br \/>\n<div  class='togglecontainer av-3xlg8t-1e6f577303f065665160ae69de0a825d  avia-builder-el-2  el_after_av_heading  avia-builder-el-last  toggle_close_all' >\n<section class='av_toggle_section av-1lv39-07a62c69e267c19c8173ba528b5348fe'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-1' data-fake-id='#toggle-id-1' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-1' data-slide-speed=\"200\" data-title=\"Challenges\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Challenges\" data-aria_expanded=\"Click to collapse: Challenges\">Challenges<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-1' aria-labelledby='toggle-toggle-id-1' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><h4><span style=\"font-weight: 400;font-size: 20px\">Lack of critical mass<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Within Economics departments, it is hard to bring about changes to policies and culture if women and minorities do not have a sufficient critical mass of representation. For female students, the lack of female peers, professors, and potential advisors, may increase the stress burden during the Ph.D. The professional growth of women economists may be hindered by a sense of loneliness and non-belonging.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Boys\u2019 club<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">In environments that are traditionally male-dominated, some social events may involve male-type activities, with the consequence of excluding female members of the community. Social interactions, however, increase feedback and co-authorship opportunities, just to name a few. Being systematically left out from boys\u2019 clubs may harm women\u2019s career opportunities.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">What are the messages we give to students?<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">What kind of message do our Departments\u2019 policies and norms transmit? Do we convey which behaviors are unacceptable?<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Field and subfield choice<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Women should not be choosing their research area on the base of the environment they would end up in. We should not have female economists avoiding a field (or subfield) because it is perceived as more aggressive, or because of the lack of mentors and peers of the same gender.<\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<section class='av_toggle_section av-8jox1-788da12d3cfc91464bb24db4045744c7'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-2' data-fake-id='#toggle-id-2' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-2' data-slide-speed=\"200\" data-title=\"Solutions\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Solutions\" data-aria_expanded=\"Click to collapse: Solutions\">Solutions<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-2' aria-labelledby='toggle-toggle-id-2' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><h4><span style=\"font-weight: 400;font-size: 20px\">Find allies among the leadership<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">It is important to find someone within the department leadership who can advocate for an inclusive environment, and to organize groups\/activities\/events to bring awareness and suggest changes.<\/span><\/p>\n<p><span style=\"font-weight: 400;font-size: 16px\">Institutionalizing roles\u2014such as \u201cchair of an organization\u201d or \u201cprofessor advising a women\u2019s group\u201d\u2014 can help those involved feeling more entitled in carrying on these activities. Moreover, if these roles get to be considered as service to the department, the advising burden for female professors will decrease.<\/span><\/p>\n<p><span style=\"font-weight: 400;font-size: 16px\">Crucially, departments should avoid having only women taking care of women\u2019s issues. Every member of the department can contribute to creating a more inclusive environment in which women and underrepresented minorities can thrive. Let not create some sort of \u201csegregation\u201d among activities carried out by male and female professors.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Include diversity talks in the first year<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">At the beginning of the first year of the Ph.D., there are many introductory meetings: a \u201cdiversity and inclusion talk\u201d would show the department&#8217;s commitment to the matter. It would set a common ground for an inclusive culture and environment and bring awareness about the difficulties that women and members of minorities may face. It would also help minority students to feel more included and more comfortable reporting inappropriate behavior.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Have culture conversations and department surveys<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Department meetings about culture can help to set standards and norms of good behavior and build a sense of community. Department climate surveys can provide a safe opportunity for everyone to voice their opinions and concerns in an anonymous way.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Bring cohorts together<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Increasing opportunities for interaction for students of different cohorts can help to overcome issues related to the lack of critical mass.\u00a0<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Have more social events<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Increasing the number of social events organized by departments will increase the chances that also those usually left out are part of the community.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">If there is no in-house help: Go to CSWEP<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">There may be cases in which you can\u2019t find allies within your community or you fear retaliation. Please contact CSWEP and use the many available resources!<\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<\/div><\/p><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-3daz6d-910856952b6276a3310c1581636d9fc6\">\n.flex_column.av-3daz6d-910856952b6276a3310c1581636d9fc6{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-3daz6d-910856952b6276a3310c1581636d9fc6 av_one_full  avia-builder-el-3  el_after_av_one_full  el_before_av_one_full  first flex_column_div av-zero-column-padding  column-top-margin'     ><p>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-2sisrh-0176af45c65738067e72b133a9b43a85\">\n#top .av-special-heading.av-2sisrh-0176af45c65738067e72b133a9b43a85{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-2sisrh-0176af45c65738067e72b133a9b43a85 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-2sisrh-0176af45c65738067e72b133a9b43a85 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-2sisrh-0176af45c65738067e72b133a9b43a85 av-special-heading-h3  avia-builder-el-4  el_before_av_toggle_container  avia-builder-el-first '><h3 class='av-special-heading-tag '  itemprop=\"headline\"  >Pedagogy and Admissions<\/h3><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div><br \/>\n<div  class='togglecontainer av-35pxp9-d21a8cfe6b18b1050bafbdabc1d1ff8e  avia-builder-el-5  el_after_av_heading  avia-builder-el-last  toggle_close_all' >\n<section class='av_toggle_section av-979ol-7833b9618d4d6d29c0d2c3fb0ab0a8fa'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-3' data-fake-id='#toggle-id-3' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-3' data-slide-speed=\"200\" data-title=\"Challenges\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Challenges\" data-aria_expanded=\"Click to collapse: Challenges\">Challenges<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-3' aria-labelledby='toggle-toggle-id-3' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><h4><span style=\"font-weight: 400;font-size: 20px\">Confidence Gap<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Sometimes it is the case that women are less confident than men. This might lead to less involvement and lower sense of belonging.\u00a0\u00a0<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">The role of undergraduate classes<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Women can be discouraged from going into male-dominated fields, because of the lack of peers and female instructors.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;font-size: 16px\">The choice of topics covered in principles courses is of great relevance in attracting students to the field.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Grading\u00a0<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">How students are evaluated does affect performance and, especially in first-year classes, could influence students\u2019 major choices.\u00a0\u00a0<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Ph.D. Admission<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">In many universities, several cohorts are still characterized by large gender disparities and specifically female underrepresentation.<\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<section class='av_toggle_section av-2e15fx-60882ff2b6e38e61bf85860b91407bc8'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-4' data-fake-id='#toggle-id-4' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-4' data-slide-speed=\"200\" data-title=\"Solutions\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Solutions\" data-aria_expanded=\"Click to collapse: Solutions\">Solutions<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-4' aria-labelledby='toggle-toggle-id-4' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><h4><span style=\"font-weight: 400;font-size: 20px\">Undergraduate Classes<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Increase students\u2019 interaction with female faculty\/instructors.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;font-size: 16px\">Reorganize topics covered in the earliest classes: several fields are not part of the program until later on in the major.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;font-size: 16px\">Try to make principles topics attractive to students with different interests, backgrounds, and comparative advantage.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Participation<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Proactively encourage participation by women and create inclusive discussions in the classroom.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Evaluation<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Favor open-ended questions to multiple-choice once. Stress clearly that not getting an A in a class is not an indicator of poor performance and instill a growth mindset in students.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Changing Ph.D. Admission Criteria<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Recognize multiple aspects of a student\u2019s application. Consider weighting more RAship experience rather than, for instance, to real analysis coursework. The high math background requirements may be penalizing female students who are less likely to take math classes, while not necessarily increasing the quality of candidates admitted.<\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<\/div><\/p><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-2nzhwl-d5327f74e2402b04c3cb2d33923f0e6f\">\n.flex_column.av-2nzhwl-d5327f74e2402b04c3cb2d33923f0e6f{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-2nzhwl-d5327f74e2402b04c3cb2d33923f0e6f av_one_full  avia-builder-el-6  el_after_av_one_full  el_before_av_one_full  first flex_column_div av-zero-column-padding  column-top-margin'     ><p>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-2a5qx9-4c159f266c9aeccb5f52db26ae33eb40\">\n#top .av-special-heading.av-2a5qx9-4c159f266c9aeccb5f52db26ae33eb40{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-2a5qx9-4c159f266c9aeccb5f52db26ae33eb40 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-2a5qx9-4c159f266c9aeccb5f52db26ae33eb40 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-2a5qx9-4c159f266c9aeccb5f52db26ae33eb40 av-special-heading-h3  avia-builder-el-7  el_before_av_toggle_container  avia-builder-el-first '><h3 class='av-special-heading-tag '  itemprop=\"headline\"  >Advising and Mentoring<\/h3><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div><br \/>\n<div  class='togglecontainer av-2kf04t-f40d02c76ea4140fd76431c1e618bab3  avia-builder-el-8  el_after_av_heading  avia-builder-el-last  toggle_close_all' >\n<section class='av_toggle_section av-23xjxp-a5637a7c4227cb6b01aa84be4ff9d849'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-5' data-fake-id='#toggle-id-5' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-5' data-slide-speed=\"200\" data-title=\"Challenges\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Challenges\" data-aria_expanded=\"Click to collapse: Challenges\">Challenges<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-5' aria-labelledby='toggle-toggle-id-5' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><h4><span style=\"font-weight: 400;font-size: 20px\">Finding the Right Mentor(s)<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Students struggle in finding the right mentor. A positive long-term mentoring relationship requires both a research and a \u201cpersonality\u201d match. It may be hard to understand which professor could be the \u201cright\u201d mentor only on the base of in-class interactions. Frequently, students find it difficult to go and meet with professors to discuss very early-stage research ideas and start developing a mentoring relationship.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Little Guidance<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">In many departments, there is not any real guidance on how and when to choose a mentor. In some cases, students just discover that they need to have a mentor at the end of their second year when they finish their coursework and they need to fill up some administrative form. But when the classes are over, is even more difficult to find occasions to meet with professors and start developing a mentoring relationship. At the same time, professors are also frequently given very little guidance on what their role as a mentor should be.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;font-size: 16px\">The absence of clear rules may end up imposing unequal burdens on faculty members. The lack of the diversity within the faculty may result in female faculty members having an excessive number of students to advise.<\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<section class='av_toggle_section av-1v11ct-fa2298b50c3db3b3ba09ffc9b7e95254'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-6' data-fake-id='#toggle-id-6' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-6' data-slide-speed=\"200\" data-title=\"Solutions\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Solutions\" data-aria_expanded=\"Click to collapse: Solutions\">Solutions<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-6' aria-labelledby='toggle-toggle-id-6' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><h4><span style=\"font-weight: 400;font-size: 20px\">Having a Structure<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">In advisor-graduate student relationships, regular meetings (e.g. weekly or bi-weekly), both individual and as a group (with other advisees of the same professor), are an effective way to keep everybody on track. Group meetings, i.e. meetings in which students discuss their research in an informal environment, allow students to give feedback to others and cultivate a collaborative environment.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;font-size: 16px\">In senior-junior faculty mentorships, informal lunches and short presentations can be another effective way of structuring interactions and create opportunities for feedback.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">A Minimal Set of Expectations<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Having a structure also means having a shared and clear minimal set of expectations. The fact that a professor has been assigned to be someone\u2019s mentor doesn\u2019t mean that he\/she shouldn\u2019t also be open to listening to other students\/faculty ideas. On the other hand, students should respect the minimal set of rules (e.g. meeting dates) and participate constructively.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Honest and Constructive Feedbacks<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Ideally, people should be honest but constructive. Part of the advisor role is to be able to tell his\/her advisee that a certain project is not working out, but doing it constructively, not humiliating.<\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<\/div><\/p><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-2291p1-2eb61a3e7be54ad7c1128eb3bb62f2b1\">\n.flex_column.av-2291p1-2eb61a3e7be54ad7c1128eb3bb62f2b1{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-2291p1-2eb61a3e7be54ad7c1128eb3bb62f2b1 av_one_full  avia-builder-el-9  el_after_av_one_full  el_before_av_one_full  first flex_column_div av-zero-column-padding  column-top-margin'     ><p>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-cqk8t-92345fcbbf6b1b03f0614427f450d166\">\n#top .av-special-heading.av-cqk8t-92345fcbbf6b1b03f0614427f450d166{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-cqk8t-92345fcbbf6b1b03f0614427f450d166 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-cqk8t-92345fcbbf6b1b03f0614427f450d166 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-cqk8t-92345fcbbf6b1b03f0614427f450d166 av-special-heading-h3  avia-builder-el-10  el_before_av_toggle_container  avia-builder-el-first '><h3 class='av-special-heading-tag '  itemprop=\"headline\"  >Job Market and Hiring <\/h3><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div><br \/>\n<div  class='togglecontainer av-1wcmbh-9aa8f9e5a56bb078e94bdc2930e303a0  avia-builder-el-11  el_after_av_heading  avia-builder-el-last  toggle_close_all' >\n<section class='av_toggle_section av-1nhy3h-07c564d9a904ae8197175ac9ff5e2a47'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-7' data-fake-id='#toggle-id-7' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-7' data-slide-speed=\"200\" data-title=\"Challenges\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Challenges\" data-aria_expanded=\"Click to collapse: Challenges\">Challenges<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-7' aria-labelledby='toggle-toggle-id-7' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><h4><span style=\"font-weight: 400;font-size: 20px\">Family Planning<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Frequently, the end of the Ph.D. coincides with the time of marriage and family planning decisions. Balancing career objectives, location constraints, and family can be knotty, especially for women.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Department Fit<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">How can a candidate obtain information about a potential employer\u2019s attitude and culture towards women and minority groups?\u00a0<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Personal Information in Interviews<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">What information should a candidate volunteer and what information should they refrain from providing even if asked about?<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Difficulties in Hiring Minority Job Market Candidates<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Smaller departments face larger obstacles in hiring minority job market candidates. Anecdotal evidence suggests that an offer from a lower-ranked department to a minority candidate is more likely to be rejected as compared to an offer to a non-minority candidate.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">AEA Interviews Setup<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Conducting interviews in hotel rooms can be distressing for some people. Minority candidates may be intimidated by an all-man interview committee.\u00a0<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Seminar Culture<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Dealing with the aggressive and confrontation seminar culture and coming across as assertive but not abrasive seems to be especially challenging for women. <\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<section class='av_toggle_section av-7jbi5-2aee199b84e85531b09a787248691329'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-8' data-fake-id='#toggle-id-8' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-8' data-slide-speed=\"200\" data-title=\"Solutions\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Solutions\" data-aria_expanded=\"Click to collapse: Solutions\">Solutions<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-8' aria-labelledby='toggle-toggle-id-8' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><h4><span style=\"font-weight: 400;font-size: 20px\">Family Planning and Department Fit<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">JOE could provide advertisers with a questionnaire about diversity and inclusion policies and faculty gender composition. The advertisers would then decide whether to post the questionnaire together with the job ad. It seems a good idea for female candidates to try and meet with female faculty members during flyouts.\u00a0<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Personal Information in Interviews<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Increasing the number of signals available to candidates would help with location constraint and may benefit smaller departments.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">ASSA Interviews Setup<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">As proposed by <\/span><a href=\"https:\/\/scholar.harvard.edu\/files\/stansbury\/files\/assa_interviews_memo.pdf\"><span style=\"font-weight: 400;font-size: 16px\">Kathryn Holston and Anna Stansbury<\/span><\/a><span style=\"font-weight: 400;font-size: 16px\">, ASSA meetings could take place on university campuses. To mitigate all-man committees, volunteers or paid minority representatives could put in an appearance at interviews.\u00a0<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Seminar Culture<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Ideally, summer booth camp targeting the special challenges faced by women on the job market could be organized for candidates in nearby universities. They would also help to create networks to share information about potential employers\u2019 effort to increase diversity and inclusion. <\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<\/div><\/p><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-1fflxp-0b84ef3f5f9cb495384a919f5534beb9\">\n.flex_column.av-1fflxp-0b84ef3f5f9cb495384a919f5534beb9{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-1fflxp-0b84ef3f5f9cb495384a919f5534beb9 av_one_full  avia-builder-el-12  el_after_av_one_full  el_before_av_one_full  first flex_column_div av-zero-column-padding  column-top-margin'     ><p>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-x1565-7c1aed183d4a011c5f0bcc95041c54e6\">\n#top .av-special-heading.av-x1565-7c1aed183d4a011c5f0bcc95041c54e6{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-x1565-7c1aed183d4a011c5f0bcc95041c54e6 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-x1565-7c1aed183d4a011c5f0bcc95041c54e6 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-x1565-7c1aed183d4a011c5f0bcc95041c54e6 av-special-heading-h3  avia-builder-el-13  el_before_av_toggle_container  avia-builder-el-first '><h3 class='av-special-heading-tag '  itemprop=\"headline\"  >Seminars<\/h3><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div><br \/>\n<div  class='togglecontainer av-1bdxc5-23a6e574e18ec12463524066aecd7b67  avia-builder-el-14  el_after_av_heading  avia-builder-el-last  toggle_close_all' >\n<section class='av_toggle_section av-rri0d-00d64f6d2394deb443940b46346fbc72'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-9' data-fake-id='#toggle-id-9' class='toggler  activeTitle av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-9' data-slide-speed=\"200\" data-title=\"Seminars Overview\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Seminars Overview\" data-aria_expanded=\"Click to collapse: Seminars Overview\">Seminars Overview<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-9' aria-labelledby='toggle-toggle-id-9' role='region' class='toggle_wrap  active_tc av-title-above' style='display:block;' ><div class='toggle_content invers-color '  itemprop=\"text\" ><p><span style=\"font-weight: 400;font-size: 16px\">What is the objective of a seminar? This is the question that should guide our critical assessment of the seminar culture in economics, and the first step towards finding effective solutions to improve it. A seminar primary scope should be to learn about someone\u2019s research and provide useful and constructive feedback. A seminar should stimulate audience thinking and be a source of productive ideas about how to address a given research question most effectively. Everyone should walk away from a seminar feeling enriched and stimulated.<\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<section class='av_toggle_section av-wol0d-c121ab73f1c823007abf04d8cd1c0a89'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-10' data-fake-id='#toggle-id-10' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-10' data-slide-speed=\"200\" data-title=\"Challenges\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Challenges\" data-aria_expanded=\"Click to collapse: Challenges\">Challenges<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-10' aria-labelledby='toggle-toggle-id-10' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><h4><span style=\"font-weight: 400;font-size: 20px\">Incentive Structure\u00a0<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Frequently, research seminars take place in environments that reward aggressiveness and incentivize seminar participants to challenge the speaker and expose his\/her weaknesses. This produces a destructive, intimidating environment whose effects can be particularly detrimental for women, especially when facing an audience that is largely composed of men.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Negative Externalities<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">The detrimental consequences of an aggressive seminar environment go beyond the direct impact on the speaker. Frequently, for example, graduate students report feeling intimidated and disincentivized to ask questions in research seminars.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Competition and Power Dynamics\u00a0<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Seminars are a key part of professional advancement in academia. Often, audience behavior varies according to the power dynamics (e.g. young professors being challenged more aggressively than seniors, excess aggressiveness in job market seminars, more senior people in the audience asking \u201cpatronizing\u201d questions to younger presenters).<\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<section class='av_toggle_section av-pi9ml-f0eef828ecf76cb5a2f3370be85ab7b8'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-11' data-fake-id='#toggle-id-11' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-11' data-slide-speed=\"200\" data-title=\"Solutions\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Solutions\" data-aria_expanded=\"Click to collapse: Solutions\">Solutions<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-11' aria-labelledby='toggle-toggle-id-11' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><h4><span style=\"font-weight: 400;font-size: 20px\">Guidelines\u00a0<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Departments could adopt general guidelines on seminars\u2019 scope, rules and best practices to be shared with the academic community. Guidelines should be widely circulated and could be printed and hanged in seminars\u2019 rooms. For example, in internal workshops, the department could suggest a \u201cthis is our paper\u201d approach: during the seminar, everyone behaves as if the paper presented is their own, trying to give as much constructive and useful feedback as possible.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Rules\u00a0<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Setting some simple rules, such as the \u201cfirst 10-minute no-interruption\u201d rule and the \u201craise-your hand\u201d rule, can prove to be an effective step towards the creation of a more productive and non-intimidating environment.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Moderators\u00a0<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Each seminar series should have a designed moderator (e.g. the seminar organizer) who informs the participants of the seminars\u2019 rules and monitor their observance. Should the moderator find a question excessively aggressive or prolonged, they would intervene and invite the person asking the question to wait for the end of the seminar to discuss more with the speaker and let the seminar continue.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Training\u00a0<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Departments could organize specific training sessions for Ph.D. and Faculty at the beginning of the year to review seminar guidelines. Department Chairs and leaders have a key role in stressing the importance of these issues and leading a process of change in the general culture.\u00a0<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Peer Pressure\u00a0<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Peer pressure can be a crucial enforcement mechanism to lead to a shift in the incentive structure and a change in the general seminar culture. No one likes to be the one person behaving inappropriately.\u00a0<\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<\/div><\/p><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-r3il1-144632190acea0980bb2a68e958ec658\">\n.flex_column.av-r3il1-144632190acea0980bb2a68e958ec658{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-r3il1-144632190acea0980bb2a68e958ec658 av_one_full  avia-builder-el-15  el_after_av_one_full  el_before_av_one_full  first flex_column_div av-zero-column-padding  column-top-margin'     ><p>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-r3or9-b0317199aec93cd59dd73aa808eb356e\">\n#top .av-special-heading.av-r3or9-b0317199aec93cd59dd73aa808eb356e{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-r3or9-b0317199aec93cd59dd73aa808eb356e .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-r3or9-b0317199aec93cd59dd73aa808eb356e .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-r3or9-b0317199aec93cd59dd73aa808eb356e av-special-heading-h3  avia-builder-el-16  el_before_av_toggle_container  avia-builder-el-first '><h3 class='av-special-heading-tag '  itemprop=\"headline\"  >Co-authorship and Group Work<\/h3><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div><br \/>\n<div  class='togglecontainer av-k2yxq9fd-0b733bae57b36f6242f50f5ac369a178  avia-builder-el-17  el_after_av_heading  avia-builder-el-last  toggle_close_all' >\n<section class='av_toggle_section av-m5d05-3b99c58cfbeaaf2bd6f25e14dcabaeac'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-12' data-fake-id='#toggle-id-12' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-12' data-slide-speed=\"200\" data-title=\"Guidelines to Senior Faculty on Fair Treatment of Coauthors\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Guidelines to Senior Faculty on Fair Treatment of Coauthors\" data-aria_expanded=\"Click to collapse: Guidelines to Senior Faculty on Fair Treatment of Coauthors\">Guidelines to Senior Faculty on Fair Treatment of Coauthors<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-12' aria-labelledby='toggle-toggle-id-12' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><p><span style=\"font-weight: 400;font-size: 16px\">Guidelines from departments, dean\/ and\/or professional institutions could include<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;font-size: 16px\">Letting junior coauthors be first author;<\/li>\n<li style=\"font-weight: 400;font-size: 16px\">Having junior coauthor present (or co-present);<\/li>\n<li style=\"font-weight: 400;font-size: 16px\">Having gender-neutral informal events.<\/li>\n<\/ul>\n<\/div><\/div><\/div><\/section>\n<section class='av_toggle_section av-buryd-6bb8b0244c6771929158c48a260585af'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-13' data-fake-id='#toggle-id-13' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-13' data-slide-speed=\"200\" data-title=\"Tenure Review\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Tenure Review\" data-aria_expanded=\"Click to collapse: Tenure Review\">Tenure Review<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-13' aria-labelledby='toggle-toggle-id-13' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><p><span style=\"font-weight: 400;font-size: 16px\">Ask for a letter from coauthors.<\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<\/div><\/p><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-r3il1-144632190acea0980bb2a68e958ec658\">\n.flex_column.av-r3il1-144632190acea0980bb2a68e958ec658{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-r3il1-144632190acea0980bb2a68e958ec658 av_one_full  avia-builder-el-18  el_after_av_one_full  el_before_av_one_full  first flex_column_div av-zero-column-padding  column-top-margin'     ><p>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_heading-c7bf16ffaefc38229c56a2637b4c95a8\">\n#top .av-special-heading.av-av_heading-c7bf16ffaefc38229c56a2637b4c95a8{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-av_heading-c7bf16ffaefc38229c56a2637b4c95a8 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-av_heading-c7bf16ffaefc38229c56a2637b4c95a8 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-av_heading-c7bf16ffaefc38229c56a2637b4c95a8 av-special-heading-h3  avia-builder-el-19  el_before_av_toggle_container  avia-builder-el-first '><h3 class='av-special-heading-tag '  itemprop=\"headline\"  >Harassment and Reporting Systems<\/h3><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div><br \/>\n<div  class='togglecontainer av-ijmh9-52ce78a627ecf831d3cd54d45c872e8a  avia-builder-el-20  el_after_av_heading  avia-builder-el-last  toggle_close_all' >\n<section class='av_toggle_section av-1halz1-b9315d004d82e5e99c7cfcf6a69083ea'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-14' data-fake-id='#toggle-id-14' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-14' data-slide-speed=\"200\" data-title=\"Definitions\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Definitions\" data-aria_expanded=\"Click to collapse: Definitions\">Definitions<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-14' aria-labelledby='toggle-toggle-id-14' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><ul>\n<li style=\"font-weight: 400;font-size: 16px\"><span style=\"font-weight: 400\">An important part of avoiding harassment is to make sure everyone understands what is harassment and what isn\u2019t.<\/span><\/li>\n<li style=\"font-weight: 400;font-size: 16px\"><span style=\"font-weight: 400\">Legal definitions are not that complex but aren\u2019t necessarily known to people and need to be communicated.<\/span><\/li>\n<li style=\"font-weight: 400;font-size: 16px\"><span style=\"font-weight: 400\">The more difficult thing to communication is what constitutes legal but undesirable behavior. <\/span><\/li>\n<\/ul>\n<\/div><\/div><\/div><\/section>\n<section class='av_toggle_section av-7v1kl-dc49be5518fc792ef0f90308583b545d'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-15' data-fake-id='#toggle-id-15' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-15' data-slide-speed=\"200\" data-title=\"Cultural Differences\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Cultural Differences\" data-aria_expanded=\"Click to collapse: Cultural Differences\">Cultural Differences<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-15' aria-labelledby='toggle-toggle-id-15' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><ul>\n<li style=\"font-weight: 400;font-size: 16px\"><span style=\"font-weight: 400\">The extent of \u201cnormal\u201d physical contact, the nature of discussion, the way disapproval is expressed, etc., can vary greatly across countries, making it harder to be clear what is and is not acceptable.<\/span><\/li>\n<li style=\"font-weight: 400;font-size: 16px\"><span style=\"font-weight: 400\">On the other hand, it is important not to let claims of cultural differences be used to excuse the inappropriate.<\/span><\/li>\n<\/ul>\n<\/div><\/div><\/div><\/section>\n<section class='av_toggle_section av-85831-4dbeb1c28cd32ba53c3538bad7ee83b1'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-16' data-fake-id='#toggle-id-16' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-16' data-slide-speed=\"200\" data-title=\"Reporting incentives\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Reporting incentives\" data-aria_expanded=\"Click to collapse: Reporting incentives\">Reporting incentives<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-16' aria-labelledby='toggle-toggle-id-16' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><ul>\n<li style=\"font-weight: 400;font-size: 16px\">There are obvious disincentives to reporting offenses by people with power.\u00a0 How can we overcome these disincentives?<\/li>\n<li style=\"font-weight: 400;font-size: 16px\"><span style=\"font-weight: 400\">Title IX requires faculty and staff to report sexual harassment to designated authorities.\u00a0 Some argue that this may impede students from confiding in faculty or staff.<\/span><\/li>\n<li style=\"font-weight: 400;font-size: 16px\"><span style=\"font-weight: 400\">Clearly, without reporting, we can\u2019t address the problems.\u00a0 But we have a classic public good problem: those who report can bear a much larger share of the costs than of the benefits.<\/span><\/li>\n<li style=\"font-weight: 400;font-size: 16px\"><span style=\"font-weight: 400\">One approach that has been discussed is to make use of anonymous reporting systems.\u00a0 But these can potentially be misused or abused.<\/span><\/li>\n<\/ul>\n<\/div><\/div><\/div><\/section>\n<section class='av_toggle_section av-av_toggle-73a9e8f42ce2b9886cc3661405546612'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-17' data-fake-id='#toggle-id-17' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-17' data-slide-speed=\"200\" data-title=\"Indirect indicators\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Indirect indicators\" data-aria_expanded=\"Click to collapse: Indirect indicators\">Indirect indicators<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-17' aria-labelledby='toggle-toggle-id-17' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><ul>\n<li style=\"font-weight: 400;font-size: 16px\">Given the incentive issues mentioned above regarding reporting, we should expect under-reporting and need to identify indirect indicators.<\/li>\n<li style=\"font-weight: 400;font-size: 16px\"><span style=\"font-weight: 400\">Are women avoiding certain groups\/units or certain faculty?<\/span><\/li>\n<li style=\"font-weight: 400;font-size: 16px\"><span style=\"font-weight: 400\">Do PhD students in some groups show more signs of stress than others?<\/span><\/li>\n<\/ul>\n<\/div><\/div><\/div><\/section>\n<section class='av_toggle_section av-ppu05-f90a93b021bec22f246081e43e0a5039'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-18' data-fake-id='#toggle-id-18' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-18' data-slide-speed=\"200\" data-title=\"Institutional Culture\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Institutional Culture\" data-aria_expanded=\"Click to collapse: Institutional Culture\">Institutional Culture<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-18' aria-labelledby='toggle-toggle-id-18' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><ul>\n<li style=\"font-weight: 400;font-size: 16px\"><span style=\"font-weight: 400\">A potentially valuable way to combat harassment is to create an institutional culture which refuses to accept inappropriate behavior.<\/span><\/li>\n<li style=\"font-weight: 400;font-size: 16px\"><span style=\"font-weight: 400\">Can your institution be one where colleagues can genuinely work together to avoid behavior that they may not recognize the effects of without help?\u00a0 Can inappropriate behavior be flagged as a form of working together so that we can all \u201cbe better\u201d as opposed to policing and punishing?<\/span><\/li>\n<\/ul>\n<\/div><\/div><\/div><\/section>\n<\/div><\/p><\/div>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-r3il1-144632190acea0980bb2a68e958ec658\">\n.flex_column.av-r3il1-144632190acea0980bb2a68e958ec658{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-r3il1-144632190acea0980bb2a68e958ec658 av_one_full  avia-builder-el-21  el_after_av_one_full  avia-builder-el-last  first flex_column_div av-zero-column-padding  column-top-margin'     ><p>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-k7931-fe4048cff98075a76a4c028a5d47faa8\">\n#top .av-special-heading.av-k7931-fe4048cff98075a76a4c028a5d47faa8{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-k7931-fe4048cff98075a76a4c028a5d47faa8 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-k7931-fe4048cff98075a76a4c028a5d47faa8 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-k7931-fe4048cff98075a76a4c028a5d47faa8 av-special-heading-h3  avia-builder-el-22  el_before_av_toggle_container  avia-builder-el-first '><h3 class='av-special-heading-tag '  itemprop=\"headline\"  >Tenure, Retention and Life Balance<\/h3><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div><br \/>\n<div  class='togglecontainer av-ijmh9-52ce78a627ecf831d3cd54d45c872e8a  avia-builder-el-23  el_after_av_heading  avia-builder-el-last  toggle_close_all' >\n<section class='av_toggle_section av-fzws5-7429e6767650fc29fd401ff1490f74df'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-19' data-fake-id='#toggle-id-19' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-19' data-slide-speed=\"200\" data-title=\"Challenges\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Challenges\" data-aria_expanded=\"Click to collapse: Challenges\">Challenges<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-19' aria-labelledby='toggle-toggle-id-19' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><h4><span style=\"font-weight: 400;font-size: 20px\">Lower Tenure Rates\u00a0<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Women are tenured at a lower rate than men.\u00a0 There are many reasons behind this gap, some can be at least partially addressed by Departments.\u00a0<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Service Requirement and Contract Negotiation<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Women are faced with more service requirements (non-promotional tasks) as departments demand female representation.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;font-size: 16px\">Women are also less likely to negotiate teaching assignments\/service\/salary, etc. Usually end up with a \u201cworse deal\u201d that will hamper their tenure chances and also make them more likely to leave.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;font-size: 16px\">Further, women tend to have lower salaries.<\/span><\/p>\n<h4><span style=\"font-weight: 400;font-size: 20px\">Sparse Network<\/span><\/h4>\n<p><span style=\"font-weight: 400;font-size: 16px\">Women have fewer networks, usually are less known to tenure letter writers. Boys\u2019 club results in male assistant professor having better information on \u201chow to get tenure\u201d in their institution or on strategies to have a stronger case.<\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<section class='av_toggle_section av-a9ctp-a7dc3365edc6e68426cdc11b11741d74'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div role=\"tablist\" class=\"single_toggle\" data-tags=\"{All} \"  ><p id='toggle-toggle-id-20' data-fake-id='#toggle-id-20' class='toggler  av-title-above '  itemprop=\"headline\"  role='tab' tabindex='0' aria-controls='toggle-id-20' data-slide-speed=\"200\" data-title=\"Solutions\" data-title-open=\"\" data-aria_collapsed=\"Click to expand: Solutions\" data-aria_expanded=\"Click to collapse: Solutions\">Solutions<span class=\"toggle_icon\"><span class=\"vert_icon\"><\/span><span class=\"hor_icon\"><\/span><\/span><\/p><div id='toggle-id-20' aria-labelledby='toggle-toggle-id-20' role='region' class='toggle_wrap  av-title-above'  ><div class='toggle_content invers-color '  itemprop=\"text\" ><h3><span style=\"font-weight: 400;font-size: 20px\">Allocate service more equitably<\/span><\/h3>\n<p><span style=\"font-weight: 400;font-size: 16px\">Women are less likely to say no and more likely to volunteer. Therefore, allocate certain tasks randomly or by rotation. If the department values female representation in several committees, compensate large service contributions with teaching reduction<\/span><\/p>\n<h3><span style=\"font-weight: 400;font-size: 20px\">Be wary of Teaching Evaluations\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;font-size: 16px\">Be aware of biases in students\u2019 teaching evaluations and come with alternative ways of evaluating a course\/instructor, for example having colleagues visit lectures.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;font-size: 20px\">Diverse Seminar Speakers<\/span><\/h3>\n<p><span style=\"font-weight: 400;font-size: 16px\">Make the effort to invite a diverse group of seminar speakers to extend women and minorities\u2019 networks.<\/span><\/p>\n<h3><span style=\"font-weight: 400;font-size: 20px\">Correct Hiring Biases<\/span><\/h3>\n<p><span style=\"font-weight: 400;font-size: 16px\">When looking to hire tenured faculty, do not reject women under the assumption they are less mobile.<\/span><\/p>\n<h3><span style=\"font-weight: 400;font-size: 20px\">Mentoring<\/span><\/h3>\n<p><span style=\"font-weight: 400;font-size: 16px\">Have formal mentoring \/ reviews to give annual feedback to assistant professors and to discuss tenure strategies.<\/span><\/p>\n<h3><span style=\"font-weight: 400;font-size: 20px\">Transparency<\/span><\/h3>\n<p><span style=\"font-weight: 400;font-size: 16px\">Be transparent on how salaries are determined. In public universities where salaries are public, the gender gap has gone down.<\/span><\/p>\n<\/div><\/div><\/div><\/section>\n<\/div><\/p><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":"","_links_to":"","_links_to_target":""},"class_list":["post-685","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Discussion Session - Women in Economics Conference<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/questromworld.bu.edu\/weorg\/video-descriptions\/\" class=\"yoast-seo-meta-tag\" \/>\n<meta property=\"og:locale\" content=\"en_US\" class=\"yoast-seo-meta-tag\" \/>\n<meta property=\"og:type\" content=\"article\" class=\"yoast-seo-meta-tag\" \/>\n<meta property=\"og:title\" content=\"Discussion Session - 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