IUPAP

Report on Topic 3Getting Women into Positions of Leadership

Nationally and Internationally

Topic Organizing Committee: Katharine Gebbie (USA, Chair) Hidetoshi Fukuyama (Japan) Yosr Gamal (Egypt) Beverly Hartline (USA)

Discussion Leaders:  Katharine Gebbie (USA)Azam Iraji zad (Iran)Helene van Pinxteren (Netherlands)

Recorders: Kim Butil (USA)JoAnn Joselyn (USA)Laurie McNeil (USA)

IUPAP

Getting Women into Positions of Leadership

What is a position of leadership in physics?

A formal position with control over allocation of human and financial resources and the

research agenda

Why should women have such positions?

• Health of the field• Diversity of views• Public embracement

IUPAP

Getting Women into Positions of Leadership

Topical Recommendations

I Preparing for Leadership

II The Selection Process

III Responsibilities of Institutions

IUPAP

Getting Women into Positions of Leadership

I Preparing for Leadership

• Men in positions of leadership in physics must be held accountable for making change happen—for creating a climate in which people are treated equitably, without bias or favoritism.

IUPAP

Getting Women into Positions of Leadership

I Preparing for Leadership (cont)

• Women in positions of leadership in physics have a special responsibility to demonstrate their commitment by:

– mentoring, nurturing, promoting and creating opportunities for women;

– convincing male colleagues and superiors that prejudice against women is wrong and helping them change their views;

– reaching out to school children; inviting them for visits.

IUPAP

Getting Women into Positions of Leadership

I Preparing for Leadership (cont)

• Younger women physicists must take responsibility for preparing themselves by:

– seeking out mentors;

– seeking out opportunities for leadership and how to quality for them;

– informing themselves on the culture of their institutions;

– supporting each other.

IUPAP

Getting Women into Positions of Leadership

II The Selection Process

• Criteria and processes for appointments, professional advancement, prizes, etc. must be public and transparent.

• Review Boards for hiring, promotion and funding must include women.

• Fairness must be judged not by processes but by outcomes.

IUPAP

Getting Women into Positions of Leadership

III Responsibilities of Institutions

• Industry, government, university

– Establish flexible management structures, e .g., shared leadership positions.

– Provide for careers that ebb and flow with family responsibilities.

– Provide formal training for leadership positions, e.g., speaking, proposal writing.

– Provide funding for attendance at conferences and visits to other institutions.

IUPAP

Getting Women into Positions of Leadership

III Responsibilities of Institutions (cont.)

• Professional Societies

– Create international e-mail network based on the Conference.

– Create lobbying groups for women’s issues.

– Provide women opportunities to present invited talks, chair sessions & committees.

– Provide roster of women available to present talks and serve on committees.

IUPAP

Getting Women into Positions of Leadership

Follow-up Actions for Conference Attendees

• Collect data on ratio of men and women in top management positions in leading universities, research institutes, professional societies and funding agencies.

• Stimulate invitations to speak about the conference at schools, universities, scientific conferences.

• Encourage professional societies to establish committee for women, websites and electronic bulletin boards.