a) Position description

Document Sample
a) Position description Powered By Docstoc
					                       Recruitment – Equal opportunity for women

         Strategies for attracting senior academic and general staff women

The following list provides some ideas of actions you may choose to implement when you advertise a
senior academic or general staff position to attract well qualified women to apply for a position.

    a)   Position description
    b)   Advertising
    c)   Search plans to attract women applicants
    d)   Selection committees
    e)   Connections with senior women
    f)   Re-entry research fellowships for women
    g)   Visiting scholars/fellows
    h)   Relationship building
    i)   Monitoring outcomes
    j)   Induction
    k)   Additional options
    l)   Resources
    m)   Recruitment pattern of senior ANU women in 2006


a) Position description

Review your position description for gender inclusive (and culturally inclusive) criteria in the areas of skills,
knowledge and experiences and recognise the transferability of skills, knowledge and experience. Include
in the criteria the requirement of the skills and knowledge to facilitate the advancement of junior
academic women and postgraduate women students, or other relevant group which requires increased
participation within the area of employment.

b) Advertising

Examples of statements in advertised position which you could use are:
   • ‘Women are encouraged to apply. Selection is merit based’.
   • ‘ANU is committed to increasing women’s representation in senior positions and encourages
       women to apply for this position. Selection is merit based’.
   • ‘Women are under-represented in senior positions at ANU. Women are encouraged to apply.
       Selection is merit based’.

Statements in advertised position could include reference to:
    • flexible work policies and practices
    • career development opportunities
    • availability of fractional appointments
    • funding to assist in relocation
    • information on the University’s leave provision, including parental leave.

Place advertisements on websites of women’s academic networks or professional networks.

c) Search plans to attract women applicants

What is a search plan?

It is a recruitment tool that uses formal and informal strategies in addition to the standard recruitment
processes. It is an active recruitment process, rather than the traditional advertising process and use of
traditional senior staff network who are predominantly men. It is a means by which ANU expands the



Prepared Equity September 2007                         1
applicant pool by encouraging and attracting well-qualified women applicants to vacant positions. A search
plan requires that only suitably qualified women should be invited to apply to the position and merit
selection applies for all appointments.

Process for implementing a search plan

A search plan is developed prior to the advertising of the position and the actual search commenced once
the position has been advertised.

The Chair of the selection committee has the overall responsibility for the search process. To monitor the
success of the search plan, the Chair records the suitably qualified women:
    • who were approached to apply for the position
    • who made an application for the position
    • who were short-listed for the position.

The Search plan can include:

    •   Identifying qualified women within the University and inviting them to apply for the position.
    •   Consulting with peers, within Australia and from other countries, who are in a position to identify
        qualified women who may meet the criteria.
    •   Consultation with key figures in relevant professional or academic associations who may identify
        qualified women who may meet the criteria.
    •   Contacting senior women in the field known to ANU employees of the Faculty/Division who may
        meet the criteria, or may know of other women who may meet the criteria.
    •   Use the Universities Australia Register of Senior University Women when seeking qualified women
        applicants for senior positions. The Register contains personal information on senior female
        academic and general staff including discipline and areas of expertise. The Chair could contact
        directly specific qualified women to discuss the position and their interest in the position or their
        knowledge of other potential women applicants who may be interested in applying

Search firms
   • Use search firms that specialise in gender diversity searches.
   • Provide the search firms with the requirements from ANU including requiring the inclusion of
       suitably qualified women and men applicants in the search. The search firm is requested to
       provide a report on the number of women and men contacted.

d) Selection committees

Chairs of selection committees appoint members to selection panels who are trained in merit selection
which includes an understanding of gender equity issues in recruitment and selection processes.

e) Connections with senior women

Chairs of selection committees provide contact details of senior ANU women (with their agreement) for
potential women applicants to discuss working at ANU.

f) Re-entry research fellowships for women

Provide College re-entry fellowships for suitably qualified academic women wishing to re-establish
themselves as research scholars following a prolonged period out of the academic workforce or who have
been diverted into academic administration for an extensive period of time. Section (k) is required




Prepared Equity September 2007                       2
g) Visiting scholars/fellows

Research areas include senior academic women, nationally and/or internationally, to be part of a research
project as visiting scholars/fellows.

h) Relationship building

When academic women attend conferences, or there are functions organized by ANU, consider how to
encourage senior academic and general staff women have an opportunity to meet with senior ANU staff.
Where appropriate, consider following up by providing information about employment opportunities at
ANU.

i) Monitoring outcomes

Collect data on applications and outcomes by gender for senior academic and general staff positions to
enable a review of your strategies.

j) Induction

Information on policies and procedures that support women in the workforce at ANU is provided.

k) Additional options

Obtain an exemption under the Sex Discrimination Act for the recruitment of a specified number of women
in senior academic/research roles where there is demonstrated significant under-representation of women.

l) Resources

    •   Executive and Management Recruitment: Encouraging Women Applicants Western Australian 2002
    •   HREOC Best practice guidelines for recruitment and selection
    •   EOWA Employment Matter Kit - Recruitment and Selection


m) Recruitment pattern of senior ANU women in 2006

In 2006 women’s outcomes in the recruitment process to senior academic and general staff positions was
well below their rate of representation. For more details refer to the ANU report to the Equal Opportunity
for Women 2006, on the Equity@ANU web site – Reports .




Prepared Equity September 2007                      3

				
DOCUMENT INFO
Shared By:
Categories:
Stats:
views:32
posted:3/24/2010
language:English
pages:3
Description: a) Position description