Finally, our research identified failure to apply existing equity policies uniformly across campus units. This Agenda makes many recommendations to address these six problem areas, which will be discussed in more detail below. To make long-term progress, we have to act on many issues simultaneously. Outspoken leadership from campus administrators and faculty, male and female, that promotes a climate of tolerance and inclusiveness for everyone. Program directors, deans, department chairs and individual campus members likewise need consistently to model behaviors that challenge inequities.
Leadership can take many forms.
For instance, campus leaders can meet with groups of women staff and groups of women faculty in open forums to hear their concerns firsthand. The Chancellor or Provost might host a special Roundtable on diversity issues in which campus leaders take an active role. Leading by example means that administrators not only schedule seminars for their staffs but participate themselves in regular training. 1.2 Performance review . Gender equity and other equity issues used as explicit criteria in the annual review of administrators, male and female, at all levels.