Table 1.

List of Resources to Support Institutional Efforts That Support Women Faculty Recruitment, Retention, and Career Success

Recommended action	Real-Life example of recommended action
Ladders to support women in academia
1. Enhancing recruitment and selection of women faculty
Evaluate gender bias in letters of recommendation for applicants	An online calculator can be used to evaluate gender bias in letters of recommendation: https://www.tomforth.co.uk/genderbias
Encourage faculty and staff to evaluate their own implicit biases	Faculty can be encouraged to take the implicit association test: https://implicit.harvard.edu/implicit
Establish institutional policies regarding search committee formation that enhance gender equity in faculty recruitment	University of Connecticut's Office of Institutional Equity provides an example of such policies: https://equity.uconn.edu/search-process/search-committee-guidelines
2. Improving family leave policies
Devise a competitive and fair paid family leave policy	Case Western University provides paid leave for 6–9 weeks for faculty parents: https://case.edu/hr/university-policies/staff-handbook/time-away-from-cwru/paid-parental-leave
3. Minimizing the “Child Tax”
Develop a childcare and family resources page to support faculty families	University of Pennsylvania's Childcare Resources offers information about a range of family resources and activities: http://www.familycenter.upenn.edu/about.php
Hire a family resources officer who helps faculty parents identify ways to reduce work–family conflicts	Arizona State University offers faculty consultations with a childcare services coordinator: https://eoss.asu.edu/students-families/offcampus
Provide resources to support backup and emergency care	Brown University offers backup care for family emergencies: https://www.brown.edu/about/administration/human-resources/benefits/family-resources/back-care
Offer childcare for snow days and public school holidays that may conflict with university/college schedule	University of Pennsylvania offers “Snow Day Child Care” to support faculty productivity: https://www.hr.upenn.edu/PennHR/wellness-worklife/family-care/snow-day-child-care
Subsidize the costs incurred by needing to travel with children for work	University of Chicago offers Travel Grants of up to $500 per year for faculty needing to travel with their children for conferences and other forms of work-related travel: https://provost.uchicago.edu/procedures/dependent-care-professional-travel-grant-program
	A similar program is offered by Brown University: https://www.brown.edu/about/administration/dean-of-faculty/dependent-care-travel-fund
Increase access to summer camps on or near campus	University of Houston offers summer campus for a variety of ages and focused on a variety of topics: http://www.uh.edu/about/community/summer-camps
Create institutional partnerships with online resources that increase access to child, pet, and family care needs	Many universities now subsidize faculty access to Care.com, including:
	University of Florida: https://www.care.com/edu/university-of-florida
	Harvard University: https://www.care.com/edu/harvard-university
	Rice University: https://www.care.com/babysitters/rice-university
4. Providing lactation support
Distribute adequate lactation facilities throughout campus	University of Pittsburg provides a map of lactation rooms and details about their accommodations: https://www.diversity.pitt.edu/resources/lactation-rooms
5. Mentoring women faculty across career stage
Develop mentoring guidelines designed to develop and sustain the career success of all faculty	Columbia University has produced a Guide to Best Practices in Faculty Mentoring to improve faculty mentoring, university wide: https://provost.columbia.edu/sites/default/files/content/MentoringBestPractices.pdf
Recognize faculty members who are excellent mentors of junior faculty through dedicated awards	University of Nevada Medical Center has established an “Inspirational Mentor of Educators” award: https://www.unmc.edu/academicaffairs/faculty/awards/index.html
Increase access to leadership and career development workshops and opportunities	Case Western University has created an institute dedicated to developing women faculty leadership skills: https://case.edu/centerforwomen/programs/women-faculty-leadership-development-institute
Provide support to attend leadership development seminars	Duke Medical School supports registration and travel costs for women faculty to attend the Leadership Development Seminar: https://medschool.duke.edu/about-us/news-and-communications/med-school-blog/applications-are-open-2019-early-career-women-faculty-leadership-development-seminar
Create a gender equity Council to ensure salaries, promotion opportunities, and endowments are distributed equitably among male and women faculty	University of Texas has created a council dedicated to overseeing gender equity in faculty salaries, promotion, and endowments: https://provost.utexas.edu/faculty-affairs/gender-equity-council
Offer networking and support for career advancement of women faculty	University of Alabama Birmingham chapter of the American Medical Women's Association (AMWA) and University of Florida Association for Academic Women (AAW) are examples of this as the AMWA promotes the accomplishments and success of women physicians and the AAW provides consistent networking and career advancement opportunities for all women faculty.
	https://www.uab.edu/medicine/diversity/initiatives/women/amwa
	https://sites.google.com/site/academicwomenufl