Measures in Recruitment and Evaluation

Research over the past 40 years shows that women in science are often judged more critically than men and can be evaluated as less capable, even when performing the same work. Unconscious biases held by both men and women play a role here. In response, the MNF restructured our recruitment and hiring processes in 2015. Since then, the share of women professors at our faculty has increased from 14% to 31%, representing a net gain of 30 women professors.

The measures we developed, still in operation today, include:

• We actively approach women and invite them to apply to the advertised position, which has led to large increases in the percentage of applications by women. 
• The composition of the appointment committee includes 
  • 1-2 female professors to show women have place and power at our faculty 
  • Professorial appointment specialist present at all committee meetings to recognize and counteract bias 
• We raise awareness of unconscious biases and clarify to committee members the links between biases and our measures to counteract them. 
• We define the expectations of future professor and evaluation criteria prior to publication of call. 
• We use gender-neutral language in advertisements.
• We evaluation of track record relative to net academic age (full-time equivalents of employment since PhD). 
• When selecting candidates for interviews, we avoid “solo-status” to prevent disadvantaging underrepresented groups.

We are also committed to lasting culture change in our faculty, by:

• Hosting regular meetings of the MNF Equality, Diversity, and Inclusion Committee since 2016
• Piloting the Athena Swan equality charter as the first institution in Switzerland (see our project webpage for details)
• Offering part-time professorships, open to all genders
• Highlighting successful role models through the Women in Science campaign
• Promoting a culture of esteem that aligns with academic excellence