How we boosted the number of female faculty members at our institution

Article here. Excerpt:

'In 2016, Aleks Owczarek, who was then head of the School of Mathematics and Statistics, undertook an affirmative-action strategy (also known as positive discrimination) to recruit women as faculty members. This was a controversial move, but it was prompted by a clear lack of diversity in the school. The strategy was designed as a catalyst for change. It aimed specifically to increase the number of women in faculty positions; improve the professorial pipeline; and provide female role models for students. Only women were eligible to apply for positions in areas in which women were under-represented. It ran for one recruitment round in the school, but had beneficial secondary effects.

The approach had three features. First, it was designed to attract a broad cross-section of female applicants, rather than just those in particular sub-disciplines. Second, the positions advertised were ongoing teaching and research roles (rather than limited fixed-term contracts), to ensure career continuity. Third, the strategy was not intended to be undertaken on a continuing basis, or for every hiring round in those STEM disciplines.

But was it legal? Yes. In the state of Victoria, where the university is based, the law allows a special measure for promoting equality. However, we strongly advise that recruiters check the relevant legal sanctions before embarking on something similar.'