I was mistaken for a prostitute at my job interview.

 

It began with a refusal to accept excuses for why it wasn't possible.

One-third of women at American medical schools have experienced gender harassment, according to a recent AAMC survey of nearly 5,500 faculty members. Earlier this year, the AAMC called on leaders in academic medicine to address gender equity at the nation's medical schools and teaching hospitals. The AAMC is working with constituents across academic medicine on this critical issue and has established a collection of resources, toolkits, effective practices, and other materials to address gender equity. On Oct. 28, the AAMC and the National Academies of Science, Engineering, and Medicine will cohost a webinar to discuss national data, key recommendations, and how the National Institutes of Health is working to change the culture and end sexual harassment.

 

You think you can't afford to transform your faculty? The University of Houston begs to differ.

 

The lonely task of the chief diversity officer.

 

Administrators do not make a practice of ensuring that faculty and staff members grasp the details of campus finances, but they should.

 

The best practices for increasing the racial and ethnic diversity of your faculty are neither mysterious nor terrifically expensive.

Companies need to ensure that working mothers aren't set back generations during this crisis. It's a moral imperative, as well as a business one.

 

Regardless of gender, employees have a hard time taking critical feedback from a woman.

 

The Covid-19 pandemic is already changing the way colleges and universities recruit and hire senior administrators.

 

In a time of growing and increasingly complex challenges, too many top administrators, leadership teams and boards are focusing on tactics rather than strategy, writes Susan Resneck Pierce.