This document summarizes the essence of the full recommendations, which include various modes of action for expanding the number of women and minority groups among the academic faculty of the Hebrew University of Jerusalem.

In brief, we recommend that the deans define concrete goals, and determine procedures that aim to increase the representation of women and social diversity among faculty members, bearing in mind the aggregate of steps of appointment and promotion of faculty members.

Documenting the Current Status, and Determining Goals

Each faculty will document its status. in terms of the number of females and minority groups among academic faculty members on each academic level. Each faculty will set goals for the short and long term. 

Active Recruitment of Candidates

• Drafting calls for applications in a flexible and egalitarian manner, and with a broad description of the research disciplines sought after.  
• Active recruitment of relevant researchers by turning directly to potential candidates.  This requires certain actions on the part of the faculties, including collecting information about their graduates, about fellowships recipients, and sustaining connection with doctoral and post-doctoral candidates, both in Israel and abroad.

Structuring the Absorption Process

Research shows that decision-making processes, including letters of recommendation, are influenced by implicit biases about gender, age, origin, etc. Therefore structuring is required in the decision-making process that will reduce the bias in the first stages of appointments committees:  

1. Raising awareness to potential failures in promotion and evaluation processes.
2. Receiving direct opinion on the candidate (See Appendix A of the full document, which supports decision making by detailing the relevant criteria)
3. Presentation by experts in the field.
4. Documentation of the judgement process as a means for rethinking.
5. Supervision by the Head of the Appointments Committee at each of the screening stages.
6. Flexibility and creativity in reviewing candidates

We recommend adopting similar steps for the discussion phases of the appointments committee, for the Deans, and for University administration.  These steps are further detailed in the full document of the committee's recommendations.

Attracting Candidates to Accept University Appointments

Each faculty should take action to attract relevant candidates, including:

1. Transmitting full information on the absorption conditions including specific steps taken for advancing women.
2. Introducing candidates to junior faculty, who may be able to lend information and support.
3. Making efforts to help candidates' partners with finding work, whether in the University, or in one of its institutes or organizations.
4. Showing flexibility with regards to the beginning of an appointment, and terms of employment owing to academic, family or other constraints.

Workshops

We recommend athat all members of appointments and promotion committees to participate in a workshop on implicit bias during the appointment and promotion processes.