Hiring, Developing, and Promoting Women Leaders in Higher Education

Last updated September 22, 2020

Course Length

1h 2m

Last Updated

September 22, 2020

Hiring, Developing, and Promoting Women Leaders in Higher Education

Last updated September 22, 2020

Learn practical strategies that help build gender equality in leadership positions.


When looking at potential candidates for hiring, too often we revert to “comfortable cloning,” or looking for those applicants who followed similar (and often more traditional) paths in their education and careers. We sometimes place too much emphasis on past job titles, leaving women – who are not promoted as often as men – stuck in a cycle that undermines their careers, salaries, and potential. Those who lead others are best positioned to create space for individuals to develop their skills and encourage career progression as they grow.

Sometimes, our most talented women wait until they possess nearly every skillset before they consider applying for higher positions, narrowing the pool of potential applicants for a certain role. In this webcast, our expert will help you to look more closely at your interviewing, developing, and hiring practices to ensure that you are providing opportunities for more equitable paths to leadership. We will look at how to overcome blind spots which can often lead us to inadvertently create teams that lack diversity not only in terms of gender and background, but also in perspective, experience, and sensitivity to other marginalized groups.

Who should attend?

Women of all identities as well as allies who advocate for more equitable workplaces will benefit from this training.


In this 60-minute webcast, we will look at the many touchpoints involved during the hiring and interview process and discuss how you can build practices into these processes that will improve access and equity.

  1. Addressing Blind Spots in the Hiring Process
    We will navigate existing recruitment structures to identify and explore blind spots in the interview and hiring process that negatively impact equitable opportunities for potential candidates.
  2. Addressing Barriers to Advancement
    In this section, we will explore the labyrinth of leadership, identify barriers that often hold women back, and consider the impact of unconscious bias on women in the workplace
  3. Acknowledging the Benefits of Representation
    Representation matters. We will highlight snapshots from the ever-growing research that demonstrates the varied benefits of representation.
  4. Changing Our Practice
    Through group reflection, we will identify opportunities to put theory into practice and set personal goals to create a more equitable path to leadership.