Neuman Shirley
University of Toronto, Toronto, Ont.
Clin Invest Med. 2003 Feb;26(1):35-7.
If we are held more accountable for the appointment of women to the CRCs, if we take steps to ensure that nominations to the national CRCs committee are the result of a process that encourages applications directly from women candidates--and that includes a university-wide competition and peer review based on rigorous external assessment of candidates--and if we proactively and self-consciously seek to identify potential women candidates, we will have gone a long distance toward coupling equity and excellence in this program. If we add to these initiatives the training of search committees in successful strategies for identifying and recruiting women candidates, and the creation of employment conditions that acknowledge the reality of women's lives, including the reality of academic partners who need and merit academic positions, we will have gone an even greater distance toward success in appointing distinguished women to these prestigious Chairs. Moreover, we will have created practices that will serve us well in recruiting first-rate women to other academic appointments and that, in a virtuous circle, will improve the "pool" for future CRCs appointments.
如果我们在任命女性进入加拿大研究主席计划（CRCs）方面承担更多责任，如果我们采取措施确保国家CRCs委员会的提名是一个鼓励女性候选人直接申请的过程的结果——这包括全校范围内的竞争以及基于对候选人严格外部评估的同行评审——并且如果我们积极主动且自觉地寻找潜在的女性候选人，我们将在使该计划实现公平与卓越相结合方面迈出很大一步。如果在这些举措的基础上，我们对招聘委员会进行识别和招募女性候选人的成功策略培训，并创造承认女性生活现实的就业条件，包括需要并应获得学术职位的学术伴侣的现实，我们在任命杰出女性担任这些享有盛誉的主席职位方面将取得更大的成功。此外，我们将创造一些做法，这些做法将有助于我们成功招募一流女性担任其他学术职位，并且会形成一个良性循环，改善未来CRCs任命的“人才库”。
