Finding 3-7: Most of the institutional and departmental strategies that were proposed for increasing the proportion of women in the applicant pool were not strong predictors of the percentage of women applying. Most steps (such as targeted advertising and recruiting at conferences) were done in isolation, with almost two-thirds of the departments in our sample reporting that they took either no steps or only one step to increase the gender diversity of the applicant pool.

Finding 3-8: The percentage of women on the search committee and whether a woman chaired the committee were both significantly and positively asso­ciated with the percentage of women in the applicant pool (p = 0.01 and p = 0.02, respectively).