c step up efforts to recruit graduate students who

would praviage: a’ pool .of —

candidates for female faculty who could act as role models/ for undergraduate female students... Graduate students Should be recruited through increased Einancing, availability of part-time studies and exposure to. research. To ensure the retention of graduate students, faculties should provide networking opportunities, career counselling and research opportunities.

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In workshops on retention of emale students te was ecommended that mentorship rograms be created and that workshops for faculty on student and women's issues be 1e¢1d to ensure welcoming and student-friendly attitudes. further recommendations called For increased financial support, career counselling, ork opportunities and sonferences/workshops on ender-related issues.

1@ workshop on recruitment and

ooo of female faculty roposed an action plan to Nerease the number of women aculty in engineering and the sign of tenure and promotion riteria and processes’ to ccurately reflect women's life attern and realities.

€ was also recommended that he engineering curriculum be ade more relevant to current oCietal realities and needs by reating a required first-year Urse to educate students in ne social context of NGineering. Faculty members 10uld also be made responsible vr incorporating social Pntext and human values on Gir technical courses.

Professional engineers'! associations were asked to ensure that female engineers and engineering students are

_welcomed and supported. Ina

workshop on marketing ' the engineering profession, it was recommended that a national advertising campaign be developed and implemented to promote engineering as a caring profession that benefits society and humanity and is welcoming to women. a

Heads of corporations, for their part, were called on to show "by word and by deed" that their organizations are welcoming to women engineers by appointing women to their boards of directors and to

senior line-management positions. These appointments must be concurrent with

training awareness programs that result in commitment at all levels of the organization.

Employers were also called upon to develop recruitment and promotion strategies and to develop family-friendly policies that allow structured career paths for women leading to senior appointments.

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Strategies recommended for the retention of female engineers involved the formation of advisory committees or councils to advise senior management on issues affecting women in the organization. These committees must include senior management and be representative of the diversified workforce.

The Canadian Committee on Women in Engineering also presented the results of its research into effective practices at seven universities and six workplaces in Canada. The

October 17, 1991

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