Issue
Faculty may not take advantage of family-responsive policies because they are unaware of the policies that are available to them or because they fear professional repercussions if they use them. There are a number of effective ways that universities can make policies truly visible, including highlighting support and enthusiasm of administrators, developing clear and well-publicized policies, monitoring policy usage and perceptions of policy users, and developing a decision-making and financing structure that works best for a particular institution.[1] To maximize usage and make the policies an integral part of the culture, institutions need to invest energy in effective implementation.[2]

Leadership From The Top

Issue
A tangible way to encourage policy adherence is to showcase the support and enthusiasm of members of the senior administration, such as a president or a provost. Research shows that faculty members are more likely to confidently use family-responsive policies and perceive a family-responsive institutional culture when a president or provost advocates for these policies and where deans and chairs echo that support in faculty and committee meetings.[3]

Joint Statement by Nine Presidents Group
In 2001, the Presidents of California Institute of Technology, Harvard University, Massachusetts Institute of Technology (MIT), Princeton University, Stanford University, University of California, Berkeley, University of Michigan, University of Pennsylvania, and Yale University met in response to an MIT report that found institutionalized gender inequity at all faculty levels. They produced a statement recognizing that barriers still exist for women faculty. They also committed to “work toward a faculty that reflects the diversity of the student body.”[4] In 2005, the Nine Presidents Group reconvened and committed to undertake further efforts to remove barriers and foster institutional excellence by promoting gender equity, helping to attract and retain women faculty, and enabling male and female faculty to have fulfilling personal as well as professional lives.[5]
 
Publicized Statements by University Leaders
In order to emphasize the institutional commitment to supporting a diverse faculty, some universities highlight statements by the president and/or provost in support of women faculty and family-responsive policies on important documents and high traffic web pages.

The University of California system includes many statements that demonstrate institutional commitment from their gender equity committees, the President’s Office, and chancellors’ offices in all of its communication about their “family friendly” policies.[6]
 
Stanford University’s Family Matters @ Stanford resource and Guide to Recruitment and Retaining a Diverse Faculty booklets each begin with a lengthy and detailed statement from the Provost about the institution’s commitment to a diverse faculty and faculty with families. In addition, the webpage for the Faculty Development and Diversity Office highlights a joint statement from the President and the Provost about their commitment to faculty diversity.[7]

Strengthen Transparency, Communication and Outreach

Issue
When information on family-responsive policies is shared clearly and openly, there is an increased likelihood of policy adherence and a perception of a fair and equitable workplace environment.[8] Information should be disseminated widely so all faculty, especially chairs, are aware of each policy offered.

Develop Clearly-Stated and Well-Publicized Family-Responsive Policies
Universities that have websites devoted to the important task of clearly detailing family-responsive policies and procedures show their commitment to these policies internally to current faculty members, deans, and chairs, and externally to potential new faculty members. Those that already do this include:

The University of California System
Stanford University
University of Michigan
University of Washington
Duke University

Many of these websites include multiple resources about the various programs and policies that are offered to faculty at each university as well as other related research, reports and information.  These sites are often linked to the Office of the Provost to increase internal and external traffic to the site.

Develop and Disseminate Printed Booklets on Family-Responsive Policies and Programs
In addition to publishing family-responsive policies online, some universities, including Georgia Institute of Technology, Stanford University and University of California, Berkeley printed brochures outlining family responsive policies, made them available on-line, and sent them to all faculty members through the mail.[9] 

Monitor Policy Usage

In order to assess the success of a family responsive policy and to identify any unintended outcomes, it is important to regularly collect and review data on policy usage as well as faculty perceptions (positive and negative) about various family-responsive policies and their usage.[10] Data on policy usage, by gender and department, should be collected longitudinally and systematically.

Policy Usage Surveys
In 2003, the University of California at Berkeley conducted a Faculty Work and Family Survey to better understand how faculty members balanced work and family obligations, the extent to which they used policies and their reasons for doing so (or not doing so). The survey was extended to other schools in the UC system to assess the effectiveness of family-friendly policies and programs for ladder-rank faculty. The survey form itself can be found here. Though this is an effective starting point, one-time surveys will not collect the regular monitoring feedback necessary.