THE CHILLY CLIMATE
HOW MEN AND WOMEN ARE TREATED DIFFERENTLY IN CLASSROOMS AND AT WORK

THE FOLLOWING ARTICLES ON CHILLY CLIMATE ISSUES ARE AVAILABLE HERE:

THE CHILLY CLIMATE:  SUBTLE WAYS IN WHICH WOMEN ARE OFTEN TREATED DIFFERENTLY AT WORK AND IN CLASSROOMS -- Describes approximately sixty ways that men (and women) often unknowingly treat women differently in small subtle behaviors that typically go unnoticed. More than fifty are listed, with some possible explanations included.

EIGHTEEN WAYS TO WARM UP THE CHILLY CLIMATE:  RECOMMENDATIONS FOR FACULTY MEMBERS – Looking for faculty strategies to warm up the chilly classroom climate? Here are eighteen good ways to do it.

THIRTEEN WAYS FOR STUDENTS TO WARM UP THE CHILLY CLASSROOM CLIMATE -- Students can have an impact on the classroom climate as well.  Here are strategies developed specifically for student use.

INTERVENING WHEN MALE STUDENTS ENGAGE IN NEGATIVE BEHAVIORS TOWARD WOMEN -- Male students sometimes create a chilly climate for female students by rolling their eyes, looking bored or making nasty comments when females are talking.  These strategies will help teachers handle these behaviors.

HOW TO HANDLE DISRUPTIVE CLASSROOM BEHAVIOR – And still more strategies...

FREEDOM OF SPEECH IN THE CLASSROOM -- A brief discussion of freedom of speech, academic freedom and sexual harassment, including the academic freedom of students to talk about women's issues.

RELATING TO EACH OTHER: A QUESTIONNAIRE FOR STUDENTS – A short questionnaire for students to assess the climate for students.  Can easily be adapted  or enlarged.

RELATING WITH COLLEAGUES: A QUESTIONNAIRE FOR FACULTY MEMBERS – A short questionnaire to assess the climate for faculty members.  Can easily be adopted or enlarged.  

WOMEN FACULTY AT WORK IN THE CLASSROOM – Women faculty members often face a chilly climate from male and female students alike, who treat male and female professors differently.  For example, women are expected to smile more than male faculty members. They are often devalued and thus may have less credibility, may experience hostility from male students, and be evaluated more harshly by their students.  Includes more than 70 strategies for administrators, and women and men faculty members.  

AN ACTION AGENDA TO IMPROVE EQUITY FOR WOMEN:  RECOMMENDATIONS FOR ADMINISTRATORS -- Looking for ways to improve equity for women on campus?  Here are thirty recommendations to begin with.


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Bernice R. Sandler, Senior Scholar in Residence at the Women's Research and Education Institute, consults extensively with institutions and others about women's equity, including sexual harassment, discrimination, and the chilly climate. She has given over 2000 presentations, written many articles, and serves as an expert witness in discrimination cases. Sandler can be contacted at:

Bernice R. Sandler
Senior Scholar, Women's Research and Education Institute
1350 Connecticut Avenue, Suite 850, Washington, DC 20036
Phone: 202 833 3331   Fax: 202 785 5605
E-mail: sandler@bernicesandler.com
Website: bernicesandler.com