University IMPACT Champion

Feridun Hamdullahpur

University is about potential: unearthing it, enabling it and unleashing it. Enabling all students, faculty and staff members to achieve their highest potential is critical to the success of our university and to the betterment of society.

Impact Commitments


Boost girls’ participation in STEM experiences to build future female leaders.


To reach gender parity in STEM, we need to engage women and girls as young students. The University of Waterloo will build upon its existing expertise, scaling targeted outreach programming for young girls and women to build the pipeline for future success. Focusing on the most gender-disparate STEM experiences, the university commits to boost female enrollment in these programs to 33% by 2020 by expanding the scope of current programs and developing a number of targeted new initiatives.1,2


Enhance female faculty representation to drive towards parity in the future.


A gender-equal faculty is key to attracting and supporting the female leaders of tomorrow. To kick-start change, the University of Waterloo commits to reach a faculty composition of 30% women by 2020 (an average of half a percent annual increase). The University of Waterloo will champion three initiatives to increase the representation of women: a comprehensive review of selection and recruitment hiring practices, unconscious bias training, and the creation of career opportunities for high-potential women.


Advance women into positions that lead the university.


Today, 24.5% of senior academic and administrative leaders are female. The journey from entry-level faculty to senior leadership takes over a decade. Increasing the share of women in leadership positions will have a ripple effect on gender parity at lower levels; as women see women in these roles, they feel empowered to take on these positions. Through these commitments, and a suite of programs to target high potential women, the University of Waterloo commits to reach 29% representation of women in academic and senior leadership (an average of one percent annual increase).


1. Targeted engineering and technology disciplines and outreach activities with less than 25% female enrollment. 2. Associate Dean, Director, Associate Director, Chair, and possibly Executive Director positions

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