Workshop on Recruiting and Retaining Diverse Faculty
Workshop on best practices for recruiting and maintaining diverse faculty members, emphasizing the role of search committees, diversity advocates, and strategies to avoid implicit bias. Resources and guidelines provided for promoting diversity in academic institutions.
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Presentation Transcript
COS WORKSHOP ON RECRUITING AND RETAINING DIVERSE FACULTY The Search COS Diversity Committee
THE SEARCH The search committee The Diversity Advocate The job ad Job ad placement
THE SEARCH COMMITTEE Search committee composition should be diverse: Junior and senior faculty One member outside of specialty Graduate student Diversity Advocate Committee member duties: All members should be committed to a diverse search Follow steps outlined by Diversity Advocate Avoid implicit bias
Resources on implicit bias Romero 2017 Mathematical Association of America THE SEARCH COMMITTEE http://maa.org/sites/default/files/pdf/ABOUT MAA/avoiding_implicit_bias.pdf Association of Women in Science (AWIS) Avoid implicit bias http://www.awis.org/?Implicit_bias Harvard Implicit Bias Self-tests https://implicit.harvard.edu/implicit/takeatest. html
THE DIVERSITY ADVOCATE Selection of the Diversity Advocate (DA) Search committee member either volunteers or chair appoints DA DA guidelines DA arranges meeting for job candidate with member of COS Diversity Committee
Checklist for Diversity Advocate on Search Committee to Ensure the Committee Members Perform these Actions: ____Job ad includes ODU commitment to diversity. ____Job ad does not have wording that might exclude diverse candidates. ____ Job ad has been placed on diversity-related websites. THE DIVERSITY ADVOCATE ____ Job ad has been sent to specialty societies. ____ Job ad has been sent to minority serving institutions. ____ Job ad has been sent to SREB contacts. ____Ad has been sent to individuals recommended by colleagues. ____Matrix does not exclude qualified individuals. Guidelines checklist ____DA has examined application packages for all the candidates. ____After short list is decided, DA ensures committee re-examines materials of three top job applicants who did not make the short list. ____DA ensures diversity-related question is included in search committee standard questions for the candidates. ____DA ensures meeting is scheduled between COS Diversity Committee representative from a different department for each candidate. ____DA ensures meetings for candidates are scheduled with faculty who might help candidate transition to ODU (child-care, similar affinity group, etc).
NON-EXCLUSIONARY JOB ADS Broad versus narrow job description Female candidates are more likely to apply to broad job descriptions. Female candidates are more likely than males to think they don t fit narrow descriptions. Language should encourage diverse applicants Avoid gendered language
Individual interests could span from local to global scales and across multiple levels of biological organization (population, community, ecosystem JOB AD Applicants from all areas of computer science are welcome to apply, though particular attention will be given to applicants in systems/application research areas (e.g., networks, database systems, security, distributed computing, operating systems, robotics, etc.). Broad description
COS requires the following verbiage in job ads: We seek candidates whose research, teaching, and/or service experiences have prepared them to fulfill our commitment to inclusion. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. JOB AD Language should encourage diverse applicants Most job ads now encourage diverse applicants.
Masculine terms deter female applicants. Aggressive Competitive Dominate Manage Non-gendered terms attract female applicants. Create Develop Facilitate JOB AD Avoid gendered language Reference letters often use more laudatory language in referring to male job candidates. Gaucher, Frisen and Kay 2011
PLACEMENT OF THE JOB AD Place ad in: Standard sites where ODU places ads Diversity-related sites Specialty academic society sites Minority-serving institutions Individuals recommended by colleagues Contacts made at conferences such as SREB (Southern Regional Education Board) https://www.sreb.org/ Send ad to:
