Be A Finder and A Keeper of Diverse Talent. Leigh Settlemoir Dzwik Academic Human Resources Joi Cunningham Office of Inclusion & Intercultural Initiatives. Successful Searches .
Be A Finder and A Keeper of Diverse Talent
Academic Human Resources
Office of Inclusion & Intercultural Initiatives
“They must have attended the ‘right’ school, training program, etc.”
Fact or Fiction
The few faculty of color are being sought out by numerous institutions, and are not affordable.
Reality ~ Some minority and women faculty weigh location and job environment more than salary —so market your assets!
Faculty of color won’t select academe—they choose more lucrative positions in government or industry.
Reality ~ Minority and women PhDs are no more or
less likely to work in academe than other PhDs.
Minority scholars are not available in the STEM disciplines.
Reality ~ Although numbers are low recent PhDs and Post Docs are available.
We need to know what role each affected area plays in the search process.
Department Chairperson (if applicable)
Inclusion Director/Provost’s Office
Cast a Wide Net
It’s important to recruit from a wide range of
sources and use a variety of methods to cast a wide net.
If you need extra resources, contact the Office of Inclusion.
Do not post job announcement until:
1) Search Committee has reviewed
2) Dean/Director has reviewed and approved
3) Office of Inclusion has reviewed and approved
ALL search committee members share responsibility to attract diverse pool and ensure fair and equitable treatment of all applicants.
Committee must establish selection/evaluation criteria and scoring process before reviewing applicant materials.
Internal applicants should not participate in
the evaluation process of other applicants.
The search committee does not need to wait until the materials submission deadline to review applicant materials. Review may begin at any time.
Inappropriate interview venues:
Do not ask about or discuss the following
(even if applicants volunteer the information):
- sexual orientation
- marital status
- children (present or future)
- veteran status
- disability status
- Pregnancy and Health
No negotiations with finalists, even verbal, are
to occur prior to Provost’s Office review and
approval of the search and the finalist list.
Turner, Caroline S.V. 2002. Diversifying the faculty: A guidebook for search committees. Washington, D.C.: Association of American Colleges & Universities.
Barker, Kathy. 2002. At the helm: A laboratory navigator. Cold Spring Laboratory Press. (Covers personnel issues in a laboratory setting. Geared toward new Principal Investigators.)
Academic Human Resources website
Office of Inclusion and Intercultural Initiatives website