IDEAL-N CMU Progress report

1. IDEAL-N CMU Progress report Diana Marculescu Change Leader, Center for Faculty Success Director Professor of Electrical and Computer Engineering dianam@cmu.edu with Kathryn Roeder, Vice-Provost for Faculty Affairs and Professor of Statistics (co-Director) Karen Clay, Professor of Economics and Public Policy (Social Scientist)

2. Current CMU activities: three-prong approach • Faculty recruiting • Family-friendly policies • Women faculty leadership training

3. College of Engineering Center for Faculty Success support for faculty hiring • Bias Buster sessions • Individual awareness • Provide tools for understanding and mitigating unconscious bias in decision making • In collaboration with Google Unbiasing program • Run as a CFS Plaidvocates program • Part of the university level committee on diversity in faculty hiring • D. Marculescu (co-chair) and J. Kitchin (past member) • Identify and disseminate best practices • Serve as a liaison between VP for Faculty office and College

4. Bias Busters @ CMU • Officially kicked off in Sept. 2015 • Engineering ran 22 sessions (incl. 7 targeting faculty hiring, 1 each PRT and graduate admissions) • Trained 133 faculty (22 non-eng.) and 181 staff (114 non-eng.) • 34 faculty (16 non-eng.) for faculty hiring training • CMU-Google collaboration was featured at • Women in Engineering Proactive Network Conference (June 2016) • Tapia Celebration of Diversity in Computing Conference (Sept. 2016) • 1st Train-the-Trainer Workshop for 70+ academic attendees (Nov. 2016)

5. How did BB @ CMU Help with Awareness and Engagement?

6. Most faculty hiring processes include • Mechanisms to broaden the search • Ad wording encouraging diversity • Diversify the pool by disseminating the ad to diverse audiences/venues • Search committees with diverse viewpoints • Bias Busters attendance for majority of committee or at least the search committee chair • Clear criteria to identify top candidates • Structured interview questions for the search committee • Feedback from Dept. faculty on each candidate

7. Some faculty hiring processes include • “Cast a wide net” generic search • “Unbiasing” of job ad wording (e.g., textio.com) • Bias Busters attendance as a requirement for all search committee members • At-conference or phone interviews for pruning the candidate list • Search committee chair or area-based subcommittee review for pruning the candidate list • Diversity statement required as part of the application • Interviewer packet with guidelines for faculty interacting with the candidate during visit • All faculty vote on extending offers vs. • Search committee uses faculty input to decide on extending offers

8. Lessons learned • What helps • Recording seminars, chalk talks • Having a host or faculty ambassador • What should be paid attention to • Clarify job description for the level sought (all levels vs. only junior) • Ask for letters early in the process • Use structured/same criteria when extending offers (esp. when all faculty are involved in the decision) • Increase yield from extended to accepted offers

9. How Did These Help in Faculty Hiring? • Note: only recent engineering data available

10. Family-friendly policies • Established dual career support for new hires through the Vice-Provost for Faculty Office • Doubled university-affiliated child care capacity • Created an internal child care giver network

11. Women faculty leadership training • Leadership and Negotiation Academy for Women • Successful executive program run by Tepper School of Business and Heinz College • Originally targeted to corporate attendees • 2016-2017: Select senior women faculty in leadership positions supported by the Provost and home colleges • Annual cohort of five faculty

12. Thank you! Questions?

13. Bias Busters @ CMU • Motivates • Informs • Trains by doing