Diversifying Candidate Pools

1. Diversifying Candidate Pools A Presentation by Lillie M. Fears, PhD Office of Diversity

2. Why Diversify Candidate Pools? • Diversity enriches students’ intellectual, moral, and civic development.

3. Why Diversify Candidate Pools? Despite progress in diversifying the collegiate student body over the past 40 years, the progress in diversifying the faculty has been discouraging.

4. From: ____________ Sent: Tuesday, January 25, 2011 4:28 PM To: LILLIE FEARS Subject: Re: Reading Assignment for 1-25-11: 12523.201110 Since we're talking about some demographics, what is the makeup of graduate students? I find it refreshing to see all of the international students in the Graduate program.  Isn't it interesting that people consider Arkansas "backwards and uneducated", yet we have a strong international presence in our program. Mike

5. Three Parts of the Hiring Process Part I: Before the Search Begins Part II: The Search Process Part III: After the Search

6. Part I: Before the search begins

7. 5 Steps that should be considered in advance of any faculty search • Communicating the educational rationale • Aligning departmental and institutional commitments • Creating a welcoming environment • Securing resources • Countering segregated networks

8. 1. Communicating the educational rationale • Educational Missions of most colleges and universities recognize the value of diversity—in their student body, faculty, and staff—as vitally important to preparing students to live and work in a world marked by sweeping demographic changes and global interconnectedness.

9. 2. Aligning departmental and institutional commitments • Departmental searches can resonate far beyond the more limited borders of a given department. • A faculty search can, in fact, become a measure of larger institutional commitments and attitudes. • Responsibility for diversifying the faculty lies with people at many levels in an academic institution.

10. 3. Creating a welcoming environment • If a search committee’s work is ultimately to succeed in terms of the retention and further recruitment of faculty of color, the institution must be ready to welcome diversity. • An excellent way to assess how welcoming your campus environment is to faculty of color is to conduct a cultural audit (surveys).

11. 4. Creating a welcoming environment • There are other things that can be done to ensure a welcoming environment---some are small details such as these: • Acknowledge the letter of application in a timely way? • Have one or more committee members call in anticipation of or as a follow-up to the interview to see if they can answer any more questions? • Anticipate ahead of time what might be particular concerns for faculty of color on the campus (i.e., housing concerns, schooling options for kids, etc.)

12. 5. Securing resources • While most essential resources are provided for most searches, sometimes additional resources can be provided to recruit, support, and retain faculty of color …. • Special funding pools for recruiting, hiring and retaining… • Inquire in Office of Diversity

13. 6. Countering segregated networks • Too often, people of color are overlooked because they are not part of the primary networks of senior faculty and administrators.

14. Countering segregated networks • New, diverse networks must be developed to counter the persistence of segregated networks. • Databases available • The Compact for Faculty Diversity • HBCU Network • Tribal College Network • Hispanic Serving Institution Network • Several Others

15. Part II: The search process

16. The Search Process • There are at least eight (8) strategies for enhancing the likelihood of a successful search for faculty of color……

17. Strategies for Enhancing the Likelihood of a Successful Search for Faculty of Color • Forming the Search Committee • Educating the Search Committee on Personnel Issues • Debunking the Myths • Creating the Position Description • Attracting a Diverse Candidate Pool • Examining Hiring Biases • Hosting the Campus Visit • Making the Offer

18. 1. Forming the Search Committee • The composition of the search committee is critical to its success. • By involving people with different points of view or by bringing in a fresh face, you can ensure that multiple perspectives and fresh ideas are brought to bear in evaluating candidates. • People of color should be on the committee. Be sure these individuals are respected and highly visible POC who are committed to the hiring of minorities. • Sometimes assistant profs (untenured) feel uncomfortable challenging senior professors, administrators.

20. 2. Educating the Search Committee on Personnel Issues • Don’t assume senior scholars are equally competent about personnel matters or that they have common views about diversity and equity issues. • In this case, education is a necessary component of an effective search…and the process of educating can be used to create a common bond and a spirit of collaboration among committee members.

21. 3. Debunking the Myths • The following mythsand stereotypes can impede efforts to recruit faculty of color: • “We can’t compete for scholars of color because everyone wants them.” • “We cannot match the high salaries offered to faculty of color…” • “….there are no qualified candidates of color for our open faculty positions..”

22. Mythsand stereotypes…… • “Faculty of color would not want to come to our campus..” • “Faculty of color will want to leave for more money and prestige..” • “Recruiting faculty of color takes away from opportunities for white faculty.”

23. 4. Creating the Position Description • Try to guard against writing or recycling a position description that will automatically “define out” candidates of color. • Following are some suggestions for creating a position description most likely to yield a wide and inclusive candidate pool……

24. Suggestions for Creating a Strong Position Description • Make sure the announcement strongly expresses the university’s commitment to affirmative action/equal opportunity and encourages minorities to apply. • Develop broad descriptions of scholarship, experience, and disciplinary background; take into consideration the specific needs of the department as well as the broad needs of the institution.

25. Suggestions for Creating a Strong Position Description • Where appropriate, label qualificationspreferred instead of required; use shouldinstead of must. • Whenever possible, be flexible with arbitrary numeric measures, such as years of experience. • In addition to a letter of application and a CV, request other materials such as copies of articles, letters of reference, and samples of course syllabi.

26. Suggestions for Creating a Strong Position Description • Ask applicants to describe their experience with diversity issues, diverse students, and working in multicultural environments. Sarah Peoples photo

27. Using phrases such as these help …. “Experience with a variety of teaching methods and/or curricular perspectives..” “Previous experience interacting with communities of color.” “Experience in cultures other than their own.” “Academic experiences and interests in culturally diverse groups…” “Interest in developing and implementing curricula that address multicultural issues.” “Demonstrated success in working with diverse populations of students..

28. Randall Tate SAB- Thank you for representing ASTATE at MLK Parade! January 18 at 8:43am · Sarah Peoples photo

29. 5. Attracting a Diverse Candidate Pool • Committees must do more than simply issue a job announcement and wait to receive vita. • Other things you can do include…. • Advertising through programs such as the National Name Exchange Program (a consortium of 27 nationally known universities which annually collect and exchange the names of talented minority students. • Make sure web site where position is posted has quick links to other resources that candidate might want to explore (Schools, Churches, Shopping Malls, Museums, Medical Facilities, etc.)

30. Other things you can do …. • Consult with faculty of color on the committee and across disciplines about the types of outreach they consider most effective. • Talk face-to-face with people who might nominate potential candidates, stressing the institutions' commitment to diversity • Write e-mails….. • Sarah Cash photo

31. Other things you can do …. • Don’t assume that only candidates holding degrees from top graduate programs are worthy of consideration. • Look beyond publishing records alone to other measures of academic merit…..(teaching excellence, work experience, etc., can also make a difference and offer diversity to your department).

32. 6. Making the Offer Remember that salary information is public. If a candidate is a novice at negotiating, avoid offering a salary that is too low….the candidate may find out he or she’s been shortchanged later and then feel betrayed and want to leave. Be fair!!

33. 7. Hosting the Campus Visit • The campus visit provides candidates with an opportunity to showcase their academic pursuits and interests. • Whenever possible, candidates should be provided with the itinerary for the visit in advance. • They should be made aware of the kind of presentation they will be expected to make and of the audience for it.

34. 8. Hosting the Campus Visit • Make sure candidate receives a realistic view of the campus. This means you need to admit problems and weaknesses as well as strengths and support. • Departmental expectations regarding teaching, research, service, and the promotion processes should be communicated honestly.

35. Part III. After the search…..

36. After the Search • Two critical issues • Supporting the new hire • Assessment of the search process and outcome

37. Supporting the New Hire • In general, faculty face significant pressure to excel at teaching and scholarship … • Faculty of color at PWIs or majority white departments may face additional pressures …

38. These may include • emotional stresses, such as feelings of exclusion, isolation, alienation, and devaluation as well as increased demands on the time given to campus service. • These pressures can result in • an uncomfortable work environment that undermines the productivity and satisfaction of faculty of color. • It may even discourage their entry into academic life entirely.

39. Supporting the New Hire • Faculty hiring should be viewed as a long-term investment rather than as a short-term fix to gain numerical advantage. • Regular follow-up after hiring a new faculty member is essential…this helps ease the transition. • During the transition phase, continued contact with the new hire is crucial in order to discover and address any misunderstandings….

40. The End • Acknowledgements

41. Questions??