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Effective Faculty Searches

Effective Faculty Searches. Lynn Hollen Lees Vice Provost for Faculty November 11, 2010. Our Goals. Excellence Diversity Interdisciplinary scholarship. Effective Faculty Searches | # 2. Why Diversity?. Increased talent pool Student support Better teamwork Equity .

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Effective Faculty Searches

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  1. Effective Faculty Searches Lynn Hollen Lees Vice Provost for Faculty November 11, 2010

  2. Our Goals • Excellence • Diversity • Interdisciplinary scholarship Effective Faculty Searches | # 2

  3. Why Diversity? • Increased talent pool • Student support • Better teamwork • Equity Effective Faculty Searches |er # 3

  4. A Diverse Pool Penn Standing Faculty 2009 82.5% Population Ph.D. Pool Penn Faculty 12.4% 3.1% 2.0% Effective Faculty Searches | # 4

  5. A Diverse Pool Penn Standing Faculty 2009 74% Population Ph.D. Pool Penn Faculty 26% Effective Faculty Searches | # 5

  6. Comparison to peers Data reflect only tenured and tenure-track faculty Comparison Peers: Brown, Columbia, Cornell, Dartmouth, Duke, Georgetown, Harvard, Johns Hopkins, MIT, Northwestern, Princeton, Rice, Stanford, Chicago, Rochester, Washington University, Yale Source: Data Reported to the U.S. Department of Education Effective Faculty Searches | # 6

  7. Grooming Large and Diverse Pools Active Searches • Know the obstacles • Network before opening search • Use targeted outreach • Use word of mouth Effective Faculty Searches | # 7

  8. Careful and Unbiased Evaluation Harder than you think! • Diffusion of responsibility • Short cuts • Unconscious bias Effective Faculty Searches | # 8

  9. Unconscious Schemas Natural part of perception and evaluation • Beliefs about people • Beliefs about how people “ought” to be Contributing factors • Ambiguity • Stress from competing tasks • Time pressure • Lack of critical mass Fiske (2002). Current Directions in Psychological Science, 11, 123-128. Effective Faculty Searches | # 9

  10. Unconscious Schemas High Women Warmth Whites Asians Blacks Men Hispanics Low Low High Competence Fiske, Cuddy, Glick, & Xu (2002). Journal of Personality and Social Psychology, 82(6), 878-902. Effective Faculty Searches | # 10

  11. Evaluating C.V.s Brian Karen University psychology professors preferred “Brian” over “Karen” by 2:1 Steinpreis, Anders, & Ritzke (1999) Sex Roles, 41, 509. Effective Faculty Searches | # 12

  12. Callbacks Black-sounding names (“Jamal”): 15 resumes = callback White-sounding names (“Greg”): • 10 resumes = callback • Equivalent to 8 extra years experience Bertrand & Mullainathan (2004) Poverty Action Lab, 3, 1-27. Effective Faculty Searches | # 13

  13. Letters of Recommendation Letters for women • Shorter • Fewer references to c.v. • Twice as many gender references • More references to personal life • Fewer standout references (“excellent”) and more “grindstone” references (“hardworking”) • Twice as many hedges and irrelevancies (“It’s amazing how much she’s accomplished”) Trix & Psenka (2003) Discourse & Society, 14(2), 191-220. Effective Faculty Searches | # 14

  14. Influences on Advancement Simulated organizational hierarchy • Start with 50-50 gender mix • Assume 1 percent bias in promotions After eight promotion cycles: • Highest management level 65% male Martell, Lane, & Emrich (1996) American Psychologist, 51, 157-158. Effective Faculty Searches | # 15

  15. Reducing Bias • Reducing ambiguity • Avoiding “solo” presence in pool • Taking time to review applications Dovidio & Gaertner (2000). Psychological Science, 11, 315-319. Fiske (2002). Current Directions in Psychological Science, 11, 123-128. Martell (1991). Journal of Applied Soc Psychol, 21, 1939-1960. Dasgupta & Greenwald (2001). Journal of Pers & Soc Psych, 81, 800-814. Effective Faculty Searches | # 16

  16. Careful and Unbiased Evaluation • Wider accountability • Supportive, diverse committee • Familiarity with research on bias • Structured, evidence-based review • Apply consistent, objective criteria • Evaluate entire application • Treat recommendations with care • Avoid over-reliance on prestige Effective Faculty Searches | # 17

  17. Effective Visits • Show enthusiasm • Offer dual-career and family-friendly policy information • Identify colleagues who can discuss climate for women and minorities • Introduce the city and region • Stay in contact • Be even-handed and transparent in negotiating Effective Faculty Searches | # 18

  18. Partner Status of Penn Faculty Women (n=396) Men (n=553) Source: Stanford Clayman Institute 2006 Survey

  19. Some Resources • Faculty Opportunity Fund • Benefits and Retirements Brochures • Online Application System • HERC • Accompanying Spouse-Partner Program • Relocation Assistance • Child Care Effective Faculty Searches | # 20

  20. Discussion Effective Faculty Searches | # 21

  21. provost-fac@upenn.edu

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