When engaging in the faculty search and screen process, it is important to understand how implicit bias and other factors may impede the cultivation of a diverse hiring pool of candidates. The following resources are provided to increase self-awareness in search committee members as they strive to execute a fair and equitable search process.
TO BE ADDED TO ALL FACULTY POSITION DESCRIPTIONS:
As the state’s premier urban research institution, IUPUI is committed to being a welcoming campus community that reflects and enacts the values of diversity, equity and inclusion that inform academic excellence. We seek candidates who will not only enhance our representational diversity but whose research, teaching, and community engagement efforts contribute to diverse, equitable, and inclusive learning and working environments for our students, staff, and faculty. IUPUI condemns racism in all its forms and has taken an anti-racist stance that moves beyond mere statements to interrogating its policies, procedures, and practices. We hope to identify individuals who will assist in our mission to dismantle racism so that everyone has the opportunity to succeed at IUPUI.
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Schools with operations on more than one campus should adapt as much of this language as reasonably possible, while indicating the specific IU campus on which the position is based and aligning with that campus’ state values for diversity, equity, and inclusion.
This statement was approved by the Strategic Academic HR Council: Rachel Applegate, Camy Broeker, Margie Ferguson (chair), Gina Sanchez Gibau, Kathy Johnson, Anne Mitchell, Mansi R. Singh, Juletta Toliver, Biannca Yates.
SAMPLE
Provide a statement that describes how your research, teaching, and/or service has contributed or will contribute to the advancement of diversity, equity, and inclusion (DEI), considered integral to the institution and the intellectual work of faculty. Question prompts are only suggestive.
Evidence should include:
- Examples that demonstrate intellectual thought: how one conceptualizes DEI and its importance in higher education
- Why is DEI an imperative in higher education today?
- How is DEI articiulated in your own work as a faculty member?
- How is DEI treated in your discipline?
- Articulation of acquired knowledge, skills, and competencies
- What is your current understanding of DEI? How have you acquired that knowledge?
- What additional training or professional development have you received?
- What opportunities have you had to enact your competency in DEI matters?
- Examples of work: contributions toward enhancing DEI related to faculty/administrative role
- What treatment does DEI have in your classes? In your department?
- How has DEI been incorporated into your community-engaged scholarship?
- How have you contributed to overall DEI efforts on campus?
- How is DEI integrated through mentorship?
- Proposed actions: in consideration of institutional context
- What specific goals and objectives do you have for advancing DEI at IUPUI in a faculty/administrative role?
- What specific actions to you plan to implement in fulfillment of those goals/objectives?
- How does your planned actions relate back to the specific context of IUPUI and its faculty, staff, and students?
The School of Science has a standard operating procedure for faculty searches. The dean charges each search committee, reminding the committee of the shared strategic plan goals that the school community has set to improve faculty diversity. In this meeting, the value of faculty diversity is discussed, strategies to build a diverse pool of applicants are reviewed, and the science of unconscious bias is considered. Throughout the search process, the dean and the committee chair stay in touch to ensure that best practices are in place and so that appropriate resources are available.
The School of Education ensures that their hiring committees are intentionally diverse and requests representation from the Office of Equal Opportunity for all searches. The dean provides the charge to each committee to search for applicants who bring diversity to the organization. The school searches purposefully for critically conscious individuals and in specific places, such as at conference sessions at which people of color are presenting. The school regularly consults with faculty from all over the globe when they recruit, which has resulted in them consistently having a robust pool of diverse candidates and a national reputation of equity mindedness that attracts steady inquiry from potential candidates.
The University Library has a standardized, documented process for librarian and staff searches. Library Administration assists with drafting of all job postings to ensure that the text is as gender neutral as possible, and that the library’s commitment to diversity and inclusion is represented. The library uses a via a wide variety of avenues through which to communicate about and post open positions to ensure a diverse pool of qualified applicants. Each search committee is comprised of a diverse group of both librarians and staff who meet with the Dean to receive their charge and to review search & screen policies and procedures with library HR staff. The library provides and continually updates tools and resources for committees to support the search process. In the first stage of the search, leading up to phone interviews, all candidate application materials are de-identified and labeled alphabetically, then made available to committee. Once phone interview candidates have been selected, committee members are invited to access the candidates’ full applications in PeopleAdmin. Following on-campus interviews, the Dean meets with the search committee chair to review the hiring objective. The University Library Dean and Associate/Assistant Deans reserve the right to ask a committee to reconsider their final candidate selection based on the needs and goals of the library as a whole, as aligned with campus strategic priorities.
- Project Implicit: Implicit Association Test (IAT)
- Reviewing Applicants Research on Bias and Assumptions (WISELI)
- How to Prepare a Diversity Statement (Pomona College)
- Questions to Ask to Help Create a Diverse Applicant Pool
- Bensimon: New Policies are Needed to Recruit Racially and Ethically Diverse Faculties
- Diversifying the Faculty (AAC&U)
- Diversity, Inclusion, and Compliance: Similarities, Differences, and How They Can Work Together(INSIGHT into Diversity)
- Gasman: http://hechingerreport.org/five-things-no-one-will-tell-colleges-dont-hire-faculty-color/
- Kets: Want More Innovation? Get More Diversity
- Managing Unconscious Bias: Paradigm
- HBR: Diversity Doesn’t Stick Without Inclusion
- Hrabowski III: Growing Faculty Diversity is a Shared Responsibility of Critical Importance
- Rockquemore: For a Diverse Faculty, Start with Retention
- Schoenberger: Can You Spot Diversity? (Probably Not)
- The A to Z of Dual-Career Couples
- Malatestinic: Your brain, wired for shortcuts, may lead to biased hiring
- The Chronicle of Higher Education: www.chronicle.com
- E-mail: moc[dot]elcinorhc[at]sboj (for advertising)
- Academic Diversity Search: http://www.academicdiversitysearch.com/
- American Association for Access, Equity, and Diversity (AAAED): http://www.aaaed.org/aaaed/default.asp
- American Indian Science and Engineering Society (AISES): www.aises.org
- Email: gro[dot]sesia[at]ofni
- Association for Women in Science: www.awis.org
- E-mail: gro[dot]siwa[at]siwa
- Diverse Issues in Higher Education: http://diversejobs.net/
- Diversity in Higher Education: http://diversityinhighereducation.com/
- HigherEdJobs.com: www.higheredjobs.com
- E-mail: moc[dot]sboJdErehgiH[at]selas
- Higher Education Recruitment Consortium: http://www.hercjobs.org/
- Hispanic Outlook on Education Magazine: www.hispanicoutlookjobs.com
- E-mail: moc[dot]kooltuocinapsih[at]ofnI
- Inside Higher Ed: http://careers.insidehighered.com
- INSIGHT Into Diversity: www.insightintodiversity.com/
- E-mail: moc[dot]ytisrevidotnithgisni[at]ofni (for advertising)
- Journal of Blacks in Higher Education: http://www.jbhe.com/jobs/
- Email: moc[dot]ehbj[at]sda (for advertising)
- Latinos in Higher Ed: www.latinosinhighered.com
- National Society of Black Engineers: www.nsbe.org
- E-mail: gro[dot]ebsn[at]ofni
- Society for Advancement of Chicano & Native Americans in Science (SACNAS): www.sacnas.org
- E-mail: gro[dot]sancas[at]ofni
- Society of Women Engineers: http://societyofwomenengineers.swe.org
- E-mail: gro[dot]ews[at]qh
- Tribal College Journal of American Indian Higher Education: http://tribalcollegejournal.org
- Women in Higher Education: www.wihe.com
- E-mail: moc[dot]yeliw[at]sbusbj
