The Office for Inclusion and Intercultural Initiatives monitors academic search and selection procedures, in cooperation with the Office of Academic Human Resources, in the academic hiring process. Specifically, the office monitors the following activities:
The office looks for evidence of recruitment sources used to attract a highly qualified, diverse, and good-sized pool of candidates. Positions within the tenure system, unless limited to an internal search, are generally advertised nationally. Other continuing appointment system positions are generally advertised nationally or within an appropriate geographic area for the appointment. The recruitment plan should include sources that target diverse populations, with emphasis on attracting gender or racial/ethnic diversity.
The office can assist departments in identifying customized and low-cost recruitment resources.
Unit-Level Hiring Pattern
The office looks for evidence of creative recruitment strategies that will attract a diverse applicant pool. Advertising a position only in traditional publications frequently results in creating only a traditional applicant pool. A position should be publicized in a manner that will bring it to the attention of women and minorities, and the search committee should actively seek to identify qualified applicants from these groups.
The office looks for evidence of a diverse pool of qualified applicants.
Final (On-Campus Interview) Pools
The office looks for evidence of a diverse interview pool. The unit should be prepared to provide a description of efforts made to increase the diversity of the applicant pool.
Note: The Academic Hiring Procedures state that search committees must not contact final candidates to set up interviews and must not send letters of rejection until the Office for Inclusion has approved the final candidate list.
Role of the Search Committee
Each search committee is expected to have a member (of any gender or race/ethnicity) designated to act as affirmative action advocate. This member, along with the search committee will evaluate the search on an ongoing basis, in terms of the goals and principles of affirmative action, equal opportunity, nondiscrimination, and diversity. The advocate should bring deficiencies to the attention of the search committee (or as necessary to the attention of the chairperson) for corrective action.
Things to Avoid in the Search Process
- Discriminatory bias, prejudice, or stereotyping in communications, including but not limited to committee discussions, written communications, and interview questions.
- Inadequate/ineffective search strategies for identifying diverse qualified individuals and soliciting applications from such individuals
- Inadequate representation of diversity among applicants or candidate pools
- Discriminatory bias, prejudice or stereotyping in criteria for the evaluation of applicants’ materials and candidates’ interviews
Contact the Office for Inclusion and Intercultural Initiatives at 517-353-4563 or email@example.com.