Be A Finder and A Keeper of Diverse Talent

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Be A Finder and A Keeper of Diverse Talent

• Leigh Settlemoir Dzwik
• Academic Human Resources
• Joi Cunningham
• Office of Inclusion Intercultural Initiatives

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Successful Searches

• Successful searches begin with successful search
  committee members trained, dedicated, and
  experienced individuals.
• Search committees succeed when they build highly
  qualified, diverse applicant pools.
• Highly qualified, diverse applicant pools lead to
  the potential for outstanding hires which, in
  turn are natural recruitment vehicles for the
  next searches.

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Successful Search Committees

• Transform the search process
• Commit to diversity through action
• Build a diverse applicant pool
• Avoid exclusionary thinking in recruitment,
  selection and hiring
• Be aware of unconscious bias

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An Example of Exclusionary Thinking

• They must have attended the right school,
  training program, etc.
• Consider the situation of the National Football
  League.
• If they only considered those from traditionally
  outstanding programs (e.g., Oklahoma and other
  Big 12 schools), would John Elway have had the
  opportunity to lead the Broncos to two Super Bowl
  victories?

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Unconscious Bias

• Unconscious bias is based on a stereotype.
• A stereotype is a standardized mental picture
  that represents an oversimplified opinion,
  affective attitude or uncritical judgment about a
  group. (Merriam Webster Online).
• MIT/University of Chicago study sent 5000
  resumes to help wanted ads in Boston and Chicago
  with stereotypical white and black names.

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Search Committee Composition

• The composition of the search committee is
  critical to its success. Involve people with
  diverse perspectives and fresh ideas.
• Note Departmental faculty not on search
  committee still play critical role in search
  process.

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Search Committee Myths

• Fact or Fiction

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Fact or Fiction?

• The few faculty of color are being sought out by
  numerous institutions, and are not affordable.
• Fiction!
• Reality Some minority and women faculty weigh
  location and job environment more than salary so
  market your assets!

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Fact or Fiction?

• Faculty of color wont select academethey choose
  more lucrative positions in government or
  industry.
• Fiction!
• Reality Minority and women PhDs are no more or
• less likely to work in academe than other PhDs.

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Fact or Fiction?

• Minority scholars are not available in the STEM
  disciplines.
• Fiction!
• Reality Although numbers are low recent PhDs
  and Post Docs are available.

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So, Where do we Begin?

• We need to know what role each affected area
  plays in the search process.

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Key Faculty Search Areas
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Key Faculty Search Areas

• Search Committee
• Prepares selection criteria, evaluation
  information and advertisements.
• Corresponds with applicants.
• Screens candidates and recommends for interview.
  Conducts interviews and reference checks.
• Recommends candidates to hire.

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Key Faculty Search Areas

• Department Chairperson (if applicable)
• Appoints search committee
• Approves recommendations of search committee
• Interviews candidates
• Dean/Director
• Approves recommendations of search committee
• Interviews candidates
• Prepares offers to candidates

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Key Faculty Search Areas

• Inclusion Director/Provosts Office
• Approves recommendations of the search committee
• Interacts with search committee regarding
  procedures
• Summarizes candidate data and information
  relative to protected groups with regard to the
  position

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Tip

• Cast a Wide Net
• Its important to recruit from a wide range of
• sources and use a variety of methods to cast a
  wide net.
• If you need extra resources, contact the Office
  of Inclusion.

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Job Advertisement RULE

• Do not post job announcement until
• 1) Search Committee has reviewed
• 2) Dean/Director has reviewed and
  approved
• 3) Office of Inclusion has reviewed and
  approved

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TIPS

• If you are not going to consider applicants,
  until all materials are received, indicate so in
  your job ad.
• Remember Outstanding candidates often do not
  apply for advertised positionsyou must court
  these potential applicants.
• Graystone Advertising make them work for you!

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Recruitment Guidelines Regarding the Immigration
Process

• Change in the law related to permanent
  residency-- National Print Ad No Longer
  Required!! Can still place national print
  advertisement but can use electronic or web-based
  national professional journal too.
• What is required if use electronic or web-based
  national professional journal?
• Advertisement must be posted for at least 30
  calendar days
• Documentation of advertisement placement required
• Documentation of advertisement placement must
  include evidence of the start and end dates
• Documentation of advertisement placement must
  show text of advertisement
• NO POSTION WILL BE APPROVED FOR INTERVIEW UNLESS
  THERE IS DOCUMENTATION OF ADVERTISEMENT
  PLACEMENT. TEAR SHEETS OR SIMILAR DOCUMENTATION
  MUST BE UPLOADED TO THE PEOPLE ADMIN SYSTEM AS
  PART OF THE INTERVIEW PROCESS.

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Search Committee Methods

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Nepotism

• Cannot give the appearance of or favor relatives
  or those with which you have a personal
  relationship
• No involvement in the search process
• No direct or indirect line of supervision
• Such relationships must be disclosed to Academic
  Human Resources
• Might pose a conflict of interest in
  contravention of Board of Trustees policy
• Conflict of Interest Policy In the Appointment
  and Assignment of Related Employees

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Sample Initiatives to RR Diverse Talent

• Invite minority and women scholars to campus to
  present symposia, etc.
• Provide mentoring and other resources for junior
  faculty, esp. important for women and minority
  faculty.
• Build cultural competency into clinical and
  educational experiences.
• Build diversity into curriculum.

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Sample Diversity Initiatives (contd)

• Messages start with words and behavior of leaders
  (deans, department chairs, etc.).
• Build networks and resources/ continuous
  recruiting.
• Grow the pipeline.
• Champion Diversity Initiatives at OU ERGs,
  programming, Welcome Committee, policies!!

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Committee Member Responsibilities

• ALL search committee members share responsibility
  to attract diverse pool and ensure fair and
  equitable treatment of all applicants.

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Outreach Activities

• Telephone calls
• Personalized letters to potential applicants
• Personalized emails
• Talk face-to-face with people who might nominate
  candidates

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Outreach Activities (contd)

• Approach potential candidates at professional
  meetings.
• Consult with diverse faculty members on campus
  about outreach activities.
• Contact traditional professional organizations
  that have affiliated groups for women,
  minorities, and other underrepresented groups.
• Other ideas?

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RULES

• Committee must establish selection/evaluation
  criteria and scoring process before reviewing
  applicant materials.
• Internal applicants should not participate in
• the evaluation process of other applicants.

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Applicants

• Treat all applicants consistently and fairly.
• Be courteous and prompt in correspondence.
• Remember your own experiences as an applicant.

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Tip

• The search committee does not need to wait until
  the materials submission deadline to review
  applicant materials. Review may begin at any
  time.

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Everyones Materials Are In

• Now What??

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RULES - CONFIDENTIALITY

• All discussions among committee members are
  confidential.
• Applicant names and materials should be kept in
  secure location.
• Confidentiality breeches should be disclosed to
  committee chair.

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Interview Format

• Formal selection interviews are conducted by the
  search committee and sometimes additional
  evaluators.
• Must be consistent for all applicants.
• Use questions that cover major job functions and
  desired skills/abilities only.
• Must ask same questions of all applicants, but
  can ask varying follow up questions depending on
  applicants answers and/or experience/education.
• Use interview questions to probe potential
  using what if type questions.

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Interview Tips

• Committee members who miss some or all of the
  interviews should not participate in discussions
  of rank ordering of applicants, but may provide
  comments on those that they attended.
• You or the applicant have questions
• Academic Human Resources Ex2922
• Office of Inclusion Ex3496

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Interview Tips (contd)

• Inappropriate interview venues
• Sporting Events
• Gentlemen's Club
• Dinner with Partner/Spouse and Family
• House Parties

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RULE

• Do not ask about or discuss the following
• (even if applicants volunteer the information)
• - age
• - sexual orientation
• - marital status
• - religion
• - children (present or future)
• - ethnicity/culture
• - veteran status
• - disability status
• - Pregnancy and Health

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Ensuring a Positive Campus Visit

• Arrange for applicants to meet with other faculty
  of similar interests or backgrounds on campus.
• Prepare welcome packet for campus visits (e.g.,
  handbooks, school/dept policies, benefits
  summary, web site info, regional activities,
  chamber of commerce materials, etc.).
• MI-HERC Dual Career Issue

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Concerns of Minority/Women Faculty

• Concern about struggles with promotion due to
  race/ethnicity (perception that they might not
  fit the profile)
• Having gender/ethnicity given more attention than
  credentials (often report that their race is
  mentioned first, not their academic credentials)
• Being expected to work harder than
  non-minority/male colleagues

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More Concerns

• Being treated as a token and feelings of
  isolation
• Being expected to handle minority affairs
  (expected to be experts on their racial or
  ethnic group)
• Concern about whether they can maintain their
  cultural identity under pressure to fit in

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Ways to Address Concerns

• Connecting faculty with campus resources and
  support
• Mentoring programs
• Clearly stated standards and procedures for
  advancement

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RULE

• No negotiations with finalists, even verbal, are
• to occur prior to Provosts Office review and
• approval of the search and the finalist list.

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When to Use Faculty Search Waivers

• Not enough time to perform a search
• Renewing a visiting faculty contract (must be
  completed each year)
• Outstanding individual (with detailed explanation
  attached)
• Make certain to attach CV to the completed form
  for submission/approval

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Faculty Search Resources

• Turner, Caroline S.V. 2002. Diversifying the
  faculty A guidebook for search committees.
  Washington, D.C. Association of American
  Colleges Universities.
• www.aacu-edu.org
• Barker, Kathy. 2002. At the helm A laboratory
  navigator. Cold Spring Laboratory Press. (Covers
  personnel issues in a laboratory setting. Geared
  toward new Principal Investigators.)

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Faculty Search Resources (contd)

• http//www.oakland.edu/ahr
• Academic Human Resources website
• http//www.oakland.edu/?id59sid66
• Office of Inclusion and Intercultural Initiatives
  website

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Questions?