When hiring faculty, it’s important to remember that diversity and excellence go hand-in-hand. The UC Davis ADVANCE program seeks to facilitate the adoption of the best-practices for conducting fair, equitable, and successful search faculty searches by collecting and disseminating best-practice information and resources.
Research shows that search committees succeed in hiring qualified women and people of color when they are proactive and consciously committed to building a diverse applicant pool and engaging in equitable review processes. We encourage departments and colleges to use the following resources to inform their faculty search and recruitment processes.
We are pleased to announce that UC Davis ADVANCE recently developed the below example of a job ad description of UC Davis diversity efforts. We welcome you to use this example for your college/school’s job ads.
Most fields have listservs, email groups, and other resources that can help you identify or reach qualified underrepresented candidates. Below are some resources that other universities commonly use to diversify their search pools. This list is not exhaustive, so we encourage search committees to investigate discipline-specific resources that may be available through academic and professional organizations.
Written and compiled by Eve Fine and Jo HandelsmanUniversity of Wisconsin2005
This guidebook provides advice from experienced and successful search committee chairs and from research and advice literature on academic search strategies.It is produced by The Women in Science & Engineering Leadership Institute (WISELI), a research center at the University of Wisconsin-Madison. WISELI was formed in 2002 with funding from the National Science Foundation’s ADVANCE: Institutional Transformation program.
In this article, Daryl Smith, professor of education and psychology at the Claremont Graduate University, identifies the prevailing ideas – myths – about diversifying the faculty that impede the search process, along with strategies that institutions might consider as they explore what diversity can contribute to higher education.
Caroline Sotello Viernes TurnerAssociation of American Colleges & Universities2002
Informed by the growing research literature on racial and ethnic diversity in the faculty, this guidebook offers specific recommendations to faculty search committees. Many of these recommendations are also based on first-hand observations, testimonials, and conversations with faculty of color2. The primary goal of this guidebook is to help structure and execute successful searches for faculty of color. Although focused on junior-level faculty searches, many of the recommendations also can be applied across ranks and disciplinary lines.
The decision to join the faculty at UC Davis can depend on the availability of career opportunities for a spouse or partner. UC Davis is committed to helping to identify employment opportunities for the partners of new faculty recruits. The following are resources that may be helpful for search committee chairs, department chairs, and job candidates in dual-career couples as they proceed through the recruitment process.
The Consortium on Race, Gender and Ethnicity (CRGE), established in 1999, is a university–wide, interdisciplinary research center, the first of its kind in the CIC and the nation, that is dedicated to the promotion of intersectional scholarship examining the lived experiences of historically underrepresented minorities (URM) and dimensions of inequality, and the mentoring of intersectional and URM groups in the pipeline from undergraduate degrees through early career faculty.
The National Science Foundation began supporting ADVANCE initiatives in 2001, and has awarded over $130M in funding for a variety of programs. The most significant efforts seek to create permanent institutional transformation.
Professional disciplinary groups allow members to meet, engage, and share knowledge. This effort is particularly important to foster supportive, collaborative networks among scientists from under-represented groups.
We have compiled multiple publicly available databases of the published research related to NSF ADVANCE program efforts to increase diversity in STEM education and the STEM labor force. These include the literature on implicit bias, mentorship and other topics.
Balance is real challenge facing many faculty, particularly women with children. The perception (and reality) of the inflexibility and rigor of an academic career is one cause for the lack of diversity in STEM disciplines.