Preparation
- Do not fill positions until you have had an opportunity to analyze the needs of the University and to develop an up-to-date job description. This planning ensures that long-range goals are in everyone’s mind. It counters the tendency of some current department members to prefer candidates similar to them.
- Maintain quality, but check for bias. Racially sensitive admissions policies at major American universities have not compromised quality (Bowen and Box 1998).
- Educate selection committees to ensure that standards are the same for all candidates.
- Attach a $$$ value to diversity recruitment by providing resources and rewards: a budget and a plan for diversity recruitment, teaching remission for active recruitment activities, recognition for recruitment activities in promotion cases.
- Evaluate the effectiveness of diversity recruitment efforts by monitoring diversity indicators in applications and enrollments.
- Create a roundtable to discuss and brainstorm on methods of attracting minority faculty applicants.
