hiring diverse faculty: promising practices

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Holistic Review in Graduate Admissions: What We Need to Know

Hiring Diverse Faculty: Promising Practices Diversity in the Biomedical Research Workforce Webinar Series

Thursday, February 2, 1:00-2:00 p.m. ET

If you cannot hear the audio, check the Audio pane on the control panel. You can use your speakers or dial-in using your telephone.You may ask questions at any time using the chat box.Handouts


Nancy AebersoldFounder & Executive DirectorHigher Education Recruitment Consortium (HERC)


What is HERC?



Colleges, universities, hospitals, research entitiesNon-profitMember Governed720 Members18Regional Chapters


We are

the only organization connecting exceptional professionals with institutions that are committed to diversity, equity and inclusion and assisting dual-career couples.


What do we have in common?


Goal we all shareMeeting the academic mission to provide excellence in teaching, research, and service and advance knowledge in areas of importance to the nation and world.


To meet this goal we need the most talented & diverse workforce

A few common challengesHomogeneous applicant pools = homogeneous workforce Inability to identify job opportunities for dual-career spouses/partnersSearch committees and employees with conscious or unconscious biasLimited resources


HERCs Four Strategic AreasProfessional DevelopmentDiversityRecruiting & OFCCP ComplianceDual-Career ResourcesCost Savings

Jennifer C. Danek, MDSenior Director, Urban Universities for HEALTHUSU/APLUSummary of USU/APLU Efforts

Webinar series on Diversity in the Biomedical Research WorkforceShare findings from the USU/APLU/AAMC report (July 2016)Upcoming webinars:www.uuhealth.org/our-work/upcoming-events Overview

Improving Diversity in the Scientific Workforce: Actions for Improving EvidenceCollaborative effort of APLU/USU and AAMC, supported by NIH 70 experts from 28 universities/academic medical centersIdentify research actions for improving evidenceExamined four areas: Diverse Faculty Hiring and AdvancementLeadership, Organizational Change, and Climate;Diverse Student Success;Recruitment and Admissions


Diverse Faculty Hiring and AdvancementHow do we spread effective practices for diverse faculty hiring and advancement?

Problem: Evidence-based practices exist, but we dont know the extent to which they are being used.

Diverse Faculty Hiring and Advancement: Proposed Actions

National Study on Faculty Hiring Practices: determine extent of use of evidence-based practices for diverse faculty hiring

Pilot of Applicant Diversity Statements: Test at a broader set of universities to evaluate effectiveness and identify methods for replicating

Preliminary data supports the use of these statements for increasing faculty diversityand improving climate at the department level. Testing the use of an applicant diversity statement at a broader set of universities and departments in biomedical sciences would provide more rigorous evidence and reveal effective methods for replicating this practice broadly.


Elebeoba May, PhDDirector for Biomedical Engineering Research Program and Associate Professor, University of HoustonReview of the Evidence

Why Diversity? Enriches the teaching and learning environment for ALL students (Piercy et al., 2005; Milem, 2003; Hurtado, Milem, Clayton-Pedersen, & Allen, 1998)Higher quality research outcomes (Van Hartesveldt & Giordan, 2008; Milem, 2001)Aids retention of minority faculty (OMeara, Lounder, & Campbell, 2014; Price et al., 2005)

In the health and biomedical science fields, reduces health disparities and bias in clinical trials (Ford et al, 2008; Noah, 2003; Whitla et al., 2003)Higher journal impact factor and number of citations if co-authors are ethnically diverse (Campbell, Mehtani, Dozier, & Rinehart, 2013; Freeman & Huang, 2014)

Why Diversity?

Expand recruitment networks (e.g. MSIs, diverse professional orgs) (Johnson, Hekman, & Chan, 2016)

Diversity & unconscious bias training for search committees (Sabin, 2008; Fine, 2014)

Include diversity advocates on committee to ensure search is consistent with best practices (Columbia University, 2017; Avery, 2015)

Existing Evidence

Require diverse pool of candidates (Avery, 2015; Proxmire, 2008)Use objective evaluation criteria, rubrics, structured interviews, and standardized interview questions (DiPonio, 2010; Patrick & Yick, 2005)ADVANCE practices for gender diversity (Fine and Handelsman, 2012)

Existing Evidence

Invite applicants to submit a diversity statement describing their past contributions to diversity (Columbia University, 2017;UC Irvine, 2016; UC San Diego, 2010;)Faculty cluster hiring (Urban Universities for HEALTH, 2015; Sa, 2008; Van Hartesveldt & Giordan, 2008)Include diversity language and other signals in the job description (Columbia, 2017)

Promising Practices

Examples & Resources

Candidate diversity statements UCI, UCSDWorkshops for Faculty Search Committees - UW Madison WISELIDiversity and Unconscious Bias Training - University of WashingtonRooney Rule requiring diverse pools - University of Texas, SUNY system

Douglas Haynes, Ph.D., Vice Provost for Academic Equity, Diversity & Inclusion and Director, UCI ADVANCE Program, University of California, IrvineUC Irvines Inclusive Excellence Program

Hiring Diverse Faculty: Emerging Evidence Around Using Diversity Statements in Faculty Hiring Douglas M. Haynes, PhDVice Provost for Academic Equity, Diversity & InclusionProfessor of HistoryFebruary 2nd, 2017

Hiring expectations grounded in national availability by field/sub-field.Equity advisors share best practices and monitor key milestones.Diversity statement required for all applicants for all FTE programs.Targeted outreach to professional associations and affinity organizations.Inclusive Excellence Supplement FTE program. Based on exemplary diversity statements of two unranked finalists. Enabling the Search Process

Diversity Statement Purpose of the Diversity Statement:Underscores campus role as a public land grant research university serving residents of the state.Aligns with academic personnel policy to encourage and recognize faculty contributions to diversity. Reinforces campus strategic goal of increasing faculty participation in diversity, equity, and inclusion activities.Communicates inclusive excellence as a faculty expectation for all applicants.Complements research and teaching interests of applicants and augments skills and competencies.

Diversity StatementImplementation in Search Process:Advertisement. A separate statement that addresses past and/or potential contributions to diversity, equity and inclusion should also be included in the application materials.Application Process. The on-line application system includes a dedicated field for applicants to upload their diversity statements.Evaluation of Statement. Search committees and departments will discuss the strength of the diversity statement as part of the rationale for the proposed list of short-listed candidates to be invited to the campus.School and Campus Accountability. Each dean will consider the diversity statements of finalists and summarize the diversity activities of new hires as part of their annual report to the provost.

Diversity Statement Evaluation Grid

Purpose is to identify candidates who have job skills, experience, and/or willingness to engage in diversity-type activities that could enhance campus diversity efforts.Underscores our public commitment to Equity, Diversity, and Inclusion.Aims to change the culture in faculty commitment to Equity, Diversity, and Inclusion activities.

Note: Faculty includes Assistant Professors, Associate Professors, Professors. Excluded are Lecturer (SOE/PSOE) and "in Residence," or "Clinical_/X" series. Under-represented Racial and Ethnic Minority Faculty: Total Faculty and New Hires, 2006-2007 through 2016-2017

Formal inclusive excellence activities include participation in programs and initiatives sponsored or hosted by campus units that advance diversity, equity, and inclusion for undergraduates, graduate students, postdoctoral students, and faculty. The activities range from participation in recurring programs and initiatives, attendance at unit and campus events, and recognition (awards, prizes, and grants). The latter may include Senate Midcareer Service Awards, Inclusive Excellence Spirit Grants, ADVANCE Dependent Care Travel Awards, UC President's and UCI Chancellor's Postdoctoral Mentors, and UC-HBCU Grant PIs. For more information, visit http://inclusion.uci.edu/.

Hannah Valantine, M.D., Chief Officer for Scientific Workforce Diversity, National Institutes of HealthNIH Diversity Priorities

Please submit questions through the chatbox

Panel Discussion

Contact info:Julia Michaels, Project [email protected] (202) 478-6071http://www.uuhealth.org

Next webinar

Tracking Student Access to High-Impact Practices in STEM: Wednesday, March 8, 1:00-2:00 p.m. Eastern Time

Wrap Up