recruitment and diversity: current status and best practices marlene zuk associate vice provost...

Recruitment and Diversity: current status and best practicesMarlene ZukAssociate Vice ProvostFaculty Equity & DiversityUniversity of California, Riverside

Diversity and the University of CaliforniaNot about hiring quotas, or showing preference to particular groupsAllows the best use of our talentRemoving barriers and providing equal access and equal opportunitySometimes those barriers are subtle or subconscious

The importance of diversity: California Universities ConsortiumFor each of our universities, diversity is integral to the achievement of excellence and enhances each institutions ability both to accomplish its academic mission and to serve all the people of California and the nation. May 19, 2006Not an add-on, but part of what we do

Who is our focus?Some variation by area, but generally we are concerned with:Gender equityUnder-represented minorities:African-AmericanChicano/LatinoAmerican Indian/Alaskan Native

What are our goals?Faculty should represent the availability of qualified candidates from each groupSo, for example, all departments are not expected to have a 50:50 sex ratio, or the same % of LatinosWe use federally-mandated data, obtained every year from the National Opinion Research CouncilBased on number of Ph.D.s in each fieldUCR statistics available from the Office of Faculty and Staff Affirmative Action (or from Marlene Zuk)

University of California Presidents Task Force on Faculty Diversity Availability Pool for Ladder Rank Faculty

University of California Presidents Task Force on Faculty DiversityFaculty Headcount 1989-2005

University of California Presidents Task Force on Faculty Diversity Faculty Hiring vs. Availability 2000-01 to 2003-04UC hires women faculty below availability in all fieldsAssistant ProfessorsAssoc & Full Professors

University of California Presidents Task Force on Faculty Diversity Faculty Hiring vs. Availability 2000-01 to 2003-04

UC hires URM below availability in some fields and above in others

GSOE

5059.79Women42.8670.43

8.338.32Black011.34

03.72Hispanic06.12

00.7Amer Ind00.8

Tenured Incumbents

Tenured Availability

Non-tenured

Non-tenured Incumbents

Non-tenured Availability

Percentage

School of EducationFaculty 2005

CNAS

16.7532.56Women29.1737.9

01.98Black03.16

2.542.77Hispanic6.253.93

00.32Amer Ind00.32

Tenured Incumbents


Non-tenured



Percentage

Natural and Agricultural SciencesFaculty 2005

CHASS

36.3146.05Women51.3551.42

2.794.06Black9.465.6

7.264.34Hispanic6.766.67

1.120.4Amer Ind2.70.61

Tenured Incumbents


Non-tenured



Percentage

Humanities, Arts and Social SciencesFaculty 2005

AGSM

14.2933.62Women30.7739.84

7.143.84Black06.6

02.76Hispanic7.694.48

00.43Amer Ind00.49

Tenured Incumbents


Non-tenured



Percentage

Anderson School of ManagementFaculty 2005

BCOE

016.7Women21.7421.16

01.58Black03.48

02.3Hispanic8.73.66

00.3Amer Ind00.33

Tenured Incumbents


Non-tenured



Percentage

Bourns College of EngineeringFaculty 2005

2005Gender

52.647.4

92.17.9

59.640.4

76.923.1

82.117.9

Male

Female

College

Percentage

UCR Faculty Gender2005

Chart1

16.7532.56Women29.1737.9

01.98Black03.16

2.542.77Hispanic6.253.93

00.32Amer Ind00.32

Tenured Incumbents


Non-tenured



Percentage

CNAS 2006

Raw Data

%GSOEBCOECHASSAGSMCNASTOTAL

Male52.692.159.676.982.172.3

Female47.47.940.423.117.927.7

GSOEBCOECHASSAGSMCNAS

White94.75472.246.278

Black5.304.53.80

Hispanic03.26.93.83.2

Asian036.511.446.218.3

Amer Ind001.600

Unknown06.33.300.5

GSOE

WomenBlackHispanicAmer Ind

Tenured

Incumbents508.3300

Availability59.798.323.720.7

Non-tenured

Incumbents42.86000


BCOE


Tenured

Incumbents0000


Non-tenured

Incumbents21.7408.70


AGSM


Tenured



Non-tenured



CHASS


Tenured

Incumbents36.312.797.261.12


Non-tenured

Incumbents51.359.466.762.7


CNAS


Tenured



Non-tenured



NumberGSOEBCOECHASSAGSMCNAS

Male105814620179

Female9599639

Ethnicity

Ethnicity

94.75.30000

5403.236.506.3

72.24.56.911.41.63.3

46.23.83.846.200

7803.218.300.5

White

Black

Hispanic

Asian

Amer Ind

Unknown

College

Percentage

UCR Faculty Ethnicity 2005

MBD0685757E.doc

White female

White male

URM female

URM

male

White female

White male

URM female

URM male

AGSM

1

2

0

0

0

0

0

0

BCOE

0

2

0

1

0

1

0

0

GSOE

0

1

0

0

1

1

0

1

CHASS

9

5

1

3

2

1

1

2

CNAS

3

4

0

0

3

11

0

1

TOTAL

13

14

1

4

6

14

1

4

What can we do?Ensure that recruitment and hiring are fair and as unbiased as possibleTargeted recruitment is legal and desirable, even with Prop. 209; hiring preferences are not

Some myths about hiring and faculty diversityFaculty should reflect the composition of California, or Riverside, or UCR undergradsHiring should reflect availability pool for each fieldWe are striving for equity, not favoritism

Some myths about hiring and faculty diversity (contd)We only use quality as a criterion for hiring. Adding diversity will therefore compromise quality. Quality can be hard to define, and can be applied differently to different groupsUnconscious biases influence our evaluationsExample 1: 147 heads of departments sent fictitious resumes, asked to suggest rank if candidate were to be appointed in their deptSame resume given lower rank if had female nameSimilar results for race, in other situations

Quality is subjective: the myth of pure merit (contd)Unconscious biases influence our evaluationsExample 2: Evaluation of > 300 letters of recommendation for successful candidates in medical school positions (Trix & Psenka 2003)letters for women were shorterletters for men focused on research ability, letters for women on how hard they worked

Letters of recommendation: differences by genderMost common semantic categories of objects of possessive phrases for women:Her trainingHer teachingHer applicationMost common semantic categories of objects of possessive phrases for men:His researchHis skills and abilitiesHis careerBy this measure, women are portrayed more as students and teachers, while men are portrayed more as researchers and professionals.

Myths about hiring and faculty diversity (contd)Relatively few qualified women or minority candidates are available, and these are highly sought-after, so we are unlikely to recruit them.Although availabilities differ, in most cases we are not hiring faculty anywhere close to the proportion that are availableData suggest that minorities are not sought-afterFord Foundation minority postdocs: 89% had just one offer, 54% never approached by any institution for recruitment

Some myths about hiring and faculty diversity (contd)We are doing everything we can, so the situation is already the best it can be.The problem is all due to older white men, so once they die/retire, things will automatically improve.Biases occur in everyone, regardless of gender/ethnicityHiring for many groups has been flat despite increased availabilityMany institutions have made significant changesUC Irvine: 14 of 28 hires in biological sciences over 3 years were women; women faculty went from 16.5% to 25.5%

Quality and DiversityHiring a more diverse faculty will improve quality, not compromise it.Affirmative action brought objectivity to the hiring process, by requiring formal searches with advertisement and interviewsMore heterogeneous groups have greater creativity, bring wider range of viewpoints to academic endeavor.We cannot afford to ignore talent.

Search committees and job advertisementFollow UC procedures (see Recruitment Toolkit)Consider diversity from the beginningCast a wide net, with a broad descriptionMore women and under-represented groups in the pool means greater likelihood of hiring

Generating the applicant poolAdvertise in your usual outlets (we can help)Be proactive have search committee members and others call up potential applicants and invite them to applyBe sure to include assistant professors Evidence suggests women stop looking once they have a job, men dontSuch cherry-picking can greatly increase the number of qualified applicants without flooding the pool

Review of applicationsTake enough timeAt least 10 - 15 minutes per fileMartell 1991: Distracted evaluators under time constraints rated women lower than men for same written job performance; when less pressured, less biasedMake evaluation criteria explicitAvoid the Supreme Court pornography approachConsider qualification grid to help articulate goalsNot a narrow or rigid description of qualities (must have published 7 papers in 2 years), but a way to guard against falling back on biases

InterviewsMake sure everyone search committee, faculty, graduate students knows about appropriate and inappropriate questionsAsk all candidates similar questionsUse Recruitment ToolkitMake information about family-friendly policies available to all candidates

Sources of helpSpeakers in STEM fieldsUC Presidents PostdocsHiring incentivesAdditional candidate fundingDiversity IC supplementsSpousal/partner accommodationNotify me as soon as possibleCan help with on- and off-campus referrals, search waivers

ResourcesMarlene [email protected] of Faculty and Staff Affirmative Actionaffirmativeaction.ucr.edu/[email protected] UCOP Faculty Diversity site:www.universityofcalifornia.edu/facultydiversity/

recruitment and diversity: current status and best practices marlene zuk associate vice provost...

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