FACULTY
STRATEGIES Hiring, retention and promotions are the mechanisms by which our faculty diversity improves. To accomplish these goals, we have identified strategies to achieve desired outcomes. The strategies have been prioritized by level of importance, 1 to 3, with a timeline. Level 1 strategies should be prioritized immediately with the remaining implemented as part of the five-year plan. GOAL 1: Improve access and equity for historically underrepresented minorities and women faculty. STRATEGY A: CREATE HIRING PRACTICES TO ENHANCE THE DIVERSITY OF HIRING PRIORITY LEVEL 1
Each department should develop a departmental diversity recruitment plan to address its specific conditions and goals.
Plans should include a review of historical data about hiring pool composition and how it compares to candidates who were interviewed, invited for campus visits and made offers. This data can be used to identify opportunities to improve practices and develop plans and strategies to cultivate diversity in the applicant pool, ensuring procedures are free of explicit and implicit bias. This approach helps to promote intellectual diversity and contribute to the production of innovative and transformative knowledge. Create a hiring procedures checklist at the college level. Develop aspiration goals and search approvals. Create search training. Develop hiring process accountability. Faculty search
For each search, the department will work with the associate dean of faculty and Dietrich College’s director of diversity and inclusion to determine appropriate aspirational goals for what constitutes a diverse applicant pool and set of campus invitations. All searches will strive to have diversity in gender and race for both applicant pools and campus invitations. All searches must get approval from the dean to continue the search related to the diversity of the applicant pool and for the campus invitation list.
For every search, at least three faculty members (the department head, the search chair and a faculty member who is assigned the role of diversity advocate) will be trained on search best practices and how to use the Dietrich College Faculty Hiring Checklist. Training will take place every year and will be conducted by the Dean’s Office.
A ll hiring will follow the Dietrich College
committee members can voice concerns to the dean, to training facilitators or to the faculty ombudsperson group (see below under climate) if practices are compromised. The dean’s approval will be required for each of the following stages: • request for faculty search and hire; • approve applicant pool demographic diversity prior to contacting and scheduling interviews; • approve job offer packaging incentives based on robust interview pool; and • report search process for future lines.
Faculty Hiring Checklist, including procedures to diversify the applicant pool, set objective criteria for evaluation, interview and selection procedures.
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DIETRICH COLLEGE DIVERSITY, EQUITY AND INCLUSION PLAN
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