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IUB FINAL update: Power has been restored to residence halls, IMU and other areas. Full restoration expected soon. We continue to monitor the situation.

December 1, 2022, 9:42 PM EST

IUB FINAL update: Power has been restored to residence halls, IMU and other areas. Full restoration expected soon. We continue to monitor the situation.

Recruitment

Domain 4: Recruitment

Goal 4a: The SoE community will increase the number of faculty of color hired and retained.

Goal 4b: SoE community will actively recruit faculty of color.

Strategic Actions/Initiatives

  • Recruit and retain faculty of color.
  • Develop a search “toolkit” of comprehensive guidelines for faculty searches and a tool kit to explore creative options to attract faculty of color.

Best Practices4

  • Require hiring committee to participate in workshop/trainings (e.g., implicit bias).
  • Educate members of the hiring unit so that they understand how they can constructively contribute to a successful search with a diverse pool of faculty applicants.
  • Modify the search process (e.g., job postings and visit schedules) to better match the needs and interests of faculty of color and those from historically underrepresented groups.
  • Ensure a diverse search committee with members who understand how diversity is a priority for the hiring unit.
  • Utilize faculty networks to build a more diverse pool of applicants.
  • Network with current and potential faculty of color and those from historically underrepresented groups at other institutions, which may even include inviting individuals to campus prior to a search.
  • Consider the full range of faculty candidate qualities and how those qualities could contribute to the goals of the hiring unit and the SoE’s goals of increasing representation across a range of identities.
  • Engage in open communication with faculty candidates about the strengths and challenges of the hiring unit, school, and community.
  • Connect faculty candidates to people across campus and in the community who share their interests and potential concerns when they visit campus.
  • Consider alternatives to “regular” search processes (e.g., targeted hiring, cluster hiring, post-doc positions) to increase the number of faculty of color hires and those from historically underrepresented groups.

Accountability Measures

Strategic Action/Initiative Metric Responsible Unit(s) Timeframe
Recruit and retain faculty of color.The number of faculty of color recruited and retained as reported annually.Dean’s Office, Executive Associate Dean, SoE Faculty, and SoE Department ChairsOngoing
Develop a search “toolkit” of comprehensive guidelines for faculty searches and a tool kit to explore creative options to attract faculty of color.“Toolkit” developed.Committee on DiversityMay 2021

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4 Some of the best practices included were informed by the following: http://www.cuny.edu/wp-content/uploads/sites/4/page-assets/about/administration/offices/hr/diversity-and-recruitment/DiversityActionPlan09_17_14.pdf

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