What is the academic case for faculty diversity? What are the most effective practices departments can implement? The Faculty Search Toolbox contains resources, templates, and breakthrough practices for recruiting diverse faculty to NC State. It lays out recommended processes for search committees and who to contact for help with implementation.
Databases and online resources to identify potential candidates
- Ford Foundation Fellows Directory: http://nrc58.nas.edu/FordFellowDirect/Main/Main.aspx
- SREB Doctoral Scholar Directory: http://dspdirectory.sreb.org/default.aspx (requires membership. If you are an NCSU employee contact firstname.lastname@example.org for information about how to access).
- SACNAS Member Directory: https://sacnas.org/member-directory (requires membership)
- GEM Fellowship Program Alumni: http://www.gemfellowship.org/about/about-gem
- Linked In!
- The Registry: http://www.theregistry.ttu.edu/ (Note: job-seekers can enter their information for free, but recruiters must subscribe)
- Building Future Faculty alumni directory: http://oied.ncsu.edu/faculty/building-future-faculty-program/
Recommended three-part process for search committees
Contact Laura Severin, Special Assistant to the Provost and Professor of English, or Marcia Gumpertz, Assistant Vice Provost for Faculty Diversity, to start the three-part process for your search committee.
Step 1: Invite your dean or Daniel Solomon, Dean of the College of Sciences, to the first meeting of the search committee to provide an introduction to the academic case for diversity and to show the committee some of the resources available for identifying potential candidates in your discipline.
Step 2. Invite a representative from the Office for Institutional Equity and Diversity (OIED) to provide a Search Committee Orientation. This can be done during the first meeting of the search committee. This is a general orientation to the standard processes and best practices of search committees. The Orientation provides answers to many frequently asked questions about who is responsible for what and how to do the various tasks associated with recruiting and hiring faculty. Contact 919-515-3148 to schedule a search committee orientation.
Step 3. Host a discussion about the effects of unconscious bias in faculty searches and how faculty can recognize and interrupt unconscious bias. Hold this discussion at the point when search committee members begin reviewing the applications. Laura Severin and an OIED Faculty Liaison will facilitate this discussion.
This three-part process has been used by all of the Chancellor’s Faculty Excellence Search Committees and is having a measurable impact on the diversity of faculty hired.
Position announcement template, sample candidate evaluation form, search committee guidelines, and videos
- Position announcement template for tenure track positions. This template can be modified to suit your positions.
- Developing Diverse Department Faculties: A Guide for Department Heads For hard copies of this pamphlet or an online version with an accessible format, please contact email@example.com.
- Office for Institutional Equity and Diversity resources: Guidelines for Recruiting a Diverse Workforce; 2011 Faculty Search Video, and more.
- Video “Interrupting Bias in the Faculty Search Process”
- Sample candidate evaluation form
Target of Opportunity Hiring Program and assistance for dual career couples
- Target of Opportunity Hiring Program, including spouse and partner faculty hiring: rationale and procedures
- Job search assistance for non-academic partners
NC State’s Target of Opportunity Hiring Program (TOP)
Target of opportunity hiring allows departments speed and flexibility in securing outstanding candidates who can help improve the quality and diversity of NC State’s faculty and professional staff. The target of opportunity hiring program accelerates the hiring process by allowing departments to take advantage of the availability of a specific scholar instead of requesting a new position and then searching for candidates who fit the description.
- hiring nationally renowned scholars in targeted curricular growth areas
- attracting outstanding senior scholars
- adding senior leadership to a program
- diversifying the faculty
- accommodating spousal or partner hires.
The Provost may fully or partially fund the position; agreements are made between departments and the administration (Dean and/or Provost) on a case-by-case basis. Provost’s funding may be provided permanently or for a fixed period after which the department will be expected to assume responsibility for the position. Funding for target of opportunity hiring can come from department, college or Provost’s funds.
Set up meetings for faculty candidates with diverse faculty
There are compelling reasons for institutions to take measures to increase faculty diversity:
- Stereotype inoculation. Academic contact with successful female scientists benefits female students’ self perception and motivation in STEM. Dasgupta, et al. 2011, Journal of Personality and Social Psychology.
- Cognitive benefits for students and faculty. Interaction with diverse faculty and student body promotes enhanced perspective taking, increased self-awareness, better cross-cultural skills and team work, expanded comfort zone.
- Access to the best talent: Our society cannot afford to do without Black, Hispanic/Latino, American Indian and women faculty. All of these groups are currently highly underrepresented among university faculty. Women are roughly half the population and American Indians, Latinos, and African Americans make up roughly 30% of the population.