1 / 23

Effective Faculty Searches

Effective Faculty Searches. Lynn Hollen Lees Vice Provost for Faculty November 11, 2010. Our Goals. Excellence Diversity Interdisciplinary scholarship. Effective Faculty Searches | # 2. Why Diversity?. Increased talent pool Student support Better teamwork Equity .

nuala
Télécharger la présentation

Effective Faculty Searches

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Effective Faculty Searches Lynn Hollen Lees Vice Provost for Faculty November 11, 2010

  2. Our Goals • Excellence • Diversity • Interdisciplinary scholarship Effective Faculty Searches | # 2

  3. Why Diversity? • Increased talent pool • Student support • Better teamwork • Equity Effective Faculty Searches |er # 3

  4. A Diverse Pool Penn Standing Faculty 2009 82.5% Population Ph.D. Pool Penn Faculty 12.4% 3.1% 2.0% Effective Faculty Searches | # 4

  5. A Diverse Pool Penn Standing Faculty 2009 74% Population Ph.D. Pool Penn Faculty 26% Effective Faculty Searches | # 5

  6. Comparison to peers Data reflect only tenured and tenure-track faculty Comparison Peers: Brown, Columbia, Cornell, Dartmouth, Duke, Georgetown, Harvard, Johns Hopkins, MIT, Northwestern, Princeton, Rice, Stanford, Chicago, Rochester, Washington University, Yale Source: Data Reported to the U.S. Department of Education Effective Faculty Searches | # 6

  7. Grooming Large and Diverse Pools Active Searches • Know the obstacles • Network before opening search • Use targeted outreach • Use word of mouth Effective Faculty Searches | # 7

  8. Careful and Unbiased Evaluation Harder than you think! • Diffusion of responsibility • Short cuts • Unconscious bias Effective Faculty Searches | # 8

  9. Unconscious Schemas Natural part of perception and evaluation • Beliefs about people • Beliefs about how people “ought” to be Contributing factors • Ambiguity • Stress from competing tasks • Time pressure • Lack of critical mass Fiske (2002). Current Directions in Psychological Science, 11, 123-128. Effective Faculty Searches | # 9

  10. Unconscious Schemas High Women Warmth Whites Asians Blacks Men Hispanics Low Low High Competence Fiske, Cuddy, Glick, & Xu (2002). Journal of Personality and Social Psychology, 82(6), 878-902. Effective Faculty Searches | # 10

  11. Evaluating C.V.s Brian Karen University psychology professors preferred “Brian” over “Karen” by 2:1 Steinpreis, Anders, & Ritzke (1999) Sex Roles, 41, 509. Effective Faculty Searches | # 12

  12. Callbacks Black-sounding names (“Jamal”): 15 resumes = callback White-sounding names (“Greg”): • 10 resumes = callback • Equivalent to 8 extra years experience Bertrand & Mullainathan (2004) Poverty Action Lab, 3, 1-27. Effective Faculty Searches | # 13

  13. Letters of Recommendation Letters for women • Shorter • Fewer references to c.v. • Twice as many gender references • More references to personal life • Fewer standout references (“excellent”) and more “grindstone” references (“hardworking”) • Twice as many hedges and irrelevancies (“It’s amazing how much she’s accomplished”) Trix & Psenka (2003) Discourse & Society, 14(2), 191-220. Effective Faculty Searches | # 14

  14. Influences on Advancement Simulated organizational hierarchy • Start with 50-50 gender mix • Assume 1 percent bias in promotions After eight promotion cycles: • Highest management level 65% male Martell, Lane, & Emrich (1996) American Psychologist, 51, 157-158. Effective Faculty Searches | # 15

  15. Reducing Bias • Reducing ambiguity • Avoiding “solo” presence in pool • Taking time to review applications Dovidio & Gaertner (2000). Psychological Science, 11, 315-319. Fiske (2002). Current Directions in Psychological Science, 11, 123-128. Martell (1991). Journal of Applied Soc Psychol, 21, 1939-1960. Dasgupta & Greenwald (2001). Journal of Pers & Soc Psych, 81, 800-814. Effective Faculty Searches | # 16

  16. Careful and Unbiased Evaluation • Wider accountability • Supportive, diverse committee • Familiarity with research on bias • Structured, evidence-based review • Apply consistent, objective criteria • Evaluate entire application • Treat recommendations with care • Avoid over-reliance on prestige Effective Faculty Searches | # 17

  17. Effective Visits • Show enthusiasm • Offer dual-career and family-friendly policy information • Identify colleagues who can discuss climate for women and minorities • Introduce the city and region • Stay in contact • Be even-handed and transparent in negotiating Effective Faculty Searches | # 18

  18. Partner Status of Penn Faculty Women (n=396) Men (n=553) Source: Stanford Clayman Institute 2006 Survey

  19. Some Resources • Faculty Opportunity Fund • Benefits and Retirements Brochures • Online Application System • HERC • Accompanying Spouse-Partner Program • Relocation Assistance • Child Care Effective Faculty Searches | # 20

  20. Discussion Effective Faculty Searches | # 21

  21. provost-fac@upenn.edu

More Related