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Enhancing Faculty Diversity: OEDS Recruitment Strategies

yamin avatar
yamin
6 diapositives · 169 Views · Jul 21, 2014

OEDS assists departments in finding diverse faculty through targeted recruitment strategies, utilizing resources like Affinity Groups and Fellowships. OEDS also aids in planning the search, monitoring diversity, providing feedback, and supporting successful recruitment efforts. Networking, forming diverse search committees, and on-campus visits are key aspects OEDS focuses on to enhance faculty diversity.

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Enhancing Faculty Diversity: OEDS Recruitment Strategies
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  1. How Can OEDS Assist Your Department in Finding Excellent Diverse Faculty?

  2. Available to meet with hiring authorities to provide strategies in targeted recruitment Work w/Dept developing a targeted recruitment strategy OEDS can help find appropriate, affordable targeted recruiting resources Affinity Groups (i.e. Caucus for Women in Statistics, National Association of Black Accountants, Society for Advancement of Chicanos and Native Americans in Science) Fellowships can add to diversity strategy—assist in identifying recruitment opportunities Identify strategic individuals to inform of opening OEDS can provide information on ways to target underrepresented groups How Can OEDS Assist -- Planning the Search

  3. Work w/Dept developing a targeted recruitment strategy Ad— Job description should realistically reflect the full range of skills and knowledge needed (Broad—allows for greater flexibility) Studies show increase in diversity in applicant pool when referenced in ad “Demonstrated ability to work with diverse population” “Positive consideration given to candidates’ research agenda that enhance understanding of race, ethnicity, gender” “The department values diversity as a factor in academic excellence.” How Can OEDS Assist -- Planning the Search

  4. Will review info on pool as search moves forward to monitor diversity Provide feedback to department on successful targeted recruiting resources Post recruitment interviews with those hired, including those from underrepresented groups. If possible, pursue interviews with those who declined offer—provide feedback to dept. Provide counsel to search committee chair as issues arise Assistance Continued

  5. Have a realistic timeline Consider diversity when forming search committees Emphasize the importance of a diverse applicant pool when charging committee Networking—recruiting at conferences Encourage search chair contact OEDS to implement targeted recruitment strategy and to schedule a search briefing Hiring Authorities

  6. Include a broad representation of the department so that the candidate can interact with individuals form a variety of backgrounds Help candidates get a sense of campus and local community (local resource packet-HR) On-Campus Visit