RESOURCES for Search Committees including Evaluation Rubrics and Link to Project Implicit

Below, you will find a plethora of resources that will be invaluable in all stages of your search for a new faculty member – from writing the advertisment, to evaluating the candidates.

STARTEGIES TO FACILITATE AN ONGOING, ACTIVE FACULTY RECRUITMENT PROCESS IN YOUR DEPARTMENT

Departments should be having ongoing discussions around the direction the department is moving towards, and what this means for potential faculty hires in the future.

Make a copy of this Google Form and circulate to departmental faculty so they can identlfy potential faculty candidates through interactions with post docs, late-stage graduate students or faculty they were impressed with at conferences or workshops they attend.

THE NUTS AND BOLTS OF THE SEARCH PROCESS

RESOURCES TO HELP ENSURE YOUR FACULTY CANDIDATE POOLS ARE INCLUSIVE

INCLUSIVITY AND THE LAW

AAAS Diversity and Law: Neutral Strategies – Faculty

This Diversity and the Law: 2021 resource is funded by the Alfred P. Sloan Foundation (Grant No. G-2019-11443). It does not constitute legal advice, providing only general directional law-attentive guidance. Consult your own lawyer for institution-, fact- and jurisdiction- specific legal advice

Diversity and Law 2021 – Overview of Resources with links

INCLUSIVE LANGUAGE IN JOB ADS

One aspect of best practices is ensuring that diversity language is featured in job ads. Language is one element that can contribute to attracting a diverse pool of qualified candidates. Such language can include:

  • Experience with a variety of teaching methods and/or curricular perspectives
  • Previous experience interacting with communities of color or diverse student groups
  • Experience in cultures other than their own
  • Academic experiences and interests in culturally diverse groups
  • Interest in developing and implementing curricula that address multicultural issues

Strategic Interview Questions

  • Examples of Questions that Focus on Job-Related Behaviors
  • Strategic Interview Questions for Department Chair/Administrative Searches
  • UNC Charlotte is committed to building a culturally diverse environment. How would you further this goal?
  • How have multicultural issues influenced and /or been a part of your teaching, research and outreach/service?
  • What do you see as the most challenging aspects of an increasingly diverse academic community?
  • Follow up question….
  • What initiatives or strategies have you taken in your previous capacities to meet such challenges?
  • How does diversity relate specifically to this job and how do you incorporate diversity into your day to day work?
  • Describe strategies (that you have used or considered) for creating an inclusive learning environment for your students?
  • Provide us with examples of how you have managed diversity in your classroom setting.
  • Has diversity played a role in shaping your teaching and advising styles?
  • Questions to Ask to Help Create an inclusive Applicant Pool

Best Practices for Building An Inclusive Faculty

Faculty Recruitment Toolkits from Other Institutions

PROJECT IMPLICIT:

  • Project Implicit is a non-profit organization and international collaborative network of researchers investigating implicit social cognition – thoughts and feelings outside of conscious awareness and control. Project Implicit is the product of a team of scientists whose research produced new ways of understanding attitudes, stereotypes and other hidden biases that influence perception, judgment, and action.
  • Project Implicit translates that academic research into practical applications for addressing diversity, improving decision-making, and increasing the likelihood that practices are aligned with personal and organizational values.
  • Project Implicit will allow you to determine your conscious and unconscious preferences for over 90 different topics ranging from pets to political issues, ethnic groups to sports teams, and entertainers to styles of music. At the same time, you will be assisting psychological research on thoughts and feelings.
  • Sessions require 10-15 minutes to complete. Each time you begin a session you will be randomly assigned to a topic. Try one or do them all! At the end of the session, you will get some information about the study and a summary of your results. We hope that you will find the experience interesting and informative.

OUTSMARTING HUMAN MINDS:

Outsmarting Human Minds shines light on our implicit biases. Explore the mind’s blindspots with our episodes and tests, and apply insights from the science to make better decisions in life and at work