This presentation covers bias in the evaluation of job applicants.

List of marketing venues for applicants

Sample titles of slides in this presentation are overview, climate in engineering pre-2000, gender differences, the revolving door, pro-active steps taken since 2000, and the institutional transformation grant.

STRIDE stands for Strategies and Tactics for Recruiting to Improve Diversity and Excellence. Northeastern University will be utilizing an adaptation of the University of Michigan developed STRIDE Recruitment Committee to support search committees in the hiring process. The STRIDE Committee is a team of NU faculty who aim to increase the diversity in applicant pools.

This form can be used to help evaluate possible new hires.

The campus visit is your opportunity to sell your department & URI to the candidate. Thus, enthusiastically communicate that: You are interested in the candidate's scholarly credentials & work. URI is an intellectually thriving community. URI has flexible and family-friendly policies that aid in balancing work and life...

At the request of one UM science department, ADVANCE Program staff interviewed 11 individuals (8 women and 3 men) who had been recently offered positions at UM, but had not accepted them. All of those contacted agreed to be interviewed. All emphasized that they had good experiences while visiting the University, and that their decision to turn Michigan down was difficult. Nevertheless, the data provided some information about practices that created a positive impression as well as practices that contributed

The sections of this book are initiating the search, before the search, during the search, the campus visit, negotiating contracts, evaluating the search, settling in, annotated bibliography and appendices.

At the Fall 2005 Faculty Recruitment Workshops, four scenarios were discussed during scheduled breakout sessions. The purpose of these scenarios was to generate discussion and suggestions about potential recruitment challenges. The following document has been developed to share the helpful suggestions from these sessions.

In this paper we survey the literature to identify the issues and challenges of broadening participation in computer science, and provide some suggestions to address these challenges. Our attention focuses on redefining the way we approach computing education so that we can successfully entice students to computing that have not traditionally participated thereby promoting diversity and increasing the total numbers of computing professionals.

The most recent University Strategic Plan for 2006 - 2009 reiterates the University's commitment to 'uncompromising integrity, with imagination and pride evident in every aspect of our work.' Thus, the goal of this tutorial, sponsored by the ADVANCE-IT Program is to provide search committees with the research-based best-practices tools they need to recruit a diverse faculty...

This research investigates why the number of women in engineering is increasing too slowly and assesses the impact of interdisciplinary engineering degrees in Europe on participation rates amongst women in this sector.

Though in reality the search process is often iterative it can conceptually be broken into a 3-stage process of activities to conduct before, during, and after a successful search; the success of each stage depends upon the effectiveness of its predecessor and determines its successor. Because there is a lot of information in the following pages, we strongly recommend that search committees coincide the time of review of each tutorial section with their procedural stage; that is, review "Before" before begi

This document is a list of recommendations and best practices to create a diverse search. Examples include: "Create a search committee that is enthusiastic and genuinely committed to faculty diversity."

The sections of this poster are recruitment, recruitment activities, retention and climate activities, research, and climate survey.

In order to retain & build upon the momentum created "Before" the search, three activities remain critical: Advertising the position to build a candidate pool; Short listing candidates; Facilitating the campus visit & interview

To help departments make commitments to gender diversity at the University of Montana, Gender Diversity Plans were made. “Plans consist of three components: a history of efforts to recruit and retain diverse faculty, a series of actions that faculty will carry out to increase gender diversity, and a set of recommendations to administrators indicating how they can support this effort.” This document is a one page description. It was presented at the 2008 ADVANCE PI Meeting Roundtable on Climate Change at the

One of the key findings of the Subcommittee was the importance of a proactive and vigorous program for assistance in dual career situations as a critical component of any policy recommendation designed to improve diversity in the science and engineering faculty.

Taking an aggressive approach in hiring is the only way to avoid a mediocre pool of candidates...

This webpage is a list of initiatives on faculty recruitment and searches. Examples include work being conducted by the New England HERC.

With the help of Project PACE, between 2003 and 2008, The University of Montana-Missoula increased the total percentage of tenure-track women science faculty from 17% to 24%...

Achieving diversity should never mean sacrificing merit as a basis for selecting and promoting faculty, but it does entail counteracting unconscious bias that prevents merit from being recognized. Research indicates that small amounts of unconscious bias accumulate over time, disadvantaging the careers of women in STEM fields.

This document is a series of listed good practices in areas such as recruitment, retention, mentoring, and others.

This presentation from the 2004 ADVANCE PI meeting about UW ADVANCE contains tips on hiring and retaining diverse faculty.

The initiative does this through systemic efforts including policy work, faculty mentoring, leadership development, competitive grants and a speakers series featuring prestigious women leaders in Science, Technology, Engineering and Math fields.

Presented in this paper is an executive summary of the work done by the University of Michigan's ADVANCE program to use feminist theory and social science to enact change. The program has have created skits and a group to present data about faculty hires. This document was written for the 2005 PI meeting.

A list of links to inform potential faculty candidates about Marshall University and the Huntington, West Virginia area.

This webpage details a four-pronged approach to enhance the search process. Examples include using funding and using students to help with paperwork.

Our recruitment resources offer Department Chairs, Search Chairs and any faculty members participating in faculty searches with specific tools and ideas for planning, conducting, and evaluating searches, and cover topics such as establishing search committees, planning, conducting and evaluating searches, and minimizing bias in the search process.

A study of faculty and administrators’ perceptions of recruitment practices was initiated at UPRH in January 2004. The objective was to find out if faculty and administrators perceived gender bias in faculty recruitment practices. A questionnaire with eight structured and open-ended questions was sent to 249 faculty members and administrators. Faculty members were ...

The academic personnel and appointment policies that have been standardized and placed into the official university policy format are posted online at the University Policy Office, and are available in the Human Resources Volume of its library...

This presentation covers current recruitment and retention processes. Included are barriers to recruitment and retention as well as suggested strategies and policy changes.

Appoint an advocate or mentor who can help the candidate throughout the negotiation process. Transparency and advocacy in the negotiation process can not only help you set the tone, but also ameliorate any anxiety that could lead to undue hostility during contract negotiations...

UNC Charlotte ADVANCE has focused its programming on the five primary goals of Recruitment; Retention and Advancement; Climate; Institutional Transformation and Dissemination.

Develop a diversity reputation. Reflect upon the complexities of "Tokenism" at every step of the search process.

Efforts to recruit, retain, and promote diverse faculty in science and engineering have produced erratic results. This has been the case both nationally and at the University of Missouri-Columbia (MU). Since January 2007, under the auspices of the NSF Mizzou ADVANCE grant, the Strategies and Tactics for Recruiting to Improve Diversity and Excellence (STRIDE) Committee has received training on techniques...

To help combat bias in the hiring process a workgroup was created at the University of Arizona: “to support and sustain institutional transformation against this bias, this workgroup will expand the methods for raising awareness of institutional bias and supporting unbiased actions.” Activities and people are listed on this webpage.

UNC Charlotte ADVANCE partners with others at the university to lead faculty recruitment training. These workshops are designed to help faculty search committees learn about and use best practices in their searches, taking into consideration diversity strategies, so departments can conduct fair, inclusive, and effective searches, consistent with university and department goals.

The AAUP's support for affirmative action stems from the well-documented educational benefits of racial diversity in higher education. The following are links and sites to some of the numerous studies and reports examining and supporting the benefits of racial diversity.

The establishment of this commission is a historic step to ensure that UAB is an inclusive university. It brings women faculty, staff, and students together in a forum to advocate and examine the progress of the university's commitment to securing equitable opportunities and rewards for its employees.

Outlined here are programs that various institutions have developed to increase the recruitment, retention, and promotion of women in academia. Some programs target improvement of individual women's experience; others target policy changes.

Planning the Search Guide

To improve UA's effectiveness in recruiting and retaining faculty by redesigning business processes and incorporating new tools for administrators.

Provided in this poster is a program overview of the University of Illinois-Chicago’s ADVANCE program and its goal of increasing the number of post doctoral students going into academia. Recruitment, the application process, the role of the advisory team, the people involved, and applicant descriptions are included. This information was presented at the 2008 ADVANCE PI Meeting.

During a Congressional hearing focused on the recruitment and retention of female faculty members in the STEM (science, technology, engineering and mathematics) fields Wednesday, witnesses discussed how the federal government can combat the underrepresentation of women through targeted grants and incentives -- and even the creation of a new quasi-governmental agency that would expand the enforcement of Title IX, the landmark 1972 gender equity law, to better encompass academic practices.

Diversify SC composition -- at least in terms of race/ethnicity, gender, area of expertise or educational background, values or views, and social skills...

This document is a tool to use when evaluating a potential new hire. “The following offers a method for department faculty to provide evaluations of job candidates. It is meant to be a template for departments that they can modify as necessary for their own uses. The proposed questions are designed for junior faculty candidates; however, alternate language is suggested in parentheses for senior faculty candidates.”

This form for candidates to provide the details about upcoming department seminars aimed at demonstrating his/her proficiency in leading a class in a subject of his/her choosing.

The following offers a method for department faculty to provide evaluations of job candidates. It is meant to be a template for departments that they can modify as necessary for their own uses. The proposed questions are designed for junior faculty candidates; however, alternate language is suggested in parenthesis for senior faculty candidates.

This brochure provides information on the bias and assumptions, general faculty search tips, resources for diversity, and recruitment and retention links.

A report following a debate about why there aren’t more women in the physical sciences, engineering and technology

List of References

Since 2003, the UTEP ADVANCE team has conducted 32 on-campus presentations, including Town Hall Meetings, talks to campus groups and graduate classes, and meetings with the Institutional Action Board and upper administration.

The UCI ADVANCE Program produced the following guidelines for multi-unit searches to ensure that all such searches utilize the campus’ effective practices, including the active participation of Equity Advisors in monitoring the process. The collaboration between Equity Advisors and search committees in multi-unit / multi-disciplinary searches is key to a successful faculty recruitment.

A list on suggestions on what faculty members, department chairs, and search committees can do to recruit women faculty.

This comprehensive document offers best practices for search committees that are looking to create diverse hiring pools. The sections covered in the document are: Run an Effective and Efficient Search Committee; Actively Recruit an Excellent and Diverse Pool of Candidates; Raise Awareness of Unconscious Assumptions and their Influence on Evaluation of Candidates; and Develop and Implement an Effective Interview Process.

"ADVANCE is working to increase the number of female science, technology, engineering and mathematics (STEM) faculty at junior and senior levels, as well as improve search committee and recruiting practices, create a new Handbook for Search Committees, increase the number of partner agreements to build a pipeline of underrepresented STEM women, and pilot a Partner Placement Program." Links to resources can be found on this webpage.

UNC Charlotte ADVANCE has focused its programming around the five primary goals of Recruitment; Retention and Advancement; Climate; Institutional Transformation and Dissemination. It has also established desired outcomes around these goals.

The recruitment program of Project PACE is designed to assist departments in reaching their gender diversity goals and to increase the number of tenure-line scientists at UM-Missoula.

This booklet covers: Evaluation of the Applicant Pool, Creating the Short List, Considerations for Female Candidates, How Active Recruitment Efforts Can Backfire, and Contact Information for Faculty Recruitment.

This document is divided into the sections of gender schemas, stereotype threat, confirmation bias, self-fulfilling prophecy, and fundamental attribution error.

Keep a checklist of good search practices for future reference...

The DVD presents: An overview of the contents of the DVD; A rationale for the workshop...

This booklet covers: handling the Campus Visit, Negotiating a Contract, Evaluating the Search, Resources, and Contact Information for Faculty Recruitment.

2008 ASEE paper on changing the faculty search process. "The under-representation of women and U.S. ethnic minorities in science, technology, mathematics, and engineering (STEM) is a well established fact. There are numerous studies that disclose reasons for this under-representation at all steps along the academic process.

As you begin to evaluate applicants and candidates, be aware of the kinds of evaluation biases that psychological research has identified in both women’s and men’s judgments of job candidates. You may want to review Virginia Valian’s summary of this research (see http://advance.cornell.edu/search.html ) and discuss it as a group. The most important general point about the process of creating the short list is to build in several checkpoints at which you make a considered decision about whether you are satis

In an attempt to discover PhD recipients' real-life job-market experiences, Smith , Wolf, and Busenberg (1996) interviewed over 300 recipients of prestigious Ford, Mellon, and Spencer doctoral fellowships. Their sample, representative of both gender (48% women) and racial (26% African American, 4% Asian or Pacific Islanders, 35% White, 32% Latino, 3% American Indian) diversity, spanned a wide range of academic disciplines. Their findings, some of which are outlined below, contrasted starkly with pervasive m

Recruitment funding was a particularly successful aspect of ADVANCE. We provided monetary support to departments that were planning to diversify their faculty through the hiring of qualified women. During the first year of the ADVANCE Recruitment Program, each of the four colleges below were given...

This document is a list of recommendations and best practices for people in positions of leadership. Areas of recommendations are job descriptions, assembling the candidate pool, evaluations of candidates credentials, interviews, and more.

Assign at least two mentors to the new hire, from within & outside the department. Offer work-life resources (such as realtors, community resources, etc.) to the new hire...

2008 WEPAN paper on the Negotiating the Ideal Faculty Position workshop. "The under-representation of women and U.S. ethnic minorities in science, technology, mathematics, and engineering (STEM) is a well established fact. There are numerous studies that disclose reasons for this under-representation at all steps along the academic process.

This flyer is a list of steps for the recruitment process. It covers topics such as advertisement and fair evaluation.

A link to a list of websites that offer a variety of information about life at ISU, in Ames, and in central Iowa.

Effective Pool Development Strategies

Information on workshops at UW-Madison and other universities, and resources for training hiring committees, are listed on this webpage. “Hiring and retaining an excellent and diverse faculty is a top priority for colleges and universities nationwide, yet faculty hiring committees typically receive little education about the search process. Consequently, WISELI has implemented a workshop, Searching for Excellence and Diversity®, that provides faculty with information, advice, and techniques that will help t

NSF PI Meeting poster, Year 1. This poster provides information on the initiatives on data, on recruitment, and mentoring.

The representation of female faculty members in science and engineering fields lags behind that of their counterparts in the social sciences and humanities and also fails to keep pace with the production of female science and engineering doctorates. Research has shown that equity cannot be achieved by waiting for women to fill the applicant pool...

This webpage covers the plan to help increase recruitment at Marshall University. Examples include: Advertising Enhancement, Recruitment Assistance, Travel for Recruitment Purposes, MU-ADVANCE Web Resources and Assistance.

Planning the Search Guide

This webpage is a list of reports and toolkits on recruitment and retention.

The Recruiting Program is intended to facilitate a greater understanding of why women should be targeted for recruitment, along with peer group pressure to increase the number of women in faculty candidate pools.

Use proactive language in the job description to describe your department's commitment to diversity. The University's wording of Job Advertisements reflects the following: 'URI is an AA/EEO employer and values diversity and also is an NSF ADVANCE institutional transformation university, working to advance the careers of women faculty, especially in the science and engineering disciplines'.

General Collegial. Creating opportunities for collaboration. Introduce to other faculty on and off campus. Invite to collaborate. Facilitating students to work with them...

This presentation covers tips on how to make the interview process clear and productive. Tips include providing an itinerary, what to ask and what not to ask, and giving a realistic picture.

A commitment to affirmative action and equal opportunity constitutes one of the highest priorities of the faculty, the administration and the trustees of the university. The university has a vice provost who is directly responsible for diversity (Robert L. Harris, Jr., Vice Provost for Diversity and Faculty Development). The university’s Office of Workforce Diversity, Equity and Life Quality, in the Office of Human Resources, works with this individual. Academic and non-academic units have appointed an affi

ADVANCE encourages search committees to utilize the best-practices materials and web-tutorial we have compiled to help ensure a fair, equitable, and successful search. Additionally, representatives from the ADVANCE Recruitment Committee are available to visit search committees at any point in...

This document outlines best practices for the search process when hiring new faculty. Topics include initiating the search process, committee activity before the search begins, recruiting activities during the search, handling campus visits, negotiating the offer, getting off to a good start, and evaluating the search.

In cases where a regular faculty appointment was more appropriate than a Faculty Fellow, and if a high-quality female candidate was selected during a regular STEM faculty search, ADVANCE offered funding supplements to the new-hire's start-up package in order to provide a more attractive offer. Offers...

More recently, the National Academies (2007) have offered corollary evidence, compiled from several research studies, refuting commonly held beliefs regarding women - all races - in all academic disciplines, including science, technology, engineering, and mathematics (STEM).

1. Ask for suggestions from people with less power in the department or unit...

This document is a table of questions that should and should not be asked during an interview by subject.

This form can help in evaluating the search process. It asks questions about timing, advertising, interviews, communication, resources, progress, and areas for improvement.

Rice University Work Life brochure used in faculty recruitment.

This brochure describes the steps to generate a diverse applicant pool for faculty appointments. It complements other ADVANCE recruitment brochures.

This document is a list of tips for writing a position description. An example is "Where appropriate, label qualifications preferred instead of required. Use should rather than must.

This announcement documents the renewal of the University of Wisconsin-Madison’s pledge to fund high-priority hires. These include minority, women, and dual hires.

These two case studies can be helpful in discussing issues in related to recruitment, retention, and promotion.

While there are no mandated processes, the fact that approximately half of the college is women helps instill a culture that easily accepts inclusion and diversity in faculty searches. The Dean, Associate Dean and Chairs traditionally work closely together to ensure productive recruitment practices.

This short presentation covers selection and hiring, and promotion, tenure, and advancement. At the bottom of each slide is progress to date on the activities and practices that have influenced change at University of Maryland-Baltimore.

Faculty Searches and Recruiting in the Engineering College

As part of its larger project on improving gender equity at UCI, the ADVANCE Program commissioned a survey in the summer of 2007 of individuals who interviewed for UCI tenure- track positions during the 2005/2006 and 2006/2007 recruitment cycles.

Establish selection criteria by relating them directly to the position description and determining weighting for different qualifications; e.g. can the candidate support URI's institutional commitment to diversity, can you widen the applicant pool by being flexible about years of experience, etc.

This is a recording of a presentation on the importance of recruiting and hiring good faculty. It includes is a skit about the search committee.

Use your previously determined selection criteria which are directly related to the position description to create an application rating form.

The STRIDE program at the University of Michigan is introduced with this presentation. Started by its ADVANCE program, STRIDE works to decrease gender bias in the hiring process. What this program has found to be successful (e.g., skits), and how it became successful is explained. This presentation was given at the 2006 PI Meeting.

The current focus of this grant is to assist department heads in targeted departments with identifying, attracting and recruiting top-notch diverse faculty candidates for tenure-track positions in their departments.

This document is divided into the sections of pre-search activities, search activities, review and evaluate, interview and negotiation, after the interview, settling in, and notes.

This form can be used to help gather feedback on candidates. It provides space for comments on a candidates strengths and drawbacks.

Identify national pools of qualified candidates. Contact individuals or institutions that are especially successful at producing underrepresented candidates.

This booklets covers: Composing the Search Committee, Committee Activities Prior to the Search, Using Active Recruitment Resources, and Contact Information for Faculty Recruitment.

This webpage is a list of resources on literature to help with recruitment. An example is "To Recruit and Advance; Women Students and Faculty in Science and Engineering.

This presentation covers why diversity is important for the workforce. It also covers how to recruit for diversity.

The goal of this research was to identify the individual difference traits and STEM-related experiences that predict pursuit of academic training in STEM. The study, funded through an ADVANCE mini-grant, titled Predictors of Majoring in Science and Engineering (Beier, M. E., PI), is a longitudinal two-year study spanning from Fall, 2007 through Spring 2009.

This wepbpage is a list of links on faculty searchers and visiting scholars

Six vital actions, typically conducted before a search is launched, are critical for setting the stage for a successful search: Composing the search committee, Defining the search committee's charge, Defining and writing the position description, Determining selection criteria, Language for advertising & position descriptions, Prepping for the 'During'

Policy and Recruitment focuses on two areas: recruitment and retention of women faculty.

This form can be used to evaluate a candidate on his/her teaching seminar. It asks for 1-4 ratings on things such as 'how clearly was the topic introduced?'

This webpage is a list of links on resources for search committees. Examples include: Unrecognized Bias and Assumptions Brochure and a Faculty Recruitment Toolkit.

Develop broad hiring goals to cast a wide hiring net...

Different language used for describing position descriptions.

CU-ADVANCE Resources Are Linked to Its Four Broad Initiatives: Faculty Development, Climate Initiative, Evaluation Initiative, and Recruitment Initiative

Update on the status of implementation of the recommendations of the Task Force on Race and the Institution

Information about the search process, MIT policies and procedures on searches, guidelines for pre-employment inquiries, resources for diversity, applicant pool data, past hiring data, and MIT information packets for interviews can be found in this document.

To improve the process and success rate of future faculty searches, it helps to know why current candidates accept or reject offers.

Presentation slides for faculty on good practices in faculty recruiting and gender biases in the search process. This is a supplement to the primary presentation.

This short presentation lists measures for examining start-up packages and gender equality. A worksheet is proposed. This presentation was given at the 2005 PI meeting by the University of Michigan's ADVANCE program.

Meeting the needs and expectations of dual-career academic couples—while still ensuring the high quality of university faculty—is the next great challenge facing universities. Academic couples comprise 36 percent of the American professoriate—representing a deep pool of talent (Figure 1). The proportion of academic couples (i.e., couples in which both partners are academics) at four-year institutions nationally has not changed since 1989...

The intent of California State Polytechnic University, Pomona’s (CPP) National Science Foundation (NSF) ADVANCE program is to create a university-wide system of recruitment and career development that will enable women faculty in Science, Technology, Engineering, and Math (STEM) disciplines to be successful and advance into leadership positions.

The primary goal of the Career Partners Program is to recruit excellent new faculty to join the regular professorial ranks. In exceptional cases, this program may be used for the retention of current faculty. The Career Partners Program using shared FTE is not the only avenue through which a unit might pursue a partner hire. Deans may choose to set aside portions of their resource allocations to be used exclusively for partner hires.

ADVANCE-Nebraska selects candidates from STEM departments to be Recruitment Ambassadors. Recruitment Ambassadors will receive $2,000 per department for a Recruitment Ambassador (faculty member) to attend one or more national conferences (depending on how you'd like to use the funds) to seek high quality doctoral candidates, post-docs, or appropriate level faculty to apply to UNL. We suggest that departments send representatives who will recruit for openings this academic year and for potential openings beyo

The goal of this project is to create faculty change agents through intensive faculty study of key processes in recruitment, retention, and advancement of women (recruitment, mentoring, and evaluation) as well as key faculty interactions (with colleagues in committees and in one-on-one meetings).

Keep a checklist of good search practices for future reference

We highlight the quantitative growth of SEM women faculty at K-State, describe unique and successful K-State ADVANCE programs, list specific measures of success, and share lessons learned during the past five years. We provide data showing the increase in the percentage of full-time tenure line women faculty, full professors, and administrators at K-State since 1997, which we are using as a benchmark year, and since 2003. The poster will summarize participation and outcomes of department, college and projec

Solicit written remarks from those that met with or interviewed candidates. A rating form can be developed for this purpose...

This handout provides a brief summary of a presentation that was created at a workshop to inform faculty, chairs, and deans about the recruitment and retention of faculty from underserved groups, describes information collected from chair chats, and summarizes resources that are essential reading.

I came of age when discrimination was a thing of the past, or so I thought. True, there were not many women in my college physics classes, but I figured that was just a matter of time. None of my peers or professors in the early ‘80s would ever have said out loud, "Women can’t do physics as well as men," even though some think it and Harvard University President Larry Summers suggested as much earlier this year.

A best practices brochure about the hiring process.

This webpage is a list of recruitment resources divided into categories for search committees, candidates, and partners.

Persistent myths -- at individual and institutional levels -- about why faculty cannot be diversified often form another level of resistance to using best-practices in recruiting faculty; however, research indicates that those myths reflect reality about as well as a lion mimics a guppy.

“To foster an awareness of unconscious bias within the recruitment process and mitigate and/or eliminate this unconscious bias through heightened awareness with the end goal of hiring a more diverse faculty. We will train individual faculty to give search committee orientations regarding the scientific research on how unconscious bias influences the recruitment and hiring process. Toolkits on conducting interviews will also be available to improve the likelihood of hiring the best candidates.”

The mission of the University of Puerto Rico at Humacao as set forth by the Academic Senate in its Certification 2000-01-30 establishes one of the Institution’s objectives as “to affirm the criteria of ecological balance, inclusion and diversity as principles of all change in a democratic community that aspires to ...

If the department hires a woman and/or minority candidate, consider the factors that may have enabled it to do so and keep a record of good practices and successful searches for future reference.

This presentation covers topics such as the composition of search committees, how to create and place ads, and how to recruit for diversity.

This document is a series of questions to ask a job candidate. It is divided into categories addressing the candidate as a person, her background; the candidate and your college; and, the candidate's management skills.

This page provides links to various resources for conducting a faculty search, with emphasis on best practices for recruiting diverse candidates.

This one page document is a set of search tips. For example, "Diversify the search committee.

To help with increasing the number of women in STEM fields at the time of hire the ADVANCE program at the University of California-Irvine put together new forms and processes. This presentation was given at the 2006 PI Meeting, and includes graphs and results.

Presentation slides for faculty on good practices in faculty recruiting and understanding gender biases in the search process.

Many search committees are impeded in their efforts to utilize best practices because they perceive guidelines such as ours to be thinly veiled attempts by special interest groups to enhance diversity by sacrificing either job criteria or qualified White males...

There are many ways to encourage high school students to enroll in engineering...

“The MU-ADVANCE Recruiting and Networking Initiative applies assertive strategies to increase the number of STEM female applicants at Marshall. Many searches have few or no female applicants. In year one, the MU-ADVANCE Program will begin by forming a Recruitment Committee to assist STEM search committees in attracting more female applicants with a goal of increasing female hires.” Links and an explanation of this initiative is provided on this webpage.

This document contains the result of a committee meeting that focused on the issues of recruitment, retention, and leadership at the University of Michigan. One of the main findings was the need for dual career hires.

The best way to avoid discriminatory treatment of a candidate is to engage in sound selection procedures which are fair and consistent across all candidates. Do not include inquires about any candidate's personal characteristics which are not related to ability, performance, or qualifications as determined by university policy and state or Federal law.

Summarized in this document are the results of three sub-committees that worked on defining policy changes and outcome measures in the areas of faculty recruitment, retention, and leadership; career tracks and work-family integration; and, evaluation and development.

This document is a rubric for evaluating a job candidate.

In this document, we provide URI faculty with research-based information regarding best search practices geared particularly towards recruitment of women and underrepresented faculty. Its purpose is to make the recruitment process fair, objective, and transparent and, in turn, create a more diverse workplace, ultimately adding to the wealth of the intellectual ranks at URI.

This brochure discusses the unconscious biases held when reviewing applicants for a job. Topics include: examples of social assumptions and expectations; examples of assumptions or biases that can influence the evaluation of applicants; examples of assumptions or biases in academic job-related contexts; advice for minimizing the influence of bias and assumptions; and references.

A job offer, rather than signaling the end of a successful search, is really the beginning of a successful retention plan for your new hire, involving: Contract negotiations. Settling in. Final steps to evaluate the search.

Make equity a conscious priority. Such a commitment produces a good hire whose qualifications match the position description.

UNC Charlotte ADVANCE is focused on helping the university create an institutional environment to support the recruitment, retention and academic success of women faculty, especially those in STEM disciplines, and to increase faculty success campus-wide. The initiative does this through systemic efforts including policy work, faculty mentoring, leadership development, competitive grants and a speakers’ series featuring prestigious women leaders in STEM fields.

Gender Schemas. Stereotype Thread. Confirmation Bias...

This guide provides information about practices in hiring and promotion that, while unintentional, can put women and minorities at a significant disadvantage for success in academe. Specifically geared to department chairs in STEM disciplines, this guide offers suggestions on how to avoid unconscious bias in evaluating faculty during recruitment and promotion, as well as how to structure departmental procedures to yield the highest quality research and teaching.

This document is a list of questions that can be raised during a phone reference conversation. An example is "How well do you know the candidate, for how long, and in what capacity?

On Wednesday, April 2, at 3:00 pm, the University of Michigan CRLT Players visited Blacksburg’s Lyric Theater to present a dramatization of faculty interactions designed to stimulate discussion about climate and collegiality. The performance and discussion lasted approximately 90 minutes, and was followed by a reception.

On January 10, 2005, Dr. Denice Denton, dean of engineering and ADVANCE PI at the University of Washington, gave this presentation at the second annual Advancing Women at Virginia Tech workshop.

Our goal? Position the University for success in attracting and hiring highly-qualified women faculty These efforts will focus on increasing the proportion of highly qualified women faculty members in recruiting pools through the use of active networking strategies.

Through Lehigh ADVANCE, the University aims to increase the number of women STEM faculty. We anticipate improved recruitment and retention rates and improved job satisfaction. Lehigh also anticipates improved opportunities for networking among women scientists and research engineers at Lehigh and across the Lehigh Valley Region of Pennsylvania.

Lehigh ADVANCE will provide funds to departments and interdisciplinary programs to invite advanced women graduate students and postdoctoral scholars in Science, Technology, Engineering, and Mathematics (STEM) to give seminars and become familiar with Lehigh.

Lehigh ADVANCE will provide funds to departments and interdisciplinary programs to invite advanced women graduate students and postdoctoral scholars in Science, Technology, Engineering, and Mathematics (STEM) to give seminars and become familiar with Lehigh. The purpose is to network and make connections with potential candidates for upcoming faculty positions. We expect to provide funding for ten Lehigh STEM department/interdisciplinary program recruitment seminars annually. Funding includes a $250 honorar

Lehigh ADVANCE will provide funds to departments and interdisciplinary programs to invite advanced women graduate students and postdoctoral scholars in Science, Technology, Engineering, and Mathematics (STEM) to give seminars and become familiar with Lehigh. The purpose is to network and make connections with potential candidates for upcoming faculty positions. Up to ten Lehigh STEM department/interdisciplinary program recruitment seminars can be supported annually. Funding includes a $250 honorarium for t

Lehigh ADVANCE will provide funds to departments and interdisciplinary programs to invite advanced women graduate students and postdoctoral scholars in Science, Technology, Engineering, and Mathematics (STEM) to give seminars and become familiar with Lehigh. The purpose is to network and make connections with potential candidates for upcoming faculty positions. We expect to provide funding for ten Lehigh STEM department/interdisciplinary program recruitment seminars annually. Funding includes a $250 honorar

Through the Lehigh ADVANCE Recruitment Seminar award, Amy Betz, PhD Candidate, Columbia University School of Engineering and Applied Science, will visit the MEM department to provide a seminar in February 2011. Contact Dr. Oztekin for seminar details.

Lehigh ADVANCE will provide funds to departments and interdisciplinary programs to invite advanced women graduate students and postdoctoral scholars in Science, Technology, Engineering, and Mathematics (STEM) to give seminars and become familiar with Lehigh.

About Recruitment of Faculty at Lehigh University

Faculty Recruitment: Best Practices for Diversity and Excellence

Lehigh ADVANCE provides two types of funding opportunities for STEM departments and faculty at Lehigh University.

The three major objectives of this activity are to: foster faculty success by giving women faculty, advanced graduate students, and postdocs at Texas A&M the opportunity to network with prominent women scholars; improve the workplace climate by exposing the Texas A&M community to eminent women scholars who not only have credibility by virtue of their scientific work but also have placed great importance on diversity in STEM; and enhance the recruitment and retention of women faculty by providing an addition

The main goal of the Workshop is to assist Department Heads in ADVANCE Target Departments in the recruitment and retention of women STEM faculty. Department Heads will recommend candidates for the Workshops; they will also host their candidates for one afternoon and evening during the Workshop.

There are 12 ADVANCE activities that are designed to transform Texas A&M University by increasing gender equity for women STEM faculty. Each activity is aligned with one or more of the Psychologically Healthy Workplace (PHW) practices – the underlying, evidence-based framework for this initiative. The activities are organized into 3 broad categories: Climate Change, Success Enchancement and Recruitment and Retention.

The ADVANCE Speaker Series has two goals. First, the ADVANCE Center for Women Faculty is working to bring in one or two senior women scientists and engineers per year who have also been active in gender and diversity issues to speak. The speakers meet with smaller groups (including Department Heads and senior faculty) to discuss issues related to diversity in STEM. The second goal is to bring in mid-career and senior women scientists and engineers that are nominated by STEM departments for recruiting purp

In addition to the evaluation component of the ADVANCE program, 6 social science research studies are being conducted in concert with a subset of the 12 ADVANCE activities.

The Alliance for the Advancement of Florida’s Academic Women in Chemistry and Engineering (AAFAWCE) has been granted the NSF ADVANCE-PAID award to provide collaborating universities with the mechanisms necessary to support the advancement of women in the professoriate in chemistry and engineering.

AAFACWE's Library includes articles, reports, and books relevant to the advancement and promotion of women in science and engineering.

Searching for Excellence & Diversity: A Guide for Search Committee Chairs, developed by the University of Wisconsin, Madison

Advance RIT focused on six research questions described here.

1. Foster a supportive and inclusive climate for faculty success. 2. Establish recruitment and retention policies and procedures to enhance diversity of the faculty. 3. Provide professional development and advancement of opportunities to build positive psychological capital of women faculty.

The STRIDE Task Force will be established to review recruitment and retention policies and procedures.