This webpage is a list of links to tutorials on topics like gender schemas.
List of marketing venues for applicants
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...
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
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
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...
Develop a diversity reputation. Reflect upon the complexities of "Tokenism" at every step of the search process.
Diversify SC composition -- at least in terms of race/ethnicity, gender, area of expertise or educational background, values or views, and social skills...
Keep a checklist of good search practices for future reference...
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
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...
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...
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).
This webpage can hosts a series of tutorials with voice-over on topics such as sex disparities, gender schemas, and remedies.
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.
Use your previously determined selection criteria which are directly related to the position description to create an application rating form.
Identify national pools of qualified candidates. Contact individuals or institutions that are especially successful at producing underrepresented candidates.
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'
Develop broad hiring goals to cast a wide hiring net...
Different language used for describing position descriptions.
Keep a checklist of good search practices for future reference
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.
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...
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.
Gender Schemas. Stereotype Thread. Confirmation Bias...