Social Science Grant Analyzes How Chairs Can Foster a Culture of Diversity
Project Overview
Universities across the nation state goals of promoting diversity among the faculty ranks. The under-representation of women and certain minority groups in science, technology, engineering, and mathematics (STEM) is a well-documented concern. The concern is important, not just for the faculty ranks, but for the implications a diverse faculty can have on campus culture, the conduct of research, and student success. Department chairs play a leadership role in creating cultures of diversity to foster successful recruitment and retention of a diverse faculty at campus and departmental levels. Chairs are key to turning the tide of under-representation, yet the information to support this effort can seem unwieldy and focuses heavily on the process of the initial hire. The following analysis takes a holistic view of the creation of a diverse faculty workforce and considers steps that should be taken both before and after the hire. The emphasis here is not only on the actually processes that support recruitment and retention, but more broadly on the culture and community necessary to sustain diversity at all levels of the department.
Methods:
The findings were derived from based on an analysis of a wide array of sources including journal manuscripts, books, university web-sites, and departmental and campuses policies and guidelines related to faculty diversity. The goal of such a comprehensive review was to uncover the strategies and practices, and the cultures that support them, that support success in recruiting, retaining, and promoting faculty diversity in STEM departments. The following ideas represent a comprehensive perspective on the hiring process that focuses on before, during, and after the new hire.
Findings:
Before the Search — Cultivating a Place for Diversity
- Enhance sensitivity to recruitment of diversity in administration and academic leadership.
- Develop a warm campus community.
- Always be in recruiting mode, do not wait for actual vacancy.
During the Search — Teaming-up for Diversity
- Prioritize diversity in the formation of a search committee.
- Be purposeful and creative in attracting diversity to an applicant pool.
- Rethink the screening process and examine each candidate holistically and with explicit awareness of lurking bias.
- Interviews and site visits can illuminate expectations and opportunities for potential new colleagues.
- Making the deal calls for flexibility and creativity.
After the Search: Sustaining, Retaining, and Promoting a Diverse Faculty
- Assign a mentor for all new faculty.
- Maintain strong leadership for general faculty retention.
- Provide programs to promote work-family balance.
- Maintain equity in awards, promotions, and assignments.
The findings for this project were published in The Department Chair Newsletter, Fall 2010 and presented at various national and campus conferences.
