diversity tail waggin dog handout
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Diversity and
the selection committee
Is the
TAIL WAGGING
the DOG ?
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What is the purpose of the committee ?
• Search ?• Screening ?• Selection ?
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What is the office of the Chair?
• Hiring Official ?• Level ?• Role(s) ?• Qualifications ?
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Are Ex-Officio members necessary ?
• HR ?• Office of Diversity & EEO ?• Faculty Senate ?• Students ?• Union ?
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Essential elements of an effective selection committee ?
• Who selects ?• Timing ?• Size ?• Organizational area ?• Representation ?• Special roles ?
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What are the essential traits of a selection committee ?
• Trainable/adaptable to new processes ?
• Knowledge of position?• Previous experience ?• Challenge conventional
assumptions ?
• Familiarity with candidates?
• Assertiveness ?• Self-awareness ?• Confidential ?• Able to mediate
conflict
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By the Bernard Hodes Group:
• 96% of Undergraduate and Graduate Students of Color Indicate: Professors of Color Have Positively Impacted Their Education.
• 83 % of White Undergraduate and Graduate Students Indicate: Professors of Color Have Positively Impacted Their Education.
Recent Survey
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Diversity – EEO – AA ?
• Does anyone really know the difference between diversity, inclusion, equity, EEO, and AA in the pursuit of a qualified diversified workplace ?
• Aren’t those terms contradictory ?
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Affirmative Action Postures
1. Passive nondiscrimination. A willingness in hiring, promotion, and pay decisions to treat the races and the sexes alike.
1. Passive nondiscrimination. A willingness in hiring, promotion, and pay decisions to treat the races and the sexes alike.
2. Pure affirmative action. A concerted effort to enlarge the pool of applicants so that no one is excluded because of past or present discrimination.
2. Pure affirmative action. A concerted effort to enlarge the pool of applicants so that no one is excluded because of past or present discrimination.
3. Affirmative action with preferential hiring. A company systematically favors minorities and women in the actual decisions of selecting its workforce.
3. Affirmative action with preferential hiring. A company systematically favors minorities and women in the actual decisions of selecting its workforce.
4. Hard quotas. A company specifies numbers or proportions of minority group members that must be hired.
4. Hard quotas. A company specifies numbers or proportions of minority group members that must be hired.
Soft Heavy-Handed
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DIVERSITY = QUALITY
1. IS HIRING FOR QUALITY & DIVERSITY EQUIVALENT ?
2. IS PRESENCE OF TALENT EXCLUSIVE ?
3. WHAT ARE THE ESSENTIAL VARIABLES ?– AVAILABILITY (RECRUITING)– FAIRNESS (SELECTION)
4. DO YOU HOLD MANAGERS ACCOUNTABLE?
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ESSENTIAL FACTORS
BUSINESS MODEL Allocate resources, manpower, time Fund research to create business plan Assign most talented people to project Pay for result / Recognize efforts Monitor program – short/long term Hold team accountable
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ESSENTIAL FACTORS
DIVERSITY MODEL
– Foster accountabilities– Push down through every level– Make it condition of continued employment– Tied to performance goals, objectives, pay,
etc.– Create “scorecard”
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Is DIVERSITY of gender and race essential for every selection committee ?
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