hiring diverse faculty: promising practices
TRANSCRIPT
Hiring Diverse Faculty: Promising Practices
Diversity in the Biomedical Research Workforce Webinar Series
Thursday, February 2, 1:00-2:00 p.m. ET
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Handouts
Welcome
Nancy AebersoldFounder & Executive DirectorHigher Education Recruitment Consortium (HERC)
What is HERC?
HERC is…Colleges, universiti
es, hospitals, research entities
Non-profit
Member Governe
d
720 Membe
rs18Region
al Chapte
rs
We are…
the only organization connecting exceptional professionals with
institutions that are committed to diversity, equity and inclusion and
assisting dual-career couples.
What do we have in common?
Goal we all shareMeeting the academic mission
to provide excellence in teaching, research, and service
and advance knowledge in areas of importance to the
nation and world.
To meet this goal we need the most talented & diverse workforce
A few common challenges
• Homogeneous applicant pools = homogeneous workforce
• Inability to identify job opportunities for dual-career spouses/partners
• Search committees and employees with conscious or unconscious bias
• Limited resources
HERC’s Four Strategic Areas
Professional
Development
DiversityRecruitin
g & OFCCP
Compliance Dual-
Career Resource
s
Cost Savings
Jennifer C. Danek, MDSenior Director, Urban Universities for HEALTHUSU/APLU
Summary of USU/APLU Efforts
Webinar series on Diversity in the Biomedical Research Workforce
Share findings from the USU/APLU/AAMC report (July 2016)
Upcoming webinars:www.uuhealth.org/our-work/upcoming-events
Overview
Improving Diversity in the Scientific Workforce: Actions for Improving
Evidence Collaborative effort of APLU/USU and
AAMC, supported by NIH 70 experts from 28
universities/academic medical centers
Identify research actions for improving evidence
Examined four areas: Diverse Faculty Hiring and
Advancement Leadership, Organizational Change,
and Climate; Diverse Student Success; Recruitment and Admissions
Diverse Faculty Hiring and AdvancementHow do we spread effective practices for
diverse faculty hiring and advancement?
Problem: Evidence-based practices
exist, but we don’t know the extent to
which they are being used.
Diverse Faculty Hiring and Advancement: Proposed
Actions National Study on Faculty Hiring
Practices: determine extent of use of evidence-based practices for diverse faculty hiring
Pilot of Applicant Diversity Statements: Test at a broader set of universities to evaluate effectiveness and identify methods for replicating
Elebeoba May, PhDDirector for Biomedical Engineering Research Program and Associate Professor, University of Houston
Review of the Evidence
Why Diversity? Enriches the teaching and learning environment for ALL students (Piercy et al., 2005; Milem, 2003; Hurtado, Milem, Clayton-Pedersen, & Allen, 1998)
Higher quality research outcomes (Van Hartesveldt & Giordan, 2008; Milem, 2001)
Aids retention of minority faculty (O’Meara, Lounder, & Campbell, 2014; Price et al., 2005)
In the health and biomedical science fields, reduces health disparities and bias in clinical trials (Ford et al, 2008; Noah, 2003; Whitla et al., 2003)
Higher journal impact factor and number of citations if co-authors are ethnically diverse (Campbell, Mehtani, Dozier, & Rinehart, 2013; Freeman & Huang, 2014)
Why Diversity?
Expand recruitment networks (e.g. MSIs, diverse professional orgs) (Johnson, Hekman, & Chan, 2016)
Diversity & unconscious bias training for search committees (Sabin, 2008; Fine, 2014)
Include “diversity advocates” on committee to ensure search is consistent with best practices (Columbia University, 2017; Avery, 2015)
Existing Evidence
Require diverse pool of candidates (Avery, 2015; Proxmire, 2008)
Use objective evaluation criteria, rubrics, structured interviews, and standardized interview questions (DiPonio, 2010; Patrick & Yick, 2005)
ADVANCE practices for gender diversity (Fine and Handelsman, 2012)
Existing Evidence
Invite applicants to submit a diversity statement describing their past contributions to diversity (Columbia University, 2017;UC Irvine, 2016; UC San Diego, 2010;)
Faculty “cluster hiring” (Urban Universities for HEALTH, 2015; Sa, 2008; Van Hartesveldt & Giordan, 2008)
Include diversity language and other “signals” in the job description (Columbia, 2017)
Promising Practices
Examples & Resources Candidate diversity
statements – UCI, UCSD Workshops for Faculty
Search Committees - UW Madison WISELI
Diversity and Unconscious Bias Training - University of Washington
“Rooney Rule” requiring diverse pools - University of Texas, SUNY system
Douglas Haynes, Ph.D., Vice Provost for Academic Equity, Diversity & Inclusion and Director, UCI ADVANCE Program, University of California, Irvine
UC Irvine’s Inclusive Excellence Program
Hiring Diverse Faculty: Emerging Evidence Around Using Diversity Statements
in Faculty Hiring Douglas M. Haynes, PhD
Vice Provost for Academic Equity, Diversity & InclusionProfessor of HistoryFebruary 2nd, 2017
• Hiring expectations grounded in national availability by field/sub-field.• Equity advisors share best practices and monitor key
milestones.• Diversity statement required for all applicants for all
FTE programs.• Targeted outreach to professional associations and
affinity organizations.• Inclusive Excellence Supplement FTE program. Based on
exemplary diversity statements of two unranked finalists.
Enabling the Search Process
Diversity Statement
Purpose of the Diversity Statement:• Underscores campus role as a public land grant
research university serving residents of the state.• Aligns with academic personnel policy to encourage
and recognize faculty contributions to diversity. • Reinforces campus strategic goal of increasing faculty
participation in diversity, equity, and inclusion activities.• Communicates inclusive excellence as a faculty
expectation for all applicants.• Complements research and teaching interests of
applicants and augments skills and competencies.
Diversity Statement• Implementation in Search Process:• Advertisement. “A separate statement that addresses past and/or
potential contributions to diversity, equity and inclusion should also be included in the application materials.”• Application Process. The on-line application system includes a
dedicated field for applicants to upload their diversity statements.• Evaluation of Statement. Search committees and departments will
discuss the strength of the diversity statement as part of the rationale for the proposed list of short-listed candidates to be invited to the campus.• School and Campus Accountability. Each dean will consider the
diversity statements of finalists and summarize the diversity activities of new hires as part of their annual report to the provost.
Diversity Statement Evaluation Grid
• Purpose is to identify candidates who have job skills, experience, and/or willingness to engage in diversity-type activities that could enhance campus diversity efforts.
• Underscores our public commitment to Equity, Diversity, and Inclusion.• Aims to change the culture in faculty commitment to Equity, Diversity, and
Inclusion activities.
2006-07
2007-08
2008-09
2009-10
2010-11
2011-12
2012-13
2013-14
2014-15
2015-16
2016-17
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
7.9% 8.0% 7.9% 8.4% 8.1% 9.0% 8.1% 8.1% 9.3% 8.9%
4.8%
6.8%
15.1%17.4%
31.3%
15.4%
3.6%7.0%
18.6%
9.6%
17.0%New hires
Total faculty
Note: Faculty includes Assistant Professors, Associate Professors, Professors. Excluded are Lecturer (SOE/PSOE) and "in Residence," or "Clinical_/X" series.
Under-represented Racial and Ethnic Minority Faculty: Total Faculty and New Hires, 2006-2007 through 2016-2017
Formal inclusive excellence activities include participation in programs and initiatives sponsored or hosted by campus units that advance diversity, equity, and inclusion for undergraduates, graduate students, postdoctoral students, and faculty. The activities range from participation in recurring programs and initiatives, attendance at unit and campus events, and recognition (awards, prizes, and grants). The latter may include Senate Midcareer Service Awards, Inclusive Excellence Spirit Grants, ADVANCE Dependent Care Travel Awards, UC President's and UCI Chancellor's Postdoctoral Mentors, and UC-HBCU Grant PIs. For more information, visit http://inclusion.uci.edu/.
Hannah Valantine, M.D., Chief Officer for Scientific Workforce Diversity, National Institutes of Health
NIH Diversity Priorities
Please submit questions through the chatbox
Panel Discussion
Contact info:◦ Julia Michaels, Project Manager◦ [email protected] (202) 478-6071◦ http://www.uuhealth.org
Next webinar…
Tracking Student Access to High-Impact Practices in STEM: Wednesday, March 8, 1:00-2:00 p.m. Eastern Time
Wrap Up