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Guiding Principles for Faculty Searches

  1. Commitment to Inclusive Excellence
    • Foster a culture of inclusive excellence by recognizing that diversity enhances the quality of education, research, and service. Emphasize the importance of diversity in all forms, including but not limited to race, ethnicity, gender, sexual orientation, disability, socioeconomic background, and intellectual diversity.
    • Explicitly state the value of diverse perspectives and experiences in the job description and throughout the search process.
    • Broaden the definition of diversity to include a wide range of identities, experiences, and academic backgrounds. This can include non-traditional career paths, interdisciplinary research, and global experiences.
    • Encourage candidates to demonstrate how they will contribute to the institution’s commitment to inclusive excellence in their application materials.
  2. Strategic Committee Composition
    • Ensure the search committee reflects the institution’s commitment to diversity and inclusive excellence by including members with varied perspectives, experiences, and expertise.
    • Include individuals on the committee who are trained in recognizing and mitigating bias, and who are committed to upholding principles of equity and inclusion throughout the search process.
    • Where appropriate, include student or community representatives on the committee to provide additional perspectives on the candidates.
  3. Effective Use of the Work-Life Liaisons Program
    • Leverage the institution’s Work-Life Liaisons program to address potential candidates' concerns regarding work-life balance, dual-career support, and family accommodations.
    • Ensure that search committee members are familiar with the resources available through the Work-Life Liaisons program and proactively offer this information to candidates during the interview process.
    • Highlight the institution’s commitment to creating a supportive work environment that enables faculty to thrive personally and professionally.
  4. Transparency and Consistency
    • Clearly define and communicate the search process, criteria, and timeline to all stakeholders, ensuring that these are aligned with the institution’s values of inclusive excellence.
    • Ensure transparency by documenting each stage of the process, including how candidates are sourced, evaluated, and selected, with an emphasis on fairness and equity.
  5. Comprehensive Outreach
    • Actively engage with networks and organizations that support underrepresented and diverse scholars to ensure a broad and deep candidate pool.
    • Utilize targeted outreach efforts that reflect the institution’s dedication to inclusive excellence, ensuring that job postings reach diverse academic and professional communities.
  6. Bias Awareness and Mitigation
    • Provide search committee members with regular training on unconscious bias, ensuring that they are equipped to identify and counteract biases that may arise during the evaluation process.
    • Use structured and standardized interview processes to reduce opportunities for bias and ensure a fair comparison of candidates.
  7. Holistic and Inclusive Evaluation
    • Evaluate candidates using a holistic approach that considers the full range of their qualifications, including their commitment to diversity, equity, and inclusion.
    • Recognize non-traditional accomplishments and career paths, valuing diverse experiences that contribute to the richness of the academic community.
  8. Engagement with Stakeholders
    • Involve a diverse group of stakeholders, including faculty, students, staff, alumni and community members in the search process to ensure a well-rounded assessment of candidates.
    • Provide opportunities for meaningful interactions between candidates and the broader academic community, allowing for comprehensive feedback that aligns with the institution’s commitment to inclusive excellence.
    • Provide opportunities for candidates to meet with individuals or groups of their choosing, such as members of identity or affinity groups, prospective collaborators, student organizations, etc.
  9. Confidentiality and Professionalism
    • Maintain the highest standards of confidentiality and professionalism throughout the search process to protect the integrity of the process and the privacy of candidates.
    • Ensure all communications with candidates are respectful, transparent, and reflective of the institution’s values of inclusivity and excellence.
  10. Commitment to Excellence and Continuous Improvement
    • Strive for excellence by attracting and retaining top talent who are not only accomplished scholars but also champions of diversity, equity, and inclusion.
    • Regularly assess the effectiveness of the search process and make continuous improvements to align with evolving best practices and the institution’s strategic goals for inclusive excellence.