Recruiting a Diverse Applicant Pool T. Elon Dancy II, Ph.D. Professor of Education, African & African American Studies, and Women’s and Gender Studies Associate Dean for Community Engagement and Academic Inclusion Jeannine Rainbolt College of Education August 26, 2016

Why Recruit for Diversity? Historical Context Colleges and universities embed colonial legacies of exclusion. Originally founded to serve white men only Little racial/ethnic diversity until after the 1960s Legal Context Dred Scott v. Sanford (1857) Plessey v. Ferguson (1896) Brown v. Board of Education (1955) Legislation/court decisions affirming diversity as “compelling governmental interest” Organizational Context Diversity as educational benefit for students Heterogeneity boosts group performance. Provides students and public with a university that reflects the society it serves

Diversity and Power Relations: Four Dimensions Historical contexts of inclusion and exclusion Lawsuits & policy shifts Access movements Who has always been here? Structural/compositional Think representation: Who is here now? Who is not here? Demographic data Psychological Perceptions of belonging and alienation Internalized marginality (e.g., impostorship vs. entitlement) Behavioral Reports of interactions and contact experiences between groups Patterns of group engagement within and across the institution Organizational diversity is not about “any kind of difference.”

Proactive Diversity Recruiting: Pre-Search Proactive recruitment is ongoing. Not “one-shot”. Consider a 5- or 10-year recruitment plan. Evaluate search websites, brochures, and materials to ensure they convey invitation and welcome. Relationship-build inside and outside the University. Follow-up. Keep and reference past conference programs. Target outstanding candidates for search. Invite to give lecture on campus. Start early. Network with students to establish “pipelines”. Write to individuals from underrepresented groups one year prior to program completion. Letters should clearly state needs/interests and follow with telephone calls. Remember outstanding candidates may need “approaching”. Document this.

Proactive Diversity Recruiting: Pre-Search Use data strategically. National Opinion Research Center Survey of Earned Doctorates on minoritized groups Top 100 Producers of Minority Degrees (A Diverse Issues in Higher Education publication) Secure lists of National Fellows Mellon-Mays Graduate Fellows Ford Foundation Fellows Meyerhoff Scholars Southern Regional Education Board

Proactive Diversity Recruiting: Networking Pre-Search Professional organizations representing underrepresented groups Conferences, seminars, job fairs, and other networking events. Invest travel funds. Write to HBCUs, HSIs, AANAPISIs, and Tribal Colleges to announce positions and secure a list of potential candidates. Online professional social networking media (e.g., LinkedIn, Facebook) Join online groups. Take an active part. Your own backyard (e.g., colleagues, friends, neighbors, alumni) Tap new professionals and untenured faculty.

Proactive Diversity Recruiting: Pre-Search Pipelines for Faculty Invite underrepresented scholars to participate in symposia. Use a visiting scholar program to create opportunities. Search for senior scholars who may be employed outside academe but well suited for a faculty position. Pipelines for Administration Fellowship programs to teach leadership in a significant role Seek mid-level managers and staff from underrepresented groups for coaching and development. Internships for college seniors with goals to transition to FTE.

Proactive Diversity Recruiting: Posting the Position Recruit externally. Be clear but broad in describing required/preferred competencies and experiences. Target recruitment advertising to a variety of publications, associations, and consortiums. Be cautious about large sums of money to advertise in special diversity newsletters. Chronicle of Higher Education and other venues have broad readership.

Advertisements Tagline Example “We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.”

Advertisements Proactive Language Examples “[Institution] is committed to building a culturally diverse faculty/staff and strongly encourages applications from women and minority candidates.” “Women, minorities, individuals with disabilities and veterans are encouraged to apply.” “Candidates should describe how multicultural issues have been or will be brought into courses.” Expand job description language to be inclusive of interdisciplinary work (Faculty).

Beware Biases and Assumptions Maintain inclusive work environment to engage and dismantle Assess department/unit commitment to diversity Focus groups/diversity dialogues/self-inventories Identify models within and beyond the university. Orient committees. “Fit” Usually refers to findings a person who “blends in” and “belongs” Can disadvantage minoritized groups and advantage whites, (particularly men). Show them they will “fit”. Demonstrate substantive interest and position self as learner. Do not assume the university cannot attract potential applicants. Do not assume minoritized candidates will require disproportionately higher salaries.

Beware Biases and Assumptions Merit Determine if frames of merit change based on candidates in question. Who gets to be “the best?” Do not assume minoritized candidates are less qualified. Challenge assumptions that research that reflects and promotes diversity/cultural responsiveness is not rigorous or meritorious.

Take-Aways Recruiting for diversity is a compelling university interest. Proactive recruitment is long-term plan and matter of culture. Strategically use data, invitations, and opportunities prior to searches. Advertise inclusively. Check biases and assumptions through intergroup dialogue trainings and self-inventories.