Best Practices in Faculty Searches Lynn Hollen Lees Vice Provost for Faculty October, 2012

Best Practices in Faculty Searches | # 2 Our Goals Excellence Diversity Interdisciplinary scholarship

Best Practices in Faculty Searches | # 3 Faculty Diversity and Excellence The diversity of our University must reflect the diversity of the world around it – and the diversity of the world that we want our students to lead. Amy Gutmann, President

Best Practices in Faculty Searches | # 4 State of the Faculty Population Ph.D. Pool Penn Faculty Penn Standing Faculty % 3.1% 1.5% 81% 12.6% 5.2% 16.3% 5.7% 4.8% 24.6% 55% 72.4%

Best Practices in Faculty Searches | # 5 State of the Faculty Population Ph.D. Pool Penn Faculty Penn Standing Faculty % 69% 50% 46.8% 53.2% 50%

Best Practices in Faculty Searches | # 6 New Affirmative Action Process “Diversity Search Advisors” Assist in formation of search committee Help craft job descriptions Evaluate the pool Aid in reviewing search waiver requests Help to evaluate candidates Sign-off on EOC forms (new hires, promotions, and resignations)

Best Practices in Faculty Searches | # 7 Search Committee Best Practices Know the obstacles Network before opening search Use targeted outreach Use word of mouth Review your packet of materials

Unconscious Schemas Universal part of perception and evaluation Beliefs about people Beliefs about how people “ought” to be Contributing factors Ambiguity Stress from competing tasks Time pressure Lack of critical mass Fiske (2002). Current Directions in Psychological Science, 11, Best Practices in Faculty Searches | # 8

Best Practices in Faculty Searches | # 9 Unconscious Schemas LowHigh Fiske, Cuddy, Glick, & Xu (2002). Journal of Personality and Social Psychology, 82(6), Low Hispanics Competence Warmth Blacks Whites Asians Men Women

Best Practices in Faculty Searches | # 10 Gender Discrimination University psychology professors preferred “Brian” over “Karen” by 2:1 Steinpreis, Anders, & Ritzke (1999) Sex Roles, 41, 509.

Best Practices in Faculty Searches | # 11 Student Evaluations Both male and female scientists evaluated female undergraduates as less competent, less deserving of a compensation, and less hireable. Moss-Racusin, Dovidio, Brescoll, Graham, Handelsman (2012) PNAS Early Edition.

Best Practices in Faculty Searches | # 12 The Motherhood Penalty Study participants evaluated identical job applications of same gender applicants differing on parental status. Mothers were penalized, while fathers sometimes benefited from being a parent. Correll, Benard, and In Paik (2007), American Journal of Sociology,

Best Practices in Faculty Searches | # 13 Racial Discrimination Black-sounding names (“Jamal”): 15 resumes = callback White-sounding names (“Greg”): 10 resumes = callback Equivalent to 8 extra years experience Bertrand & Mullainathan (2004) Poverty Action Lab, 3, 1-27.

Sexual Orientation Discrimination Resumes with homosexual signifiers 14 resumes= callback Heterosexual signifiers 9 resumes = callback Tilcsik (2011), American Journal of Sociology, Best Practices in Faculty Searches

Best Practices in Faculty Searches | # 15 Letters of Recommendation Trix & Psenka (2003) Discourse & Society, 14(2), Letters for women Shorter Fewer references to CV Twice as many gender references More references to personal life Fewer standout references (“excellent”) and more “grindstone” references (“hardworking”) Twice as many hedges and irrelevancies (“It’s amazing how much she’s accomplished”)

Best Practices in Faculty Searches | # 16 Reducing Bias Reducing ambiguity Avoiding “solo” presence in pool Taking time to review applications Dovidio & Gaertner (2000). Psychological Science, 11, Fiske (2002). Current Directions in Psychological Science, 11, Martell (1991). Journal of Applied Soc Psychol, 21, Dasgupta & Greenwald (2001). Journal of Pers & Soc Psych, 81,

Best Practices in Faculty Searches | # 17 Careful and Unbiased Evaluation Thoughtfulness and accountability Supportive, diverse committee Familiarity with research on bias Structured, evidence-based review Apply consistent, objective criteria Evaluate entire application Treat recommendations with care Avoid over-reliance on prestige

Best Practices in Faculty Searches | # 18 Diverse Search Committees 2006 study of jury behavior Diverse groups more likely to Cite facts Avoid error Discuss racism Sommers (1996), Journal of Personality and Social Psychology,

Effective Visits Show enthusiasm Offer dual-career and family-friendly policy information Identify colleagues who can discuss climate for women and minorities Introduce the city and region Stay in contact Be even-handed and transparent in negotiating Best Practices in Faculty Searches | # 19

Best Practices in Faculty Searches | # 20 Faculty Opportunity Fund/ Dual Career Fund Benefits and Retirements Brochures Pool Data Sites for Job Postings HERC Relocation Assistance Child Care Some Resources

Best Practices in Faculty Searches | # 21 Discussion