1. IDEAL-N CMU Progress report
Diana Marculescu
Change Leader, Center for Faculty Success Director
Professor of Electrical and Computer Engineering
with Kathryn Roeder, Vice-Provost for Faculty Affairs and Professor of Statistics (co-Director)
Karen Clay, Professor of Economics and Public Policy (Social Scientist)

2. Current CMU activities: three-prong approach
Faculty recruiting
Family-friendly policies
Women faculty leadership training

3. College of Engineering Center for Faculty Success support for faculty hiring
Bias Buster sessions
Individual awareness
Provide tools for understanding and mitigating unconscious bias in decision making
In collaboration with Google Unbiasing program
Run as a CFS Plaidvocates program
Part of the university level committee on diversity in faculty hiring
D. Marculescu (co-chair) and J. Kitchin (past member)
Identify and disseminate best practices
Serve as a liaison between VP for Faculty office and College

4. Bias Busters @ CMU Officially kicked off in Sept. 2015
Engineering ran 22 sessions (incl. 7 targeting faculty hiring, 1 each PRT and graduate admissions)
Trained 133 faculty (22 non-eng.) and 181 staff (114 non-eng.)
34 faculty (16 non-eng.) for faculty hiring training
CMU-Google collaboration was featured at
Women in Engineering Proactive Network Conference (June 2016)
Tapia Celebration of Diversity in Computing Conference (Sept. 2016)
1st Train-the-Trainer Workshop for 70+ academic attendees (Nov. 2016)

5. How did BB @ CMU Help with Awareness and Engagement?

6. Most faculty hiring processes include
Mechanisms to broaden the search
Ad wording encouraging diversity
Diversify the pool by disseminating the ad to diverse audiences/venues
Search committees with diverse viewpoints
Bias Busters attendance for majority of committee or at least the search committee chair
Clear criteria to identify top candidates
Structured interview questions for the search committee
Feedback from Dept. faculty on each candidate

7. Some faculty hiring processes include
“Cast a wide net” generic search
“Unbiasing” of job ad wording (e.g., textio.com)
Bias Busters attendance as a requirement for all search committee members
At-conference or phone interviews for pruning the candidate list
Search committee chair or area-based subcommittee review for pruning the candidate list
Diversity statement required as part of the application
Interviewer packet with guidelines for faculty interacting with the candidate during visit
All faculty vote on extending offers
vs.
Search committee uses faculty input to decide on extending offers

8. Lessons learned What helps What should be paid attention to
Recording seminars, chalk talks
Having a host or faculty ambassador
What should be paid attention to
Clarify job description for the level sought (all levels vs. only junior)
Ask for letters early in the process
Use structured/same criteria when extending offers (esp. when all faculty are involved in the decision)
Increase yield from extended to accepted offers

9. How Did These Help in Faculty Hiring?
Note: only recent engineering data available

10. Family-friendly policies
Established dual career support for new hires through the Vice-Provost for Faculty Office
Doubled university-affiliated child care capacity
Created an internal child care giver network

11. Women faculty leadership training
Leadership and Negotiation Academy for Women
Successful executive program run by Tepper School of Business and Heinz College
Originally targeted to corporate attendees
: Select senior women faculty in leadership positions supported by the Provost and home colleges
Annual cohort of five faculty

12. Thank you!
Questions?

13. Bias CMU
Motivates
Informs
Trains by doing