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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)
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Current CMU activities: three-prong approach
Faculty recruiting Family-friendly policies Women faculty leadership training
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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
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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)
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How did BB @ CMU Help with Awareness and Engagement?
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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
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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
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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
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How Did These Help in Faculty Hiring?
Note: only recent engineering data available
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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
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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
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Thank you! Questions?
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Bias CMU Motivates Informs Trains by doing
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