1. 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

2. 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

3. 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.”

4. 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.

5. 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

6. 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.

7. 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.

8. 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.

9. 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.”

10. 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).

11. 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.

12. 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.

13. 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.