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Hiring Diverse Faculty: Promising Practices

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Hiring Diverse Faculty: Promising Practices Diversity in the Biomedical Research Workforce Webinar Series Thursday, February 2, 1:00-2:00 p.m. ET
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Page 1: Hiring Diverse Faculty: Promising Practices

Hiring Diverse Faculty: Promising Practices

Diversity in the Biomedical Research Workforce Webinar Series

Thursday, February 2, 1:00-2:00 p.m. ET

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If you cannot hear the audio, check the “Audio” pane on the control panel. You can use your speakers or dial-in using your telephone.

You may ask questions at any time using the chat box.

Handouts

Welcome

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Nancy AebersoldFounder & Executive DirectorHigher Education Recruitment Consortium (HERC)

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What is HERC?

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HERC is…Colleges, universiti

es, hospitals, research entities

Non-profit

Member Governe

d

720 Membe

rs18Region

al Chapte

rs

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We are…

the only organization connecting exceptional professionals with

institutions that are committed to diversity, equity and inclusion and

assisting dual-career couples.

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What do we have in common?

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Goal we all shareMeeting the academic mission

to provide excellence in teaching, research, and service

and advance knowledge in areas of importance to the

nation and world.

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To meet this goal we need the most talented & diverse workforce

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A few common challenges

• Homogeneous applicant pools = homogeneous workforce

• Inability to identify job opportunities for dual-career spouses/partners

• Search committees and employees with conscious or unconscious bias

• Limited resources

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HERC’s Four Strategic Areas

Professional

Development

DiversityRecruitin

g & OFCCP

Compliance Dual-

Career Resource

s

Cost Savings

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Jennifer C. Danek, MDSenior Director, Urban Universities for HEALTHUSU/APLU

Summary of USU/APLU Efforts

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Webinar series on Diversity in the Biomedical Research Workforce

Share findings from the USU/APLU/AAMC report (July 2016)

Upcoming webinars:www.uuhealth.org/our-work/upcoming-events

Overview

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Improving Diversity in the Scientific Workforce: Actions for Improving

Evidence Collaborative effort of APLU/USU and

AAMC, supported by NIH 70 experts from 28

universities/academic medical centers

Identify research actions for improving evidence

Examined four areas: Diverse Faculty Hiring and

Advancement Leadership, Organizational Change,

and Climate; Diverse Student Success; Recruitment and Admissions

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Diverse Faculty Hiring and AdvancementHow do we spread effective practices for

diverse faculty hiring and advancement?

Problem: Evidence-based practices

exist, but we don’t know the extent to

which they are being used.

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Diverse Faculty Hiring and Advancement: Proposed

Actions National Study on Faculty Hiring

Practices: determine extent of use of evidence-based practices for diverse faculty hiring

Pilot of Applicant Diversity Statements: Test at a broader set of universities to evaluate effectiveness and identify methods for replicating

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Elebeoba May, PhDDirector for Biomedical Engineering Research Program and Associate Professor, University of Houston

Review of the Evidence

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Why Diversity? Enriches the teaching and learning environment for ALL students (Piercy et al., 2005; Milem, 2003; Hurtado, Milem, Clayton-Pedersen, & Allen, 1998)

Higher quality research outcomes (Van Hartesveldt & Giordan, 2008; Milem, 2001)

Aids retention of minority faculty (O’Meara, Lounder, & Campbell, 2014; Price et al., 2005)

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In the health and biomedical science fields, reduces health disparities and bias in clinical trials (Ford et al, 2008; Noah, 2003; Whitla et al., 2003)

Higher journal impact factor and number of citations if co-authors are ethnically diverse (Campbell, Mehtani, Dozier, & Rinehart, 2013; Freeman & Huang, 2014)

Why Diversity?

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Expand recruitment networks (e.g. MSIs, diverse professional orgs) (Johnson, Hekman, & Chan, 2016)

Diversity & unconscious bias training for search committees (Sabin, 2008; Fine, 2014)

Include “diversity advocates” on committee to ensure search is consistent with best practices (Columbia University, 2017; Avery, 2015)

Existing Evidence

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Require diverse pool of candidates (Avery, 2015; Proxmire, 2008)

Use objective evaluation criteria, rubrics, structured interviews, and standardized interview questions (DiPonio, 2010; Patrick & Yick, 2005)

ADVANCE practices for gender diversity (Fine and Handelsman, 2012)

Existing Evidence

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Invite applicants to submit a diversity statement describing their past contributions to diversity (Columbia University, 2017;UC Irvine, 2016; UC San Diego, 2010;)

Faculty “cluster hiring” (Urban Universities for HEALTH, 2015; Sa, 2008; Van Hartesveldt & Giordan, 2008)

Include diversity language and other “signals” in the job description (Columbia, 2017)

Promising Practices

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Examples & Resources Candidate diversity

statements – UCI, UCSD Workshops for Faculty

Search Committees - UW Madison WISELI

Diversity and Unconscious Bias Training - University of Washington

“Rooney Rule” requiring diverse pools - University of Texas, SUNY system

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Douglas Haynes, Ph.D., Vice Provost for Academic Equity, Diversity & Inclusion and Director, UCI ADVANCE Program, University of California, Irvine

UC Irvine’s Inclusive Excellence Program

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Hiring Diverse Faculty: Emerging Evidence Around Using Diversity Statements

in Faculty Hiring Douglas M. Haynes, PhD

Vice Provost for Academic Equity, Diversity & InclusionProfessor of HistoryFebruary 2nd, 2017

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• Hiring expectations grounded in national availability by field/sub-field.• Equity advisors share best practices and monitor key

milestones.• Diversity statement required for all applicants for all

FTE programs.• Targeted outreach to professional associations and

affinity organizations.• Inclusive Excellence Supplement FTE program. Based on

exemplary diversity statements of two unranked finalists.

Enabling the Search Process

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Diversity Statement

Purpose of the Diversity Statement:• Underscores campus role as a public land grant

research university serving residents of the state.• Aligns with academic personnel policy to encourage

and recognize faculty contributions to diversity. • Reinforces campus strategic goal of increasing faculty

participation in diversity, equity, and inclusion activities.• Communicates inclusive excellence as a faculty

expectation for all applicants.• Complements research and teaching interests of

applicants and augments skills and competencies.

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Diversity Statement• Implementation in Search Process:• Advertisement. “A separate statement that addresses past and/or

potential contributions to diversity, equity and inclusion should also be included in the application materials.”• Application Process. The on-line application system includes a

dedicated field for applicants to upload their diversity statements.• Evaluation of Statement. Search committees and departments will

discuss the strength of the diversity statement as part of the rationale for the proposed list of short-listed candidates to be invited to the campus.• School and Campus Accountability. Each dean will consider the

diversity statements of finalists and summarize the diversity activities of new hires as part of their annual report to the provost.

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Diversity Statement Evaluation Grid

• Purpose is to identify candidates who have job skills, experience, and/or willingness to engage in diversity-type activities that could enhance campus diversity efforts.

• Underscores our public commitment to Equity, Diversity, and Inclusion.• Aims to change the culture in faculty commitment to Equity, Diversity, and

Inclusion activities.

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2006-07

2007-08

2008-09

2009-10

2010-11

2011-12

2012-13

2013-14

2014-15

2015-16

2016-17

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

7.9% 8.0% 7.9% 8.4% 8.1% 9.0% 8.1% 8.1% 9.3% 8.9%

4.8%

6.8%

15.1%17.4%

31.3%

15.4%

3.6%7.0%

18.6%

9.6%

17.0%New hires

Total faculty

Note: Faculty includes Assistant Professors, Associate Professors, Professors. Excluded are Lecturer (SOE/PSOE) and "in Residence," or "Clinical_/X" series.

Under-represented Racial and Ethnic Minority Faculty: Total Faculty and New Hires, 2006-2007 through 2016-2017

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Formal inclusive excellence activities include participation in programs and initiatives sponsored or hosted by campus units that advance diversity, equity, and inclusion for undergraduates, graduate students, postdoctoral students, and faculty. The activities range from participation in recurring programs and initiatives, attendance at unit and campus events, and recognition (awards, prizes, and grants). The latter may include Senate Midcareer Service Awards, Inclusive Excellence Spirit Grants, ADVANCE Dependent Care Travel Awards, UC President's and UCI Chancellor's Postdoctoral Mentors, and UC-HBCU Grant PIs. For more information, visit http://inclusion.uci.edu/.

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Hannah Valantine, M.D., Chief Officer for Scientific Workforce Diversity, National Institutes of Health

NIH Diversity Priorities

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Please submit questions through the chatbox

Panel Discussion

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Contact info:◦ Julia Michaels, Project Manager◦ [email protected] (202) 478-6071◦ http://www.uuhealth.org

Next webinar…

Tracking Student Access to High-Impact Practices in STEM: Wednesday, March 8, 1:00-2:00 p.m. Eastern Time

Wrap Up


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