The Equity and Diversity Principles in

Faculty HiringFall, 2008

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Lets get started04/20/23 2

Equity and Diversity Staff• Dr. Gilda Garcia, VP of

Institutional Equity & Diversity

• Lorre Allen, Director of Equal Opportunity

• Joycelyn Carr, Equity and Diversity Analyst

• Leslie Odom, Research Analyst

Contact Us:• (940) 565-2711• (940) 565-2737

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Please email all faculty documentation, questions and

concerns to:oedfacultysearch@unt.edu

The outcome

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Large, diverse pool of qualified applicants

• All have completed applications

• All have been equitably treated

• All have been assessed using the same standard

• Extend the same opportunities to all

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Equity is determined by two factors:

• Consistency between the job description and the actual assessment criteria applied

• Consistency with which all applicants receive the same treatment

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Two legitimate places to consider diversity:

• Recruitment phase

• What are you willing to accept as proof?

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• Does not interfere in your standard-setting or selection process

• You set the standard, fill the pool and make the selection

• We look only at the equity and diversity principles in each hire process

The Equity and Diversity Review:

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A vacancy has occurred

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What does the department want?

Submit request to Provost Office.

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Approval to Recruit ____ Deputy Vice Chancellor submits VPAA-130 form to Provost____ Provost returns approved form ____ Search committee completes Recruitment Plan forms____ Department submits Recruitment Plan forms to Equity &

Diversity____ Copy of approved VPAA-130 form____ Recruitment Plan (essential job functions, recruitment

sources to be used, search committee chair/members, and a copy of all job announcements/ad copy to be used)

E & D will contact the Department within 3 working days regarding the status of the submitted Recruitment Plan. After the review, the Department will be contacted with approval notification (Department collects the signed Recruitment Plan). 

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Plan the search• Build the search team

• Use an inclusive search process

• Review department data

• Discuss complementary characteristics

• Decide on position description

• Plan the recruitment strategy

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What makes a search inclusive?

• Hearing and leveraging diverse perspectives

• A broad distribution of the position announcement

• The diversity of the applicant pool

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What makes a search inclusive?

• The willingness to expand accepted backgrounds as proof of qualifications

• A conscious commitment to focus the assessment of each candidate against the posted qualifications

• Minimizing the occasion to make/add assumptions

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Plan the search

Blueprints: consider the strategic direction of the department

Diversity: consider the department’s current profile

Equity: what are complementary Knowledge Skills and Abilities (KSA’s) that are valuable?

Recruitment strategy: where will you find a large, diverse, qualified applicant pool?

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equity • Consistency between the job description and the actual assessment criteria applied

• Consistency with which all applicants receive the same treatment

What are complementary KSA’s that will add value and diversity to achieve the standard?

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What does the department really, really want?

1. What are the necessary knowledge, skills and abilities?

2. Define your terms.

3. What are you willing to accept as proof?

4. When and where are you likely to find information that provides consistent and equitable assessment of applicants?

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Writing the Ad

• Separate job description (duties) from qualifications

• Separate required qualifications from preferred

• Make qualification statements clear and unambiguous

• Match request for applicant materials with qualifications

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Writing the Ad

• Carefully consider timing and dates of review

• Qualification statements determine assessment standard

• Create Applicant List page 1 & 2 using posted qualification statements

• Keep all posted ads consistent

• Recommend asking for unofficial transcripts and only contact info on references

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Writing the Ad

• Applicants must be disqualified for not meeting REQUIRED qualifications

• Weighted scoring can be used – equitably

• Information included in the ad as job description (duties) CANNOT be used as a qualification

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Writing the Ad

• Shortened ad must be consistent with “full” ad – either post all qualifications OR provide link to complete ad

• Review dates should give at least 10 days before review begins

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Writing the Long Ad

The Complete Announcement

• Duties

• Required/desired qualifications application deadline

• Application material

• Equal Opportunity statement Long ads also usually include general information about the department and/or university.

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Writing the Short AdShortened version of:

• Duties • Required/desired qualifications• Application deadline • Application material• Equal Opportunity statement

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Writing the AdVery Short Ad –

• Brief statement

• Application deadline

• Refers viewers to a website with the entire ad

• Long or short ad

• Equal Opportunity statement

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The language that should be used to refer viewers to a website is: For complete qualifications/application information see [website URL].

Actively recruit for diversity and inclusion

• Target recruiting approach to reach a large, diverse, qualified pool of applicants

• Apply appropriate recruiting efforts to offset challenges presented by position

• Align search process with targeted recruitment plan and intended outcomes

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Actively recruit for diversity and inclusion

• Letter campaigns

• Request for nominations

• Intersection between universities with great doctoral production and universities with success at graduating high numbers of minoritiesSpecial Offer-Ask for Free Recruitment Venues!

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First round of signatures• Committee

Chair/Division Director/Deputy Vice Chancellor signatures

• Elements of the job ad

• Ability to assess and recruit equitably

We will return within 3 days

http://www.unt.edu/edo/facultyrecruitmentinformation.htm04/20/23 27

Search!

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Vetting the Candidates• Consistency between

the job description and the actual assessment criteria applied

• Consistency with which all applicants receive the same treatment

Plan assessment steps before vetting candidates04/20/23 29

• Send Applicant List Page 1 & 2• Send all applicant files• Send text/description of important information, if

necessary• Use only one “reason for non-selection”

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Applicant List

Accurate Reflection of Assessment

Second round of signatures

• Short, short list• After phone interviews• Before on-campus interviews• After conference interviews• Those you want to bring to

campus

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Department Advertises, Receives Applications and Conducts Assessment 

____ Department sends EEO survey and veteran’s preference form (available at www.unt.edu/edo/facultyrecruitmentinformation.htm) along with return envelope (request return envelops from E & D). See same website for list of free recruitment venues

____ Department checks for fulfillment of the recruitment plan

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Department Submits Applicant List and Files/Materials to E & D ____ Department submits to E & D (obtain Division Director, Search Committee Chair and the Deputy Vice Chancellor signature before sending to E&D)

____ Applicant List identifying all applicants; indicate those recommended for interview (do NOT provide a reason for this selection); provide a reason for non-interview for all other applicants (“does not meet required qualifications” is not acceptable; be specific about which qualification is not met)

____ All application materials submitted by candidates

 --E & D will contact the Department within 3 working days regarding the status of the submitted Applicant List. After the review the Department will be contacted with approval notification (Department collects the signed Applicant List & applicant files/materials).

NOTE: Interviews may not be scheduled until notification of approval by E & D

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On-Campus Interviews

• Legal questions only

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•Equitable treatment

Department Conducts Interviews Department Submits Applicant List  ____ Department submits Applicant List to E & D (obtain Division Director, Search Committee Chair and Deputy Vice Chancellor signature before sending to E&D)

____ Completed Applicant List specifying the reason for non-hire/alternate hire based on campus interview ____ E & D contacts Department with approval/questions within 3 days of receipt ____ Follow the Provost and College approvals/procedures for making an offer of employment  Dean/Department make an offer of employment ____ Deputy Vice Chancellor submits offer letter using approved template to the Provost for approval and mailing.

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Third round of signatures

• Comm. Chair/Div. Director, Deputy Vice Chancellor signatures

• Send to E&D - If selected applicant is on short list, automatic signature from E&D

• Do NOT send offer letter until Provost Office gives approval

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Questions & Answers

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