DEI Development Program for Faculty Searches
Compositional Diversity Among Faculty In Higher Education
Faculty at institutions of higher education across the United States remain predominantly white despite the steady increase of BIPOC (black, indigenous, people of color) and LGBTQIAAP scholars in many field areas. When departments and programs have diversified their faculty, often retention remains a challenge because the academy has had a long history of exclusionary and inequitable practices and policies that predominate to this day. Colorado College is committed to sustaining a DEI-centered faculty development program that supports all faculty through candidacy to emeritx status. We strive to create an environment where all faculty feel supported and can thrive.
DEI Among CC Faculty
At CC, we believe it is vitally important for our faculty searches to be inclusive and equitable. We promote diversity at every step of the process to increase the likelihood that we will hire excellent scholars who will increase the compositional diversity of faculty. The DEI Development Program for Faculty Searches supports hiring departments and programs in their efforts to conduct equitable and inclusive searches that support the College’s efforts to increase the compositional diversity of the faculty. A diverse faculty is a central component of our commitment to becoming an antiracist institution.
Peony Fhagen, Senior Associate Dean for Equity, Inclusion, & Faculty Development, developed and facilitates the program.
- to decrease bias during the faculty search process
- to increase the use of strategies that promote DEI throughout the process
- to foster inclusive and equitable search processes
- to increase compositional diversity in all the steps of the search process
- to increase the likelihood of hiring excellent candidates who diversify the faculty and the curriculum
Structure & Organization:
- Just-in-time and flipped "classroom" approach
- Four steps in the development program spread across the academic year
- Information provided through recorded PowerPoint presentations and readings in Fine & Handelsman’s Searching for Excellence and Diversity: A Guide for Search Committees (2012) (see resources below)
- Separate development sessions for each search committee so members can discuss how they will apply DEI strategies and an antiracist lens to their search
- A reflection session between steps 3 and 4 with each search committee to reflect on the process and the application of DEI strategies and to review data from PeopleAdmin to better understand compositional diversity achieved at each phase of the process
Zoom Recorded PowerPoint Presentations:
Meeting Session Agendas:
Questions Addressed in Each Program Step:
Step 1: DEI & the Job Description (For Search Committees: July or August)
- How do we define diversity, equity, and inclusion?
- What does compositional diversity look like among faculty nationally and at Colorado College?
- What is bias?
- What is the relationship between bias, categorizing, generalizing, & stereotyping?
- What does research tell us about bias and the search process?
- How do you attract a diverse candidate pool?
- How do you create a job description that encourages a diverse candidate pool?
Step 2: Reviewing Applicants (For Search Committees: Blocks 1 or 2)
- What is an antiracist approach and how does it relate to DEI?
- How do you sustain DEI throughout the search process?
- What does your bias look like?
- What are the characteristics of everyone’s bias?
- How do you minimize bias when reviewing applicants?
- How do you review applicants equitably?
Step 3: Interviewing Candidates (For Search Committees: Blocks 2 or 3)
- What are DEI challenges in the interview process?
- What is affinity bias?
- What are effective interview questions?
- What are inappropriate interview questions?
- How should candidate interviews be evaluated?
- What are DEI considerations during the offer negotiation process?
Step 4: Welcoming New Faculty & Retention (For Departments/Programs: Blocks 6 or 7)
- What is workplace climate?
- What characteristics of a department or program make it difficult for its members to thrive, particularly faculty from marginalized groups?
- What characteristics of a department or program allow all of its members to thrive?
- What strategies should you engage in to retain faculty?
Resources for Search Committees
- Fine, E. & Handelsman, J. (2012). Searching for excellence and diversity: a guide for search committees. National Edition. WISELI: Women in Science and Engineering Leadership Institute. (Amazon purchase, physical copy)
- Fine, E. & Handelsman, J. (2012). Searching for excellence and diversity: a guide for search committees. 2nd Edition. WISELI: Women in Science and Engineering Leadership Institute. (free e-copy)
- Fine, E. & Handelsman, J. (2012). Reviewing applicants: Research on bias and assumptions. WISELI, Women in Science and Engineering Leadership Institute: University of Wisconsin-Madison.
- Ross, H. (August 2008). Proven strategies for addressing unconscious bias in the workplace. CDO Insights.
- Columbia University (2016, July). Guide to best practices in faculty search and hiring.
Resources for Departments/Programs
- Fine, E., & Sheridan, J. (2015). Enhancing departmental climate: A guide for department chairs., WISELI, Women in Science and Engineering Leadership Institute: University of Wisconsin-Madison.
- Waltman, J., & Hollenshead, C. (2007). Creating a positive departmental climate: principles for best practices. The Center for the Education of Women: University of Michigan.