Are we developing specific hiring and retention strategies for faculty that help to advance our diversity and inclusiveness initiative?
We are developing procedures that will encourage faculty search committees to broaden and diversify the pool of candidates considered for each faculty position. The Office of Faculty Development and Diversity has provided information to search committees on new places to post job ads, the usage of more welcoming job ad language, creating networks to find diverse candidates, etc. Moreover, we are pointing out to search committees the essentiality of evaluating the candidates in an unbiased manner. The University has also created a Special Opportunities Fund to help schools and departments make more competitive offers for quality candidates who are members of unrepresented groups in their fields. In order to increase retention of faculty we are implementing changes that take into account the special needs of different groups of faculty members. Specifically, we have introduced a set of new family-friendly policies that include postponement of promotion and tenure reviews for new parents
Related Questions
- Are we developing specific hiring and retention strategies for faculty that help to advance our diversity and inclusiveness initiative?
- How does the Foundation promote inclusiveness in hiring, retention, promotion and Board recruitment, and among the constituencies served?
- What are the latest trends in developing strategies and identifying solutions to enhance workforce retention?
