Increase Faculty Diversity

Provide implicit bias training for faculty search committees

To help recruit the strongest and most diverse pools of applicants, the College will provide faculty search committees with education and training in mitigating implict bias. 

Accountability: 
Provost/School Deans
Progress/Status: 

At the Geisel School of Medicine, faculty search committees members are required to meet with the associate dean for diversity and inclusion and a representative from the Office of Institutional Diversity and Equity for a workshop on implicit bias in faculty searches. (Complete for Geisel).

At the Thayer School of Engineering and the Tuck School of Business, the deans are reviewing this model to incorporate in their search processes. (In progress). 

In the Arts and Sciences, the assistant provost for faculty development provides implicit bias training to faculty search committees. Because the faculty of Arts and Sciences is significantly larger than the professional schools faculty, and the volume of searches proportionally larger, providing implicit bias training for all faculty searches will be a longer process. Beginning this year, the associate provost will meet with a representative from each search committee to provide implicit bias education and share other diversity recruitment tools and strategies. (In progress). 

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