Increase Faculty Diversity

Add additional faculty diversity advocates to search processes

In 2015-2016 Arts & Sciences piloted a program to make a faculty diversity advocate available to several faculty search committees. In the coming year, the pilot is expanding to include all active tenure-track searches in Arts & Sciences. In addition, across all Schools, search committees will be trained and supported to run an inclusive search that yields a diverse, highly-qualified, candidate pool. 

Accountability: 
Provost/School Deans
Progress/Status: 

Professor Dean Lacy (Professor of Government and Assistant Provost for Faculty Recruitment) is serving as a consultant to faculty searches in the Arts & Sciences. He conducts training sessions for department and search committee chairs on practices to enhance inclusive excellence in searches. He also meets with designated members of each faculty search committee to share information and strategies for conducting inclusive searches that recruit diverse pools of highly qualified candidates. He provides resources on diverse candidates who are completing their doctorates, information on top fellowships and minority scholar programs, and strategies for addressing implicit bias in the search process.

Outcome: 

Faculty diversity advocates are a part of all faculty searches at Dartmouth.

The Vice President for Institutional Diversity and Equity, and the Assistant Provost for Faculty Recruitment (a tenured faculty member appointed to this position) together support faculty search committees by providing training and resources to help search committee members understand how implict bias affects search and hiring processes. They also offer advice to minimize implicit bias effects in all aspects of the search process, from the wording and placement of faculty recruitment ads, the review of letters of recommendation and the conduct of on-campus interviews. 

All search committees must meet with the diversity advocates as part of their recruitment efforts, and faculty diversity advocates remain available to committees throughout the process.

Data from each year's recruitment cycle is used to measure the effectiveness of these strategies.

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