Actively Seeking Diverse Faculty - an AcademicJobs.com podcast

The article explores strategies for actively seeking and retaining diverse faculty at predominantly white institutions. It argues that a lack of diversity is often attributed to a scarcity of candidates, which is untrue. The author proposes intentional approaches, including faculty search orientation with implicit bias training, broader recruitment strategies, and addressing myths about candidates from diverse backgrounds. Creating supportive networks and engaging with diverse faculty are vital for retention, alongside initiatives for other underrepresented groups. The success of these efforts requires institutional commitment and collaborative strategies to overcome barriers and foster inclusivity.

Executive Summary:

The author argues that a lack of faculty diversity at predominantly white institutions isn't due to a scarcity of qualified diverse candidates, but rather to passive recruitment practices. She outlines practical, proactive strategies employed at Adelphi University, emphasizing the importance of intentionality, collaboration, and ongoing engagement to both attract and retain diverse faculty. The document stresses that creating a supportive and inclusive environment is paramount to success, extending beyond race and ethnicity to encompass LGBTQ+ individuals, veterans, people with disabilities, and international constituents.

Key Themes & Ideas:

The Myth of Scarcity: The author directly challenges the common excuse that diverse faculty candidates are simply "not out there." She uses data to suggest that scholars of colour are, in fact, sought after by multiple institutions simultaneously, implying the issue lies with institutional outreach.

Yet the Association of American Colleges and Universities’ Diversifying the Faculty guide points out that, 'In fact, only 11 percent of scholars of color were actively sought after by several institutions simultaneously.'"

The Importance of Active Search Processes: The core argument centres on the need for institutions to move beyond passive recruitment methods and embrace proactive strategies.

Intentionality and Collaboration in the Search Process: Diversifying faculty requires a deliberate and coordinated effort involving various stakeholders across the university.

Addressing Implicit Bias: The author highlights the crucial step of acknowledging and addressing implicit biases within search committees. Using the Harvard Implicit Bias tests is recommended as a tool for self-reflection.

Pre-Search Recruitment Strategies: Proactive outreach to diverse networks and institutions (e.g., professional associations, HBCUs) is vital to build a diverse candidate pool. The consideration of cluster hires and dual-career couples is also suggested.

Retention as a Key Component: Recruiting diverse faculty is only half the battle. Creating a supportive and inclusive environment is essential for retaining them.

As a person of color, and having served in the faculty ranks, it is my experience that faculty of color often leave predominantly white institutions due to a lack of support and engagement with the institution."

Building Supportive Networks and Addressing Systemic Issues:

Conclusion:

This text provides a practical framework for institutions seeking to diversify their faculty. It moves beyond abstract ideals and offers concrete strategies grounded in the author's experience. The emphasis on intentionality, collaboration, and sustained engagement provides a valuable roadmap for creating a more inclusive and equitable academic environment. The author makes clear that the challenges of conducting active searches will vary at each college and university. But at most institutions, many of the barriers involved in promoting diversity and inclusivity can be overcome by a collaborative strategy that involves intentionality and engagement.