Strategies for Increasing Faculty Diversity and Addressing Departmental Climate
This list was produced by a brainstorming session at the 2011 Heads and Chairs workshop. It is not intended to be an exhaustive list of possible strategies. Rather, these are suggestions based on workshop participants' experiences.
- Make sure you don't hire someone who looks just like you (in appearance or in specialty) – avoid clones
- Have a broad search and consider diversity as a criterion
- Have a female chair for the search committee (National Academies Press, 2010 ); perhaps the same applies to having underrepresented groups chair search committees
- Use an evaluation rubric – establish criteria before the search committee starts reading applications
- Set up a STRIDE committee
- Make targeted hires
- Get institutional support: childcare, tenure clock, dual career hires, etc.
- Recruitment starting earlier – bringing women and minorities into the sciences as early as high school?
- Have an effective mentoring program for junior faculty, and also for associate professors rising to full professor
- Teaching relief for faculty developing their tenure portfolios
- Lunches for subgroups of faculty (women, underrepresented groups)