Faculty Hiring Resources

Ways that campuses can increase the number of teachers who look like their students.

Change hiring practices to produce racially and ethnically diverse faculties.

To best serve students, colleges must examine the recruitment and hiring strategies that may disadvantage applicants from certain groups.

Faculty search and recruitment strategies for women and minorities in STEM

A diversity audit helps you understand the demographics and culture of your workforce to identify the specific factors that will help you create a diverse and inclusive organization.

URM scientists must increase and be given opportunities to establish independent research programs.

Boston College and UC Riverside share how they quickly hired more faculty members from underrepresented minority groups, without relying on hard numerical targets or costly initiatives.

While many colleges now have top-level administrators and offices devoted to diversity, a hot topic of conversation here was how to make it a campuswide priority.

“The reason we don’t have more faculty of color among college faculty is that we don’t want them. We simply don’t want them.”

Despite limited success at some institutions, a frequent and recurrent concern that emerges from these efforts is that the pool must be enlarged from the ground up—high school, college. But as we work on enlarging the pool, we also must look at the hiring process.

Extending conversations about the underrepresentation of Black, Latinx, and Native American faculty

This chapter primarily addresses how institutions promote and hinder advances in faculty diversity

Professors tend to replicate themselves, and diverse hiring committees tend to replicate their own diversity.

Racially minoritized faculty working at White-serving institutions, where Whiteness works through nice people (Castagno, 2014), often feel silenced because they are unable to call out racist perspectives, behaviors, and routines without fear of professional repercussions (Villarreal et al., 2019).

Issues with the search process lead to higher education diversity problem.

The lack of faculty diversity lies in the clash between the dual desire of universities to both increase diversity and satisfy their need for highly specialized professors.

This narrative and integrative literature review synthesizes the literature on when, where, and how the faculty hiring process used in most American higher education settings operates with implicit and cognitive bias.

Institutions must go beyond vying for the same small group of minority scholars.

Increasing racial diversity among faculty through the hiring process.

Recommendations for how deans, department chairs and their search committees can optimize their chances.

With legal institutions, in particular, diversity plays a critical role in shaping the perception of the institution held by persons outside of it.

After outlining how signaling theory can be used to explain the obstacles institutions of higher education face in their efforts to hire diverse faculty, the authors use signaling theory to frame their review of the literature related to best practices for recruiting and hiring diverse faculty.

This study materializes the underlying mechanics of academic hiring by describing the process of departmental hiring priorities, and identifies how adjusting them can create the optimal conditions for supporting faculty diversity.

San Diego State University increases the hiring and retention of Black faculty with policies, process, and partnerships.

Essay belongs to Beyond the Business Case, a series exploring the big-picture questions about diversity & inclusion work. Intended for D&I practitioners, C-Suite executives, and other leaders looking to shape the future of D&I.

Confidently approach the topic of bias and successfully address it in the recruitment process.

Discover best practices and strategies to make your recruiting, interviewing, and hiring practices more inclusive, equitable, and authentic.

A guide to help you develop a diversity hiring strategy, increase your candidate pool, and remove bias from your screening and interview process.

This guide teaches skills for interviewing, an important but sometimes overlooked aspect of an inclusive hiring process, by explaining three key barriers to fair and effective interviewing across differences.

This video guide walks you through how to define a number of unconscious biases, as well as how the biases can impact your decision-making and how you can combat them when recruiting and hiring qualified candidates.

Learn how to create and hold space for others by using gender-inclusive language at work.

In this course, experts teach you the foundational skills—mindset, communication, and advocacy—you need to be an effective ally and champion for anti-racism in your organization.