“Ultimately, to diversify the faculty, the criteria used for hiring and promotion must also be diversified.”
- Association of American Colleges and Universities
Acknowledgment of Application
Applicants create an account in the PeopleAdmin online
application system. Prospective candidates enter diversity
when they apply (i.e. race, disability, veterans status,
demographic data, etc.)
Organization of Applications
Applications and related materials are uploaded in
PeopleAdmin by the candidates. This information may be
accessed at any time if needed.
Initial screening is based on the minimum qualifications set
out in the job notice. Applicants are screened against
teaching criteria such as required degrees, years in research,
experience, and other relevant criteria.
Search Committees must discuss in advance the
criteria they will use to evaluate all candidates. All
criteria must be based on actual position needs and
must not unnecessarily screen out candidates
because of their race, sex, age, veteran status,
disability, or ethnicity. Be mindful of biases that
inadvertently screen out well-qualified candidates
with nontraditional career paths or research interests.
Recognize that diverse paths and experiences can
contribute positively to a candidate’s qualifications.
All members of the search committee should review
each candidate’s application and evaluate it using the
agreed upon criteria. Resist the impulse to label
candidates the “most promising” because this may
make it difficult for other candidates to be fully
considered. Avoid unfounded assumptions, e.g.,
members of a particular racial group do not like
living here, women who pursued degrees part-time
are not serious scholars, excellent candidates will be
heavily recruited, or a married candidate’s spouse
will not be willing to move. Let candidates decide
these issues for themselves. Do review how a
candidate’s diverse experiences or commitment to
diversity can contribute to the department.