Challenges and Controversies in Faculty Recruitment for Diversity and Inclusion at LSU
LSU faces challenges and controversies in faculty recruitment for diversity and inclusion. Issues include concerns over faculty autonomy in hiring decisions, administration's views on decision-making capabilities, lack of faculty consultation in guidebook development, rushed processes impacting ongoing hires, limited supply of diverse candidates, and erosion of faculty rights.
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Faculty Searches Recruiting, Retention, & Professional Development Leading to a More Diverse Community LSU Diversity & Inclusion Roadmap
Isiah Warner, Co-Chair Chris D Elia Niki Norton Jane Cassidy, Co-Chair Ray Diamond Jaime Pangburn Sibel Bargu-Ates Maribel Dietz Petra Robinson Renee Boute-Myer Stephen Finley Dereck Rovaris Jinx Broussard Lauren Foster Haleh Samadnouri Committee Members Robb Brumfield Tina Harris Brandon Smith Kate Bui Marwa Hassan Marcus Sylvas Monique Cain Jason Hicks Sonja Wiley Cassandra Chaney Trey Jones Zakiya Wilson Anissa Chenevert Sheryl Haydel Kennedy Melissa Crawford Carmela Mattza Mallory Danzy Erin McKinley
The Issue at Hand Black Hispanic All TT Faculty Assistant 16 7 267 Associate 13 3 310 Full 14 12 459 Total TT 46 21 1036 All Faculty N = 2271
Perhaps the biggest affront is the idea that the faculty are unable to choose who to hire. Comment 1
Comment 2 The administration believes that faculty are incapable of making decisions and that if left to their own devises they would create some non-diverse and inequitable university.
Comment 3 Didn t even consult with the faculty senate executive council The administration has developed this guidebook without faculty consultation and input from faculty.
Comment 4 Completed in a rushed, almost haphazard fashion ... when so many faculty hires were already underway across campus.
The supply of diverse candidates are limited . . . and will be difficult to find and hire. Comment 5
Comment 6 Responsible parties at the end of each section . . . [erodes] faculty supremacy over core faculty rights and responsibilities.
Comment 7 Requiring training sessions of every current faculty member of boxes for candidates to check is simply to be making a pretense towards the goals.
Faculty Searches Recruiting, Retention, & Professional Development Leading to a More Diverse Community LSU Diversity & Inclusion Roadmap
Departmental Faculty Diversity Advocate Search Committee Search Committee composition composition Others Staff Students Faculty from other departments
Committee Charge Expectations for diversity in applicant pool Search Plan Active participation in recruiting efforts Holistic review of applicants Two (or more) unranked acceptable finalist Unconscious Bias professional development Confidentiality
Wednesday, October 28th from 1-2:00 PM (Search Committees) Wednesday, November 4th from 3-4:00 PM (Search Committees) Thursday, November 5th from 12:30 1:30 PM (Search Committees) Monday, November 9th from 11:00a - 12:00 PM (Search Committees) Wednesday, November 11thfrom 2:00 3:00 PM (Diversity Advocates) Professional Development Opportunities
HIGHEREDJOBS.COM Diversity Inclusion e-mails DIVERSITYJOBS.COM Advertise in Diversity Sources DIVERSEJOBS.NET Diverse Issues in Higher Education
Outlining job specifications, responsibilities and qualifications Job Job Descriptions Descriptions Establishing a fair market comparison Reinforcing the university s commitment to diversity, equity, and inclusion Well written job descriptions are essential for: Attracting candidates Setting job expectations Measuring performance and productivity
Resource book Campus protocols Guidebook for Faculty Hiring Supplemental information on HRM website
Reach out to institutions with diverse faculty Reach out to colleagues at other institutions Broad dissemination and outreach Use national and international data Recruiting Candidates
Curriculum vita Summary of strengths of candidates Report on advertisement and outreach Aggregate demographic data on applicants, interviewees, finalists Written rationale if no women on finalist list Written rationale if no underrepresented groups on finalist list At least two unranked acceptable candidates after campus interviews Diversity Advocate summary on how diversity issues were handled Presentation of Candidates
Breakout Discussions Who are people who would be good Diversity Advocates? What should a search plan look like? What could you improve? How do you network to encourage diverse applicants?
