10+ Ways to Improve Your Higher Ed Diversity Recruiting Efforts
Inside Higher Ed's recent article, Professors Still More Likely Than Students to Be White, highlights two studies that found a lack of substantial growth in faculty diversity, especially at research-intensive institutions and in tenured positions, even as student populations grow increasingly diverse.
If your institution needs to bridge this gap or has strategic goals focused on increasing your faculty and staff's diversity, Inside Higher Ed Careers offers in-depth, multilateral, diversity-focused listing solutions. By posting your openings with Inside Higher Ed Careers, you can tap into a robust network filled with qualified minorities, individuals with disabilities, veterans, LGBTQ, women and other diverse individuals. Our Diversity-Focused Search Listings receive 44% more applications than a standard job listing! Now more than ever, recruit the faculty and staff who can further serve the needs of your diverse student body.
Once you have selected your recruiting partner, here a few additional ways to further ensure that your higher ed institution will attract top-tier candidates, from a breadth of backgrounds, who will apply and accept your offer of employment:
Write inclusive job descriptions by utilizing gender-neutral language
Include your equal employment opportunity policy statement in the job description
Provide applicant resumes without demographic information (including the removal of applicant names) to avoid bias by hiring committee members
Avoid interviewing candidates with lesser qualifications but who might be “friends” of the institution
Have a clear salary range for the position prior to selecting the finalists
Share your diversity, equity and inclusion efforts during the interview process
Have your interviewees meet with a range of stakeholders to gain a sense of the culture and community of the institution
Share photos of your diverse community on your website and social media platforms
Start building a list of great diverse applicants who may have not been right for one position but who might be a great candidates for other opportunities — reach out to this list as needed
Conduct surveys and capture data that includes gender, race and ethnicity information at each stage, including during the applicant, interviewee, finalist and employee phases and track the results to see if there any gaps you close