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Faculty Affairs

 

Diversity Advocate

Responsibilities and Guidelines

All members of a search committee are considered active advocates for the university’s commitment to diversity, inclusion, non-discrimination, and equal opportunity. The Diversity Advocate, a full, voting member of the search committee, advances this commitment by promoting the most effective search possible and monitoring the process during all phases, consistent with the university’s equal opportunity and non-discrimination policies. We have prepared suggestions and resources for achieving an applicant pool with candidates of the highest caliber who have thrived in different environments and would enrich the university with different perspectives, backgrounds, and experiences.

 

General Responsibilities of the Diversity Advocate

In general the Diversity Advocate should:

  • Be a vocal and responsible advocate for diversity, inclusion, non-discrimination, and equal opportunity, keeping in mind the goals and principles described in the GW Statement on Diversity and Inclusion and consistent with the GW Equal Opportunity, Nondiscrimination, Anti-Harassment, and Non-Retaliation Policy, which provides, in part, that: “unlawful discrimination is adverse treatment of an individual based on a protected characteristic, rather than individual merit” and includes, among other things, “[s]ingling out or targeting an individual for different . . . treatment . . . because of their protected characteristic.”
  • Actively monitor each stage of the search process to ensure an equitable and open search consistent with the goals established at the onset of the process.
  • Facilitate thoughtful exchanges about how applicants’ perspectives, backgrounds, and experiences can lead to a vibrant academic and research environment.
  • Lead discussions related to strategies for developing a rich pool of applicants. Keep principles of non-discrimination and equal opportunity at the center of every strategic conversation and each phase of the decision-making process.
  • Draw attention to the assumptions individual members may bring to their evaluation of candidates when such assumptions are leading the committee away from a merit-based assessment of the knowledge, skills, and experiences necessary to be a top candidate.

 

Other Specific Duties of the Diversity Advocate

  • Take the lead on identifying systemic issues and bringing them to the attention of the Vice Provost for Faculty Affairs.
  • Identify and recommend best practices for an effective search, including, but not limited to: flexible position announcements, targeted and/or interdisciplinary areas of scholarship or research, and tools to evaluate every candidate on all established criteria.
  • Bring process gaps to the attention of the search committee and/or the chairperson for immediate action. Process gaps may include the following:
    • Bias, prejudice or stereotyping in verbal or written communications, such as meetings, written correspondence, and interview questions.
    • Bias, prejudice or stereotyping of candidates during evaluation period.
    • Insufficient outreach done to solicit an applicant pool of individuals with diverse perspectives, backgrounds, and experiences.
  • Approval of a hiring plan that incorporates multiple efforts at various stages of the search process.
     

Important Considerations

The Diversity Advocate should encourage the careful consideration of the following:

 

Criteria for Selection and the Position Description

When appropriate, develop a broad definition of the position and the desired scholarship, experience, and disciplinary background. Consider that a narrowly defined search may unintentionally limit the applicant pool and reduce the ability to consider applicants with varied but relevant profiles who nonetheless qualify for the positions.

Be clear about what is really “required” (the basic qualifications) and what is “preferred.” In addition, consider including “experience working with/teaching students with a variety of perspectives, backgrounds, and experiences” as one of your preferred criteria. However, remember that while it is important to establish preferred qualifications prior to advertising a position and to use them in evaluating applicants/candidates, these qualifications must not be included in the position announcement.

Give thoughtful consideration to how the content of an advertisement raises awareness about GW in a broad array of communities for current and future hiring.

 

Recruitment and Outreach 

The Diversity Advocate should encourage the committee to be actively involved in setting the scope of and implementing a recruitment strategy.

Ask committee members to:

  • Make calls and send e-mails or letters to a wide range of contacts asking for potential candidates.
  • Make an effort to identify contacts with a range of perspectives, backgrounds, and experiences. Such contacts may help expand outreach and reach highly qualified candidates.
  • Make lists of professional meetings, professional societies, members of these societies, etc., and use them to recruit candidates.
  • Call potential candidates directly to encourage them to apply.
  • Engage local networks of people in related fields at the University and/or related organizations and businesses to see if they know of potential candidates.
  • Survey departments at other universities to see which of them have strong records in awarding PhDs with a variety of perspectives, backgrounds, and experiences and contact them for names of candidates.
  • Have a discussion in a department meeting to brainstorm other active recruiting strategies and to discuss diversity of perspectives, backgrounds, and experiences as part of the educational mission.

 

Applicant Pool

Above all, remember that the goal is to EXPAND the pool of potential candidates. Sifting and winnowing will occur later in the process.

 

Short-List of Candidates

The “short list” of candidates to be invited to visit campus should take into account the goals and needs of the department, and every effort should be made to have a merit-based slate of candidates reflecting a range of perspectives, backgrounds, and experiences.

 

Interviews

The Diversity Advocate should monitor the interviewing process:

  • Develop interview questions for both phone and campus interviews that relate to the position description and selection criteria. Encourage all interviewers to review pre-employment inquiries.
  • Encourage the use of evaluation instruments throughout the selection process to promote job-related feedback, consistency and fairness.
  • Treat the campus visit as one, continuous interview, including individual interview sessions, colloquia, teaching demonstrations, meals, informal conversations, etc.

Diversity Advocates Are NOT expected to:

  • Try to control the outcome
  • Require a certain number of applicants by race, ethnicity or other protected characteristic
  • Replicate the search chair’s role
  • Assume they understand others’ motives, goals or objectives
  • Be passive or overly deferential
  • “Go it alone” if frustrated, confused, worried or concerned