Enhancing Faculty Diversity: A Search Committee’s Role In .

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11/13/2014Enhancing Faculty Diversity:A Search Committee’s Role inCreating Effective SearchesThe LSU Office of Human Resource Management& LSU Office of DiversityPurpose and Overview Achieve our LSU Flagship 2020 diversity goals. Increase our ability to attract diverse faculty andstaff hires at LSU. Enhance a culture where diversity is embraced. Provide resources and techniques to assistsearch committees in finding and recruitingviable diverse candidates.1

11/13/2014LSU Flagship 2020 Diversity GoalStrengthen the intellectualenvironment by broadening thecultural diversity of the LSUcommunity.Performance indicator: Increasediversity among faculty, staff, andstudents.LSU Diversity StatementDiversity is fundamental to LSU's mission and theUniversity is committed to creating and maintaining aliving and learning environment that embracesindividual difference. Cultural inclusion is of highestpriority.LSU recognizes that achieving national prominencedepends on the human spirit, participation, anddedicated work of the entire University community.Flagship: 2020 will be realized by bringing togetherdiverse ideas, perspectives, skills, and talents of thenation's pre‐eminent scholars, brightest students, andleading higher education professionals.2

11/13/2014LSU Diversity StatementThrough its Commitment to Community; LSU strives tocreate an inclusive, respectful, intellectually challengingclimate that embraces individual difference in race,ethnicity, national origin, gender, sexual orientation,gender identity/expression, age, spirituality, socio‐economic status, disability, family status, experiences,opinions, and ideas.LSU proactively cultivates and sustains a campusenvironment that values open dialogue, cooperation,shared responsibility, mutual respect, and culturalcompetence– the driving forces that enrich and enhancecutting edge research, first‐rate teaching, and engagingcommunity outreach activities.Faculty Position Announcement Define the position in the widest possible terms to cast afar‐reaching net of potential applicants. Establish applicant screening criteria based on positionqualifications, not personal preferences. Position should seek value‐added candidates. Recruitment timeline should be established allowingtime to source and recruit a qualified and diverseapplicant pool.3

11/13/2014Proactive Recruitment Strategies versusPassive AdvertisementProactive Recruitment(Strategic)Passive Advertisement(Traditional) Discipline‐specificjournals LSU Careers website News sites BoastBoastBoastMake personal contactsConstant and proactive recruitmentactivitiesCultivate relationships with diversecolleagues & studentsFemale, minority and other diversitycaucusesOpen forums / discussionsTargeted recruitment contacts fordistribution at conferencesFormer Louisiana residents & alums thatare faculty members at other institutionsSocial media / ListservsDiverse: Issues in Higher Education &Insight into Diversity – ads paid for byOffice of DiversityBoastBoastWhat do you put in a TOASTER?Most people put BREAD in a toaster!Dr. Rovaris LSU4

11/13/2014Blink: The Power of Thinking Without Thinkingby Malcolm Gladwell58% of CEO’s of Fortune 500 companies are 6’ or tallerOnly 14.5 % of all U.S. men are 6’ or tallerFurther, 30% of CEO’s were 6’2” or tallerOnly 3.9% of all U.S. men are 6’2” or tallerExamples of BiasesSimilar to MeNegativeStereotypesSimilar attributes/backgroundPresumptions ofincompetenceRaising the BarPositiveStereotypesPresumptions ofcompetenceSnap JudgmentsUnevenexpectationsJudgments withinsufficientevidence5

11/13/2014Interrupting Bias in the Faculty SearchProcessOvercoming Biases during theReview of Applications Evaluation methods should be as objectiveand measurable as possible. Ensure the evaluation criteria is appliedconsistently for all applicants. Refrain from making assumptions aboutcandidates; evaluate only the actualinformation provided. Recognize and appreciate diversity in others.Be aware of your own biases.6

11/13/2014Obligation of Diversity AdvocateThe Diversity Advocate is a member of the searchcommittee who ensures all members of the committeetake an active role in promoting diversity. The DiversityAdvocate is also charged with keeping a focus ondiversity during the building of an applicant pool, theselection process, and campus interviews.Obligation of Search Committee Chair1) The day after the deadline an EEO summary with demographicdata will be provided by the HRM Staffing Partner.2) Once applicants have been reviewed, provide the shortlist ofapprox. 10 candidates to the HRM Staffing Partner. A 2nd EEOsummary will be provided of the shortlist the following day.3) Submit the names of the finalists to the HRM Staffing PartnerPRIOR to invitation for final interviews. A final EEO summary willbe provided the following day.Advised to work through departmental HR Contact forcommunications and submissions to the HRM Staffing Partner.7

11/13/2014Search Committee ResourcesLSU Office of Human Resource ManagementChristie Dillon, Recruiting Manager, clefiles@lsu.edu, 8‐8334Brandi AlJariri, Asst Director of Employment, baljariri@lsu.edu, 8‐0939Mimi Singer, Executive Director of Employment, mimir@lsu.edu, 8‐8392Liz Johnson, Executive Recruitment Manager, lroberson@lsu.edu, 8‐8292Gaston Reinoso, EEO Executive Director, gastonr@lsu.edu, 8‐8410Search Committee ResourcesLSU Office of DiversityDereck Rovaris, Vice Provost and Chief DiversityOfficer, drovaris@lsu.edu, 8‐57368

11/13/2014Questions?9

LSUOffice of the PresidentOctober 3, 2014Dear Deans and Search Committees,LSU is fully committed to enhancing diversity, and it is through your efforts that our campus is shaping avision of what true diversity looks like. This year has witnessed record enrollment of African American,Asian, and Latino/a freshmen students, which has been coupled with record numbers of graduates fromthese groups. While we have made tremendous headway in addressing the student diversity portion ofthe Flagship 2020 agenda, we must now take on the challenge of further diversifying our faculty.We will accomplish this in two ways. First, we will provide ongoing and continuous support for currentfaculty members, and secondly, we will aggressively seek diverse candidates for our various facultyopenings.The Office of Diversity, in conjunction with the Office of Human Resources Management, has created anengaging and informative workshop that will help search committees in this latter endeavor. Our goal isto provide these search committees with the tools necessary to create a diverse pool of applicants. Thisshould ultimately produce greater faculty diversity. All search committees are asked to participate inorie of these hour-long workshops.We are committed to achieving the kind of diversity our institution richly deserves. LSU will continue toprovide the support necessary to make this goal a reality, and we thank you for your efforts toward thisend.Sincerely,F. King AlexanderLSU PresidentLouisiana State University3810 West akeshore DriveBaton Rouge, LA 708080 225-578 2111f 225-578-5524www.lsu.edu

EEO Guidelines forInterviewing ApplicantsSource: U.S. Equal Employment Opportunity CommissionTOPICEmploymentAgeArrest RecordAvailability forSaturday orSunday Work(pertaining toReligiousdiscrimination)Availabilityfor Weekendor EveningWork(pertaining tosex discrimination)CitizenshipConvictionsCredit InquiriesOK TO ASKAny question related to education, experience,strengths and weaknesses, promotions,accomplishments, current salary, salaryrequirements, reasons for leaving a position.No acceptable pre-employment inquiries. (Theexception, as always, is when you can prove that ageis a bona fide occupational qualification – i.e., isnecessary to perform the job, usually difficult orimpossible to prove.)No acceptable pre-employment inquiries. (Lawenforcement agencies are exempt from thisrestriction)Although you may want to know about anapplicant’s availability for Saturday or Sunday work,the answer may not do you any good since evenwhen an applicant’s religious observance makes himor her unavailable for weekend shifts, this fact cannotbe used in any hiring decision. Title VII requiresemployers to make “reasonable accommodation”even for a “prospective employee’s religiousobservance”, unless it causes “undue hardship”. Ifyou decide to ask, let the applicant know that areasonable effort will be made to accommodate anyreligious needs should he or she be hired.Inquiries about an applicant’s availability for eveningand/or weekend work provided that the inquiry ismade of both male and female applicants andprovided that the person now doing the job worksevenings and/or weekends, or that a definite changein schedule is being implemented.Whether the applicant is prevented from lawfullybecoming employed in this country because of visaor immigration status. Whether applicant can showproof of citizenship, visa or alien registration numberafter being hired.It is all right to inquire about an applicant’sconviction record for “security sensitive” jobs, sinceit has been shown that people with high convictionrates are poor risks for these jobs. “Security sensitive”jobs include not only the obvious – treasurer, cashier,etc. – but peripheral positions as well –janitor, typist,trucker or other jobs where the employee would beworking near a security sensitive area.No acceptable pre-employment inquiries unless jobrelated.NOT OK TO ASKNoneAny question designed todiscover someone’s age.Any inquiry relating to arrests.Since, under our judicial system,you arepresumed innocent untilproven guilty.Any question about religiousobservance.Asking this question because youthink you’ll want the person to workevenings or weekends. (Reason:Question is likely to have adiscriminatory impact on applicantswith families – particularly women.)Whether applicant is a citizen. Anyrequirement that the applicantpresent birth, naturalization, orbaptismal certificate before beinghired.Questions about convictionunrelated to job requirements –e.g.,inquiries about gambling arrests forthe job of pipefitter.Inquiries about charge accounts,bank accounts, etc.

TOPICFamily StatusFinancial StatusOK TO ASKWhether applicant has any activities, commitments,or responsibilities that might prevent him or herfrom meeting work schedules or attendancerequirements. NOTE: These questions must be askedof both men and women or of neither.No acceptable pre-employment inquiries.DisabilitiesAre you able to perform the essential functions of thejob with reasonable accommodation? (Provideapplicant with a job description.)Height and WeightInquiries about ability to perform the job (withoutmentioning the person’s height or weight). Protectsthose of Spanish, Asian background and women.Marital StatusNo acceptable pre-employment inquiries.MilitaryInquiries about education, training or workexperience gained in U.S. armed forces.National OriginInquiries into applicant’s ability to read, write andspeak English or foreign languages when required fora specific job.Personal InformationWhether the applicant has ever worked for yourorganization under the current name or anothername. Names of character references.If the individual has the specific education ortraining required for the specific job.EducationNOT OK TO ASKWhether the applicant is marriedor single, number and age ofchildren. Asking only womenabout child-care arrangements.Inquiries about an applicant’sfinancial condition, home or carownership (unless owning a car isrequired for the job) have beenfound to result in discriminationagainst minorities since more nonwhites than whites are below thepoverty level.General inquiries – e.g., “Do youhave any disabilities?” – which mightreveal disabilities not related toability to perform a specific job.Any inquiry about height or weightnot based on the actual jobrequirements, in which case you oryour superiors must be able to provethat a specific minimum ormaximum height or weight isrequired to perform the job.Whether the applicant is married,single, divorced, separated, engaged,widowed.Type or condition of militarydischarge. Experience in other thanU.S. armed forces. Request fordischarge papers.Questions about applicant’s lineage,ancestry, national origin, descent,place of birth or mother tongue,national origin of applicant’s parentsor spouse. How applicant acquiredability to read, write or speak aforeign language.General inquiries about change ofname through court application ormarriage.General questions about high schoolor college degrees unless you (or yoursupervisors) can prove theeducational degree inquired about isnecessary to perform the job.

TOPICRace or ColorRelativesReligion or CreedOK TO ASKNo acceptable pre-employment inquiries.Name of applicant’s relatives already employed byour organization or competitor. (This inquirybecomes unlawful when hiring preference is given torelatives of employees at a time when minorities areunder-represented in your organization’s workforce.)No acceptable pre-employment inquiries.ResidenceInquiries about the applicant’s address needed forfuture contact with the applicant.SexPregnancyNo acceptable pre-employment inquiries.Inquiries about the applicant’s anticipated durationof stay on the job or anticipated absences – only ifmade to both male and female applicants.OrganizationInquiries about membership in professionalorganizations related to the job – e.g., does theapplicant for a chemical engineering job belong to achemical engineering society?NOT OK TO ASKAny questions about race or color.Requests for the names and addressesof any relatives other than thoseworking for your organization.Questions about applicant’s religiousdenomination, religious affiliation,church, pastor, or religious holidaysobserved.Whether the applicant owns or rentsown home (denotes economic class).Names and relationship of personswith whom the applicant resides.No acceptable inquiries.Any question relating to pregnancyor medical history concerningpregnancy. NOTE: The EEOC hasruled that to refuse to hire a femalesolely because she is pregnantamounts to sex discrimination.Questions about organizations whosename or character indicatesmembers’ economic or social class,race, color, creed, sex, marital status,religion or national origin – e.g.,country clubs, social clubs, religiousclubs, fraternal orders.Federal Equal Employment Opportunity (EEO) Laws: Title VII of the Civil Rights Act of 1964 (Title VII), prohibits employment discrimination based on race, color, religion,sex, or national origin; Equal Pay Act of 1963 (EPA), protects men and women who perform substantially equal work in the same establishmentfrom sex-based wage discrimination; Age Discrimination in Employment Act of 1967 (ADEA), protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), prohibits employmentdiscrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, prohibits discrimination against qualified individuals withdisabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discriminationbased on genetic information about an applicant, employee, or former employee; and Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employmentdiscrimination.

engaging and informative workshop that will help search committees in this latter endeavor. Our goal is to provide these search committees with the tools necessary to create a diverse pool of applicants. This should ultimately produce greater faculty diversity. All search committees are asked to participate in orie of these hour-long workshops.

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