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Most postdoc programs are not designed to recruit tenure track faculty; as a result, promising candidates will take jobs elsewhere. Learn how to leverage postdoc programs to recruit diverse faculty.
The typical faculty job application allows candidates to demonstrate strengths in research and teaching, but offers little opportunity to showcase dedication to departmental and institutional strategic goals such as diversity and inclusion.
Many colleges and universities have devoted significant time and resources to diversifying their faculty pipelines, but ensuring these faculty members stick around is the second—and equally critical—step. Discover eight metrics that can help your institution diagnose faculty racial inequity.
David Pluviose, executive editor of Diverse: Issues in Higher Education, shares steps universities should take to ensure faculty diversity.
We’ve identified three common mistakes that can be overcome to encourage historically underrepresented candidates to apply for postings at your institution,
As more institutions set diversity goals, competition for the best faculty candidates continues to intensify. As a result, academic leaders must take immediate action to increase the diversity of their candidate pool for faculty searches with changes to job ad language, candidate-facing websites, and interviewing processes.
To attract a diverse range of faculty candidates, institutions must pitch not only the professional aspects but also the personal aspects of what it means to be welcome and included in the community. EAB created a mock website that features 10 essential components that highlight community, help candidates know what to expect from the recruitment process, and prioritize navigation and accessibility.
We poured over hundreds of faculty job postings to identify where the greatest opportunities to demonstrate a true commitment to faculty diversity and inclusion were.