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EAB has launched a research initiative to support higher education leaders in their efforts toward institutional reckoning and racial healing. Our early conversations have revealed important lessons for institutions considering this work. Here are three that campus leaders should keep in mind along the way.
Despite a diversifying student population, the racial demographics of the faculty at colleges and universities has remained largely unchanged. These tools will help search committee chairs and members implement DEIJ tactics at each step of the faculty hiring process.
As activists continue to call attention to the racial disparities in faculty demographics, institutional DEIJ plans increasingly include goals to recruit and retain BIPOC faculty. Most higher education institutions do not have standardized DEIJ hiring practices embedded into their processes—but that can change.
Chief diversity officers (CDOs) carry the monumental responsibility of creating meaningful and sustained structural and cultural change at an institution. For CDOs to be effective, they must have direct access to executive leadership, a scaffold of institutional supports, and appropriate staff and financial resources.
BIPOC Faculty Recruitment Working Groups for Chief Academic Officers: Designing Academic Hiring Strategy to Meet Institutional Diversity Goals
In these workshops, attendees will gain a broad overview of best practices in BIPOC faculty recruitment and explore a candidate-centric model of hiring. They will network with peers around topics including faculty line allocation, innovative hiring practices such as target-of opportunity hires, and adapting promotion and tenure requirements to reflect institutional DEIJ goals. Each attendee will identify at least once tactic or strategy to bring back to campus and learn how EAB can support institutional diversity, equity, inclusion, and justice (DEIJ) efforts.
To fulfill the promise of student success we must eliminate persistent equity gaps at our colleges and universities. Watch the video to hear from Deborah Ford, Chancellor of University of Wisconsin-Parkside about why she made the decision to have her institution participate in closing equity gaps in her region.
Learn about each of the seven hallmarks of an anti-racist K-12 institution through the lives of four BIPOC community members in this interactive infographic.
Advancement leaders have honed the skills necessary to attract top talent and close transformative principal gifts. Today, they can leverage those strengths to create a more diverse, equitable division and marshal resources for DEIJ on campus.
Learn about each of the seven hallmarks of an anti-racist institution through the lives of four BIPOC community members in this interactive infographic.
BIPOC Faculty Recruitment Working Groups for Chief Academic Officers at Small Schools: Designing Academic Hiring Strategy to Meet Institutional Diversity Goals
Faculty diversity has been slow to change despite decades of calls from student activists. Recently, the Black Lives Matter movement has called particular attention to the low numbers of BIPOC faculty. Not only do faculty demographics lag behind the diversity of our campuses and communities, students also miss the benefits of learning from faculty with a diverse range of backgrounds.