About Our Past Event
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.
But 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. At the same time, colleges and universities also need to think about how to make themselves attractive places to work for BIPOC faculty, including setting up candidates and new hires with mentors who can give thoughtful advice about life at the institution and in the local community. Beyond the search process itself, academic leaders also need to make bigger-picture hiring considerations for their institution including aligning faculty line allocation strategy with DEIJ goals
In these 90-minute workshops, attendees will:
- Gain a broad overview of best practices in BIPOC faculty recruitment and explore a candidate-centric model of hiring
- 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
- Identify at least one tactic or strategy to bring back to campus
- Learn how EAB can support institutional diversity, equity, inclusion, and justice (DEIJ) efforts
Use the drop-down in the banner above to register for our session. Sessions are limited to Provost/Chief Academic Officer.
- Thursday, October 14 | 1:00 p.m. – 2:30 p.m. Eastern Time
(This session is at capacity)