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October 29 18 presentation on equitable search rwu


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Best practice training for search committee members. Emphasis on faculty searches but also relevant for staff recruitments.

Published in: Recruiting & HR
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October 29 18 presentation on equitable search rwu

  1. 1. Equitable Search Training Roger Williams University Dana Hutchinson, WorkTrain, Burlington, VT October 29, 2018
  2. 2. 1. To learn how to interrupt bias in search process. 2. To explore the effective use of selection criteria that focuses on qualifications. 3. Learn how to design and run structured interviews and processes that safeguard objectivity and fairness.
  3. 3. “This isn’t an overnight fix. But companies are recognizing that some individuals don’t have a seat at the table.” –Ryan Williams, Cofounder of Jopwell
  4. 4.  Understand bias and importance of acknowledgement.  To understand how bias impacts recruiting activities and how to avoid problematic practices that exclude talent.  Explore selection criteria and how it is used to keep focus on qualifications.  Learn about how to design and run structured processes to safeguard objectivity and fairness.  Ultimately to avoid problematic practices that exclude and work in ways that foster inclusivity.
  5. 5.  Cultural Fluencies: Are deeply entrenched attitudes, beliefs, history, and motivations that shape individual and social behavior.  Unconscious/Implicit Biases: Are originated from same influences that form cultural fluencies. Life experiences heavily influence how we view and evaluate others. An unconscious bias is an association or assumption held that affects attitude. Biases drive un-objective and unconsciously formed actions. Often, biases show up subtly and without intention. Bias creates barriers to progress and access.
  6. 6.  Search activities rely on both disclosure and confidences.  It is very important that search committee members not reveal information to persons outside of committee.  Be focused and contain discussion.  Committee members need to be able to speak freely without fear of reprisal.  Confidentiality extends in perpetuity.  While in process, a committee should regularly review confidentiality and group agreements.
  7. 7.  Pay attention to do’s and don’ts. Be sure that all involved are aware of what is allowable.  Be prepared and well read about the interviewee, the subject.  Give candidates great meeting opportunities.  MAKE NO ASSUMPTIONS.  Be prepared with questions and plan.  Does the hiring department have an information packet?  Allow sufficient time for follow up and candidate questions.  Rhetoric is important.
  8. 8. Remember, we need to know if the candidate is qualified to perform the role being recruited:  Educational background?  Teaching?  Research  Work Experience?  Systems Ability?  Record on Diversity: mentoring; pedagogy; activism; recruitment; community action; and research on issues related to diversity, inclusion, and/or social justice?
  9. 9.  Be aware and diligent regarding influence of unconscious assumptions and biases.  In order to recruit and evaluate fairly, committees need to be vigilant about biases/assumptions that can impede the process.  Use a rubric to measure objectively – think grading.  Regularly evaluate and consider whether women and underrepresented minorities are being properly included.  Be sure that every decision made by the committee is defendable/equitable.
  10. 10.  Do winnowing in stages  Initially retain ALL potentially interesting candidates for future consideration.  Have a method for sharing input.  15-20 minutes per application should be expected at each stage.  Regularly check in with members around progress and equity.  Short list should result from much consideration and review.  Keep detailed records.
  11. 11.  How do we create an inclusive impression for all candidates? A now classic experiment showed that white interviewers sat farther away from black applicants, made more speech errors and ended the interviews 25% sooner than when with white applicants.
  12. 12. Thank You! Dana Hutchinson