A search committee stands in contrast to a selection committee which has the authority to actually decide who will be hired for the position in question. Selection committees select, rather than recommend, candidates for hiring. An example is when all faculty members of a department select a department head, they may be said to constitute a selection committee.
A screening committee is a group formed to evaluate the written materials of applicants to identify a group of semifinalists/finalists who will be further evaluated in the selection process. Screening committees are not necessarily involved in the actual interview process as a group, even though individual members of the screening committee may proceed further in the interviewing or selection process.
Prepares Students to Live and Work in a Increasingly Global, Pluralistic, Multicultural Society.
Strengthens Communities Whose Citizens Will Be Judged by Character and Contributions.
Fosters Teamwork, Respect, Innovation and Collaboration.
BETWEEN 1980 and 2000:
Latino and Asian College Enrollment Tripled.
African American College Enrollment - Increased by Increased by 56%.
In 2000 - 01, 4.3 Million People of Color Were Attending College, Compared with 2 Million in 1980 - 81
Strengths Economic Prosperity by Using the Skills of Individuals From Different Ethnic Backgrounds, Cultures and Communities.
Title VII of the Civil Rights Act of 1964 An organization cannot use as consideration a person’s race, color, religion, sex, or national origin when making employment decisions (hiring, firing, transferring, promoting)
Executive Orders 11246 (1965) & 11375 (1967) A federal contractor must develop and implement a plan that results in a workforce that is made up of approximately the same proportion of qualified women and minorities as there are in the appropriate recruitment area.
Preferential Treatment Compensatory justice Reverse discrimination Minority opposition to affirmative action Affirmative action and the courts Strict scrutiny Compelling government interest Narrowly tailored to meet interest
Diversity Tail Waggin Dog Handout
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the selection committee
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What is the purpose of the
• Search ?
• Screening ?
• Selection ?
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What is the office of the Chair?
• Hiring Official ?
• Level ?
• Role(s) ?
• Qualifications ?
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Are Ex-Officio members
• HR ?
• Office of Diversity & EEO ?
• Faculty Senate ?
• Students ?
• Union ?
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Essential elements of an
effective selection committee ?
• Who selects ?
• Timing ?
• Size ?
• Organizational area ?
• Representation ?
• Special roles ?
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What are the essential traits of a
selection committee ?
• Trainable/adaptable to
new processes ?
• Knowledge of position?
• Previous experience ?
• Challenge conventional
• Familiarity with
• Assertiveness ?
• Self-awareness ?
• Confidential ?
• Able to mediate
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By the Bernard Hodes Group:
• 96% of Undergraduate and Graduate Students
of Color Indicate: Professors of Color Have
Positively Impacted Their Education.
• 83 % of White Undergraduate and Graduate
Students Indicate: Professors of Color Have
Positively Impacted Their Education.
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Diversity – EEO – AA ?
• Does anyone really know the difference
between diversity, inclusion, equity,
EEO, and AA in the pursuit of a qualified
diversified workplace ?
• Aren’t those terms contradictory ?
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Affirmative Action Postures
1. Passive nondiscrimination. A
willingness in hiring, promotion,
and pay decisions to treat the
races and the sexes alike.
2. Pure affirmative
action. A concerted
effort to enlarge the pool
of applicants so that no
one is excluded because
of past or present
3. Affirmative action with
preferential hiring. A
favors minorities and
women in the actual
decisions of selecting its
4. Hard quotas. A company
specifies numbers or proportions
of minority group members that
must be hired.
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DIVERSITY = QUALITY
1. IS HIRING FOR QUALITY & DIVERSITY
2. IS PRESENCE OF TALENT EXCLUSIVE ?
3. WHAT ARE THE ESSENTIAL VARIABLES ?
– AVAILABILITY (RECRUITING)
– FAIRNESS (SELECTION)
4. DO YOU HOLD MANAGERS ACCOUNTABLE?
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Allocate resources, manpower, time
Fund research to create business plan
Assign most talented people to project
Pay for result / Recognize efforts
Monitor program – short/long term
Hold team accountable
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– Foster accountabilities
– Push down through every level
– Make it condition of continued employment
– Tied to performance goals, objectives, pay,
– Create “scorecard”
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Is DIVERSITY of gender and race
essential for every selection