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    DEI Development Program for Faculty Searches

    Compositional Diversity Among Faculty In Higher Education

    Faculty at institutions of higher education across the United States remain predominantly white despite the steady increase of BIPOC (black, indigenous, people of color) and LGBTQIAAP scholars in many field areas.  When departments and programs have diversified their faculty, often retention remains a challenge because the academy has had a long history of exclusionary and inequitable practices and policies that predominate to this day. Colorado College is committed to sustaining a DEI-centered faculty development program that supports all faculty through candidacy to emeritx status. We strive to create an environment where all faculty feel supported and can thrive.

    DEI Among CC Faculty

    At CC, we believe it is vitally important for our faculty searches to be inclusive and equitable.  We promote diversity at every step of the process to increase the likelihood that we will hire excellent scholars who will increase the compositional diversity of faculty. The DEI Development Program for Faculty Searches supports hiring departments and programs in their efforts to conduct equitable and inclusive searches that support the College’s efforts to increase the compositional diversity of the faculty. A diverse faculty is a central component of our commitment to becoming an antiracist institution.


    The Program

    Peony Fhagen, Senior Associate Dean for Equity, Inclusion, & Faculty Development, developed and facilitates the program. 

    Purpose:

    • to decrease bias during the faculty search process
    • to increase the use of strategies that promote DEI throughout the process

    Goals:

    • to foster inclusive and equitable search processes
    • to increase compositional diversity in all the steps of the search process
    • to increase the likelihood of hiring excellent candidates who diversify the faculty and the curriculum

    Structure & Organization:

    • Just-in-time and flipped "classroom" approach
    • Four steps in the training program spread across the academic year
    • Information provided through recorded PowerPoint presentations and readings in Fine & Handelsman’s Searchng for Excellence and Diversity: A Guide for Search Committees (2012) (see resource list below)
    • Separate meeting sessions for each search committee so members can discuss how they will apply DEI strategies and an antiracist lens to their particular search

    Zoom Recorded PowerPoint Presentations:

    Step 1
    Step 2
    Step 3
    Step 4

    Meeting Session Agendas:

    Step 1
    Step 2
    Step 3
    Step 4

    Additional Resources:

    Checklist for Position Description (Step 1)
    Applicant Material Review Process (Step 2)
    Affinity Bias Activity Sheet (Step 3)

    Questions Addressed in Each Program Step:

    Step 1: DEI & the Job Description (For Search Committees: July or August)

    • How do we define diversity, equity, and inclusion?
    • What does compositional diversity look like among faculty nationally and at Colorado College?
    • What is bias?
    • What is the relationship between bias, categorizing, generalizing, & stereotyping?
    • What does research tell us about bias and the search process?
    • How do you attract a diverse candidate pool?
    • How do you create a job description that encourages a diverse candidate pool?

    Step 2: Reviewing Applicants (For Search Committees: Blocks 1 or 2)

    • What is an antiracist approach and how does it relate to DEI?
    • How do you sustain DEI throughout the search process?
    • What does your bias look like?
    • What are the characteristics of everyone’s bias?
    • How do you minimize bias when reviewing applicants?
    • How do you review applicants equitably?

    Step 3: Interviewing Candidates (For Search Committees: Blocks 2 or 3)

    • What are DEI challenges in the interview process?
    • What is affinity bias?
    • What are effective interview questions?
    • What are inappropriate interview questions?
    • How should candidate interviews be evaluated?
    • What are DEI considerations during the offer negotiation process?

    Step 4: Welcoming New Faculty & Retention (For Departments/Programs: Blocks 6 or 7)

    • What is workplace climate?
    • What characteristics of a department or program make it difficult for its members to thrive, particularly faculty from marginalized groups?
    • What characteristics of a department or program allow all of its members to thrive?
    • What strategies should you engage in to retain faculty? 

    Resources for Search Committees 

    Resources for Departments/Programs