Harvard Business Review - April 26, 2016
"When there was only one woman or minority candidate in a pool of four finalists, their odds of being hired were statistically zero. But when we created a new status quo among the finalist candidates by adding just one more woman or minority candidate, the decision makers actually considered hiring a woman or minority candidate."
Chronicle of Higher Education - November 2, 2020
The old ways of running administrative searches haven't exactly produced the diverse pool of leaders that higher education claims to want.
By Lucy Leske and Christine Pendleton
Inside Higher Ed - November 19, 2018
"There’s a lot of chatter about faculty diversity statements, good and bad. But there’s little talk about what’s actually in them. Do they all read the same? Do they provide a clear record of faculty applicants’ past efforts to promote diversity, equity and inclusion in their teaching, research and service? Or do they focus -- less helpfully, in critics' eyes -- on faculty applicants’ beliefs about diversity? A new working paper from researchers at the University of Michigan at Ann Arbor's National Center for Institutional Diversity attempts to inject some substance into the conversation."
By Colleen Flaherty
Office for Equity and Diversity, East Carolina University
"The diversity statement requirement signals to candidates that diversity is important to the unit and university. In addition to the critical role of considering the knowledge, skills, and abilities, diversity statements also give the search committee the opportunity to assess whether the candidate’s commitment to diversity aligns with the unit and university’s mission to foster a diverse and inclusive environment."
ADVANCE Institute, University of Delaware
"Institutions are increasingly requiring diversity statements as part of the academic hiring process, with the broad aim of enhancing diversity and inclusiveness on university campuses. It is important to note, however, there are a variety of more specific goals that might be achieved with the use of diversity statements as well as a variety of ways to use them in the search process. Therefore, search committees should give careful attention to a number of factors when deciding whether and how to use diversity statements." This document from the ADVANCE Institute at the University of Delaware provides some sample questions for discussion to help committees make these decisions.