The AA/EEO Office provides support for search committees, department
chairs, hiring managers, Appointing Officers, and Deans engaged in
faculty and staff searches. AA/EEO works collaboratively with Human
Resources in all stages of the hiring process.
The AA/EEO Office support includes:
- Consultation on best practice strategies for inclusive searches.
- Formal inclusive search training workshops for departments and
- Providing data to assist in understanding the current diversity,
utilization/underutilization rates, and any relevant placement goals
of a unit/job category and establishing minimum thresholds for
applicant pools based on availability data:
- Current demographic statistics: see the Diversity
Dashboard for updated division and college demographic data.
- Availability analysis (an estimate of the number of qualified
racial and ethnic minorities or women available for employment
in a given job group):
- Utilization/underutilization reports (underutilization exists
where racial and ethnic minorities, women, individuals with
disabilities, and protected veterans are not employed at a rate
to be expected given their availability in the relevant labor pool).
- Other Affirmative Action Plan data relevant to a specific search.
- Research into potential candidates from underrepresented groups
(recent and forthcoming PhDs from targeted graduate programs, etc.)
who could be contacted regarding upcoming or current searches.
- Early assistance drafting job advertisements and proposals for
searches (Note: the AA/EEO Office reviews and approves all job
ads, but early outreach can assistant with intentional inclusive efforts).
- Early assistance drafting inclusive search and recruitment plans
(Note: the AA/EEO Office reviews and approves all recruitment
plans, but early outreach can assistant with intentional inclusive efforts).
- Participation in portions of interview process.
- Upon request, the Division of Inclusion and Equity will work with
Appointing Officers and Vice Presidents to seek potential support
for funding for the following initiatives (Note: a request for
funding does not guarantee support):
- Informal visits to campus of potential candidates who may
advance the university's commitment to diversity (e.g., bringing
potential candidates to campus for research talks in years prior
- Sending additional faculty to conferences to attend talks by
potential candidates who may advance the university's
commitment to diversity.
- Bringing additional candidate(s) to campus who may advance the
university's commitment to diversity.
- Other funding in support of inclusive searches may be available.
Additional information or requests for support should be
directed to Scott Ayotte, J.D., Director for Affirmative Action
and Equal Employment Opportunity at email@example.com.