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 Kathleen VanderVeen, Associate VP for Equity &
Compliance, A.D.A Compliance Officer, firstname.lastname@example.org