ࡱ> BDAq bjbjzz **efef """""66664j60aaa_0a0a0a0a0a0a0$2@50"aaaaa0""0uuua.""_0ua_0uu+(|)ۆ- (K0000(55$))5"+* aauaaaaa00aaa0aaaa5aaaaaaaaa X : College of Sciences Diversity Advocates on Search Committees COS Diversity Committee, 2019 Role of Diversity Advocate (DA): The DA is a member of the department who sits on a search committee. The following activities should be performed by members of the search committee to ensure a diverse and inclusive search. The DA acts as overseer to ensure that all the steps are taken to complete the activities. Any faculty member in the department who is interested in serving and is committed to diversity may serve as the DA. The DA ensures that the job ad includes a statement that , the College and the Department value diversity. The DA ensures that the wording in the job ad does not exclude diverse applicants. The DA oversees where the ad is placed by ensuring that committee members: *check with Dan Hennelly about posting on websites with a diverse audience. *send the ad to their connections and specialty societies. Connections include diverse contacts such as individuals who signed up at the SREB Conference, top faculty at minority serving institutions and individuals recommended by colleagues. The DA participates fully in developing the matrix and is careful that the matrix does not exclude promising individuals who are very qualified for the job. For example, requiring a specific number of papers or grant amounts might disadvantage good candidates from small schools who have a very heavy teaching load. In screening the initial applicants, the DA reviews all candidates (often search committees divide up the applicant pool among search committee members). The DA ensures that the committee considers the circumstances that might explain why a promising candidate does not have as stellar a record as another candidate (for example, a large teaching load might impact number of publications or a postdoc might have been discouraged from submitting grant proposals). After the short list has been decided, the DA ensures that the committee goes back over approximately three top applicants who did not make the short list to identify those individuals who should have been included. In setting up the interview, the DA ensures that a representative from the COS Diversity Committee who is not in the same department is scheduled to meet with the job candidates. For the interview, the DA ensures that a question related to diversity is included in the standard set of questions asked during the meeting with the search committee. For example: Describe your experiences with diversity in and/or outside the classroom. During the interview, the DA ensures that job candidates have an opportunity to meet with individuals who might provide helpful information (eg, faculty with small children if candidate expresses interest in child-care, member of the same affinity group as the candidate, etc) Checklist for Diversity Advocate on Search Committee to Ensure the Committee Members Perform these Actions: ____Ad includes commitment to diversity. ____Ad does not have wording that might exclude diverse candidates. ____Ad has been placed on diversity-related websites. ____Ad has been sent to specialty societies. ____Ad has been sent to minority serving institutions. ____Ad has been sent to SREB contacts. ____Ad has been sent to individuals recommended by colleagues. ____Matrix does not exclude qualified individuals. ____DA has examined application packages for all the candidates. ____After short list is decided, DA ensures committee re-examines materials of three top job applicants who did not make the short list. ____DA ensures diversity-related question is included in search committee standard questions for the candidates. ____DA ensures meeting is scheduled between COS Diversity Committee representative from a different department for each candidate. ____DA ensures meetings for candidates are scheduled with faculty who might help candidate transition to (child-care, similar affinity group, etc). &'<=>?X\]^x}   ) 7 @ D E n ¶¤žŒ†ummeuhbuCJaJh WCJaJhbuhbuCJaJ hbuCJ hB;CJ hCJ hCJ hk#CJ hK:cCJ hb'CJh|+hb'5>*CJh|+hMgO5>*CJ hMgOCJh<&h<&5CJ hK:c5CJ hVL5CJ h<&5CJ hMgO5CJ hQR5CJh<&hMgO5CJ'=]^     k ` a gdk_gdj>gdU*^gdim% ^`gd|]^gd|]^gdyggdMgO`gdMgO      ~      % 7 j k m p z { غ|th|]CJaJh|]h|]CJaJh|]h}CJaJh|]hFCJaJhWCJaJh}hFCJaJhF h}CJ h|]CJ him%CJ hTqCJ hvPCJ hygCJ hCJ hCJ hMgOCJ hb'CJh "QCJaJh WCJaJ+  _ ` a } ~  A 6?LZjlr㽴~~~~~~~ hQRCJ h[[CJ h/zCJ haCJ hvPCJ hZCJ hDjCJ hN)CJ hk_CJhj>hU*CJ h5nZCJhVCJaJh5h5CJaJ h5h5 hCJ hU*CJ hygCJ him%CJh|]him%CJaJ1%&)CDEFjrw AOQ%9fɾ蚚莎h#h*&CJOJQJaJ hCJ hk#CJ h;#CJ%hhB*CJOJQJaJphht9hCJaJht9hB*ph ht9hhhHh*& hvPCJ hHCJ h*&CJ hk_CJ h/zCJ hQRCJ. 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