Talking points for meetings with search committees ================================================== (rsi, wxs, 9-27-06; 10-11-2012) Available on http://www.artsci.washington.edu/natsci/ 1. Background DDs meet with all search committees - Become acquainted - Convey information about the search process and DD's role 2. Personal intro 3. DDs role: Support, oversight (another set of eyes), approval. - Support: Meet with candidates Help with partner hires Help make connections Provide extra resources: - Pay for women and underrepresented minority visits (candidate only, not family) - Extra position (in some rare cases) Underrepresented minorities: African-Americans, Native Americans, Hispanics. - Note: Minority candidates who grew up in the US had a difference experience than those who grew up in a country where they were not members of a minority. - Note: Asking a candidate whether he/she will need a partner accomodation is not allowed. Suggestion: Give all candidates the memo on partner accomodations (on Web site). Luis Fraga (Associate Vice Provost for Faculty Advancement) and Sarah Keller can help with partner hires. - Oversight (another set of eyes): Quality assurance. Note: If search fails, you will get to search again next year Look out for women and minority candidates Note: If there is no woman among the candidates who will be invited for am interview, then submit file of most highly ranked candidate and file of most highly ranked woman to Divisional Dean before inviting applicants. The same rule applies to underrepresented minority candidates. Comparative evaluation of senior candidates - Approval: Salary Startup package 4. Diversity: Increasing diversity is a central component of UW / College mission. - Fairness - Size and quality of labor pool; social stability - Diverse faculty helpful in recruiting minority and women grad students Need: - Diverse applicant pool - Unbiased selection process - Attractive offer (money, working conditions, supportive environment) Resources (find by Googleing UW Web site) - UW ADVANCE Center for Institutional Change - Faculty Recruitment Toolkit - Arrange for female candidates to talk to ADVANCE (Eve Riskin, Joyve Yen) - Luis Fraga can help with arranging visits of minority candidates 5. Guarding against personal bias - Experiments strongly suggest that bias exists - Both genders are biased in the same direction Take one of Tony Greenwald's Implicit Association Tests https://implicit.harvard.edu/implicit/ Suggestion: Instead of a single overall ranking, rank candidates on multiple criteria - helps move above the "gut level". Sample criteria (Chris Moore, Speech and Hearing Sciences) - Productivity/Fundability - Teaching needs - Possible collaborations - Diversity - Citizenship 6. Questions?