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Equity-Minded Hiring

The resources on this page are intended to help search committees recruit more diverse faculty and staff who are reflective of the diverse students and communities served by SDSU. For faculty, please note that the Faculty Hiring Handbook provided by Faculty Advancement has lots of great advice and resources as well (see last section of the Handbook in particular). For staff, see the recruitment resources from the Center for Human Resources.

Strategies and Practices

  • Participate in implicit bias training: At a minimum, any member of a search committee should have a basic understanding of implicit bias, in order to then thoughtfully consider the ways bias can manifest in the hiring process. The CIE offers an online, self-paced workshop on Equity, Implicit Bias, and Microaggressions that introduces these concepts. You can enroll at any point during the semester and it should take approximately 1.5-2 hours (90-120 min) to complete; however, in order to ensure that facilitators can respond to submissions in a timely manner, you should complete all modules within two weeks of enrolling [Note: this is the online equivalent to the Implicit Bias and Microaggressions Seminar offered by the Professors of Equity throughout AY2019-20].
  • Request an Inclusion Representative: Inclusion Representatives (IRs) are non-voting members of search committees, usually from outside the searching department, who provide colleagues with information on equitable hiring practices and support in identifying and reducing the many ways that implicit biases can manifest in the hiring process. Most colleges have included in their diversity plans that departments will request an IR. See this handout for more details on this program.  
  • Plan ahead to prepare for an equity-minded discussion and consistent evaluation: An important step of the search process is for the search committee to discuss not only what criteria they are looking for, but also what evidence should be used to objectively determine whether those criteria are met, and how different criteria should be weighted. This step is often over-looked but having this discussion before beginning review of candidate files is crucial for ensuring that all committee members are consistent and equitable in their review. UNC's Resources for Search Committees includes several examples of rubrics that may be helpful. The handbooks in the Equity Professors' handout Equity-Minded Hiring - Resources (see below) also have many examples.
  • Learn more about other inclusive hiring strategies:
    • Equity-Minded Hiring Practices, handout developed by the Professors of Equity. Provides 40 suggestions, organized by the 10-step sequence of hiring.
    • Equity-Minded Hiring - Resources, handout developed by the Professors of Equity. Includes links to handbooks on faculty hiring; resources on implicit and other cognitive biases, and microaggressions; and resources around specific aspects of hiring such as diversity statements, recommendation letters, and candidate dinners.
    • Recruiting Diverse and Excellent New Faculty, Inside Higher Ed article providing recommendations for how deans, department chairs and their search committees can optimize their searches (Abigail J. Stewart and Virginia Valian, 2018).
    • The Center for Inclusive Excellence also offer workshops on Equity-Minded Hiring where participants can learn more about specific strategies. See the Professional Learning section below, and look for specific registration information in the CIE newsletter. 

Recruitment and Outreach

Pool Proportionality (Faculty searches)

Professional Learning

The CIE offers recurring sessions of workshops to support equity-minded hiring. Specific dates will be announced in the CIE newsletter.

In this 90-minute workshop, participants will have the opportunity to learn about equity-minded hiring practices for faculty positions. The session will foreground an equity-minded perspective in defining “merit” and “fit,” framing a job announcement, screening and interviewing candidates, organizing a campus visit, and concluding the search process. The session is set up as an interactive presentation focusing on concrete tools and examples. Participants will have the opportunity to tailor these tools to searches in their department/unit. Prior to signing-up for this seminar, participants should complete the Equity, Implicit Bias and Microaggressions workshop.
In this 75-minute workshop, participants will review common ways that bias can manifest in the hiring process, particularly during committee discussions. We will discuss (and practice!) how to respond when colleagues make comments that reflect bias.  Participants should have completed the Equity-Minded Faculty Hiring workshop.