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Compliance

Diversifying Applicant Pools

Affirmatively Deepening Applicant Pools

As stated in the Appalachian State University Strategic Plan 2008-2012, “We accept our responsibility to be actively involved in addressing the educational, economic, cultural, and societal needs of the changing region, state, nation, and world.”  To this end, Appalachian is motivated to work diligently to create an optimal living and learning environment that will better prepare students to be active citizens and leaders in a diverse and global society.  
There is a preponderance of empirical research indicating that nearly all students learn best in diverse educational environments.  Further, most students on campuses that have diversity notably represented within their student body and faculty reap dividends, including, but not limited to: greater acceptance and appreciation of differences among people – race and culture; increased cultural awareness; enhanced growth and development in areas of leadership, critical thinking, ability to work cooperatively, interpersonal skills, and problem solving (Hurtado, Clayton-Pedersen, Milem, & Allen, 1999).
If the context of diversity is moved from an isolated goal to a learning outcome, one that is woven through all other learning outcomes, the positive results are then steeped throughout the fabric of the institution. Through the implementation of the Strategic Plan 2008-2012, the creation of a new General Education Curriculum and the Chancellor’s commission of a Task Force for Diversity, Appalachian actively promotes diversity among students and employees, and is committed to deepening its applicant pools by attracting diverse, qualified individuals.

A diverse workforce, especially one supported by a solid equal opportunity policy and a commitment to diversity and inclusion by the institution, presents a multiplicity of views and experiences crucial to a premier education.  A diverse faculty attracts a diverse student body. Therefore, central to the depth and quality of intellectual life at Appalachian is recruiting and retaining a diverse faculty.  Appalachian is committed to offering robust support in the form of institutional policies and various initiatives.  The following information, strategies and resources are provided to assist search committee members in taking affirmative steps during the hiring process to broaden applicant pools and enhance Appalachian’s ability to boost simultaneously the quality and diversity in the faculty.   

INDEX

Appalachian’s Commitment – Institutional & Departmental

Ongoing Departmental Considerations

Writing the Position Description/Job Advertisement

The Search Committee

Develop a Recruitment Plan/Advertise the Position

On Campus Visits

References

 

 

Appalachian’s Commitment – Institutional & Departmental

As stated as a core value in the Strategic Plan 2008-2012, the university supports a culture that promotes diversity, shared responsibility, and mutual respect.
The university will soon implement a comprehensive Plan for Diversity, as well as the Strategic Plan 2008-2012.  Inherent to the success of both plans is the need for departments and units to develop and articulate their own core values, mission statements, and diversity plans. 

The General Education “Local to Global Perspectives” themes will enable students to:

  • demonstrate the ability to think critically and creatively about the relationship between local regions and global issues, processes, trends, and systems, and
  • employ appropriate and increasingly sophisticated means for communicating with people of other cultures.

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    Strategies

    Many of the strategies listed below may be applied as written; however, departments and positions have varying unique characteristics, and the examples offered may be revised to fit individual circumstances and needs.

    Ongoing Departmental Considerations

    Effective recruitment is a year-round process. The development of an amplified network of readily accessible and diverse contacts has proven to be valuable in the identification of a highly   talented applicant pool. Constant networking and recruiting encourages a consistently deep pool of potential candidates.
    Create an environment for successful recruiting:

  • Develop a mission statement that clearly articulates a commitment to the educational value of diversity, and visibly incorporate it on your web pages and printed materials.
  • Establish, encourage, and support proactive recruitment activities to assist search committee members in their search for diverse pools of qualified applicants and a competitive pool of finalists. Proactive recruitment activities include the following:
    • visit other institutions;
    • recruit while participating in conferences;
    • contact your alma mater to request names and contact information of potential candidates;
    • maintain an ongoing list of talented Appalachian graduates and keep in contact with them throughout their graduate school career;
    • develop a list of individuals who can help you identify potential candidates; and
    • utilize professional contacts.  Remember, the best candidate for the job may not be actively looking for a new position. Word of mouth is still one of the best means of recruiting; a personal communication from a search committee member to inform a potentially highly qualified individual about the position, along with a personal invitation to consider making application, can be most effective. 
  • Create and maintain a list of publications, journals, periodicals, list serves, institutions and other resources for outreach that target professionals from diverse populations.  This prevents each search committee from having to regenerate such a list and creates a forum for sharing knowledge and resources. (http://edc.appstate.edu/compliance/recruitresource.html).
  • Create a standard departmental presentation that faculty may use on visits to other institutions. A well developed presentation, one that advances Appalachian’s commitment to promote diversity actively among students and employees, and that promotes Appalachian’s commitment to deepening its applicant pools by attracting interest from diverse, qualified individuals, will help communicate a consistent message to potential applicants.  
  • Maintain contact with candidates who chose not to accept positions at ASU, as they may provide superior connections if their on-campus experience was positive.  

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    Writing the Position Description/Job Advertisement

    The preparation of a detailed job announcement that clearly articulates an interest in all qualified applicants is a significant first step in attracting a diverse applicant pool.

    Research demonstrates that the language within a position announcement, language directly encouraging applications from individuals in underrepresented groups to apply, increases the likelihood of attracting a more diverse applicant pool. 

    Use inclusive language throughout the ad to signal your department’s commitment to diversity and inclusion, not only by the use of a standard statement at the end of the job description.  Create a connection between how diversity in the job being announced enhances the mission of the university.   

    Avoid narrowing the search to one specific/restricted research area. Write position descriptions as broadly as feasible to expand the acceptable disciplines, fields or specialties of potential hires.

    Examples of inclusive language to use within the document:

    Appalachian State University especially seeks candidates who are interested in contributing to the diversity and excellence of the academic community through their research, teaching, and outreach.

    [Department Name] particularly encourages candidates who have experience working with students from diverse backgrounds and a demonstrated commitment to improving access to higher education for students underrepresented at Appalachian State University. 

    The university is committed to building a culturally diverse educational environment.

    Consider including one of the following statements or one similar but may better reflect your individual department/circumstance:

    Particularly encouraged to apply are:

    persons with life experiences unique to underrepresented student and faculty populations at Appalachian State University.

    individuals with experience in a variety of teaching methods and/or curricular perspectives.

    applicants with demonstrated success in working with diverse populations of students.

    individuals with an interest in developing and implementing curricula related to culturally diverse populations.

    applicants with a demonstrated ability to develop initiatives designed to foster greater consciousness of diversity.

    Include a statement in a position description that provides the opportunity for applicants to state their commitment to inclusion:

    Applicants should describe how multicultural issues have influenced and/or been a part of their teaching, research, and/or outreach. 

    Statements to be considered for use  within document:

    • Appalachian State University has a strong commitment to the principles of diversity and inclusion, and to maintaining working and learning environments that are free of all forms of discrimination.
    • In support of its commitment to inclusive excellence through diversity and equity, the university strongly encourages applications from women, minorities, individuals with disabilities, veterans and members of other underrepresented groups.

    The Search Committee

    To the extent that it is feasible and consistent with the criteria formembership in search committees and DPCs, hiring administrators should endeavor to include on the search committee individuals from underrepresented groups, as well as individuals who are committed to and/or have experience with enhancing inclusion and diversity in the university community. At times, it is advisable to include a member from a related or even unrelated department or unit, as committee members who are well versed in or sensitive to the importance of faculty and staff who have experience with diverse populations may play a constructive role in the search process.

      • Recognize biases and other influences that all individuals have and that are not related to the quality of a candidate so as not to negatively impact the search and review of applicants.
      • Have clear, established criteria for the search committee and for department members.
      • Be proactive and consult with the Director of AA/EEO Compliance and the Office of Equity, Diversity and Compliance (EDC). 
      • Consult your academic department’s Equal Opportunity Associate (EOA) when needed.
       

      Develop a Recruitment Plan/Advertise the Position

      • Develop a recruitment plan is one of the most vital aspects of the search process. The inclusion of a broad spectrum of recruitment strategies in the plan will yield a more diverse pool of qualified applicants.
      • Review availability data and departmental goals.
      • EDC automatically posts all EPA job announcements in three (3) online locations. In addition, it is highly advisable for departments/units to advertise in journals and web sites that are likely to reach significant numbers of applicants who are members from underrepresented groups for that academic discipline or area of professional expertise. Advertising in allied targeted journals, web sites, and/or list serves can prove beneficial, especially if a review of past applicant pools reveals there are trends of low application submission from one or more underrepresented groups.

      An effective recruitment plan utilizes multiple, simultaneous recruitment strategies, including the following:

      • Place job announcements in national publications, regional publications, professional journals, newsletters, and e-mail lists.  Make contact with point persons at Historically Black Colleges and Universities (HBCUs), and with personnel from other institutions that serve groups who are underrepresented at Appalachian, as well as those from institutions that enroll significant numbers of doctoral and terminal degree students from underrepresented groups. For information on possible recruitment outlets, please review the recruitment resource list on the compliance web site. (http://edc.appstate.edu/compliance/recruitresource.html).
        • Send job announcements to: faculty members or graduate students at minority-serving institutions, organizations that work on minority issues, groups within organizations, such as minority caucuses in national scholarly associations, personal contacts in the field who are likely to know promising graduate students or other potential applicants, institutions granting a substantial number of doctoral and terminal degrees to students from underrepresented populations, and to faculty and/or deans at HBCUs, and institutions serving significant numbers of doctoral and terminal degrees seeking professionals from Native American and Hispanic/Latino populations.
        • Request that colleagues and administrators on your search committee participate in the search process by sharing their alma mater’s contact information. Individuals on your committee may identify the most appropriate contacts from their alma mater to send job announcements. This type of proactive networking may assist in broadening the scope of your search.
        • Solicit input from colleagues to refer prospective talented candidates such as those who support outstanding scholarship among diverse graduate students and ABD candidates. (See "other resources" http://edc.appstate.edu/compliance/recruitresource.html).
        • Establish collaborative relationships with faculty within your department and outside of your discipline, who are members of an underrepresented population. Individuals from underrepresented populations are likely to have connections with others of similar backgrounds and may prove to be valuable contacts to assist in deepening your applicant pool.
        • Target diverse candidates from “non-traditional” areas with experience external to the academy, such as professionals with corporate backgrounds. Search non-academic journals and job sites for potential candidates.

         

      On Campus Visits

      Campus visits provide a unique opportunity to showcase your departmental/unit commitment to diversifying the faculty and workforce. Committee members have an opportunity to provide insight into departmental research, teaching and service expectations. A well-organized, well-hosted, candidate-centered campus visit puts the candidate in a position to make a well informed decision on whether Appalachian State is the right place for her/him. It is also the perfect time to let all candidates know that Appalachian values diversity.
      Elements to support a successful campus visit:

      • Send an itinerary and an information packet about Appalachian and the High Country to the candidates as far in advance of their visit as possible.
      • Establish procedures and selection criteria for screening and interviewing candidates. Be cognizant of varying cultural perspectives that applicants and candidates may have, and be aware and sensitive to any cultural biases you may have. Afford candidates time to discuss any circumstances, special requirements, or needs such as information about partner/spouse benefits or a dual career spouse/partner situations.
      • Prior to on-campus visits, ask candidates if there are individuals or a particular group they would like to meet with during their visit in order to better familiarize themselves with the campus and community climate. Provide opportunities for candidates from underrepresented groups to meet with diverse Appalachian faculty and staff.   Contact EDC at 262-2144 for a list of individuals who are well versed in diversity matters; the Vice Chancellor for Diversity, Equity and Compliance will gladly assist search committees by meeting with candidates and/or by facilitating a meeting with particular members of the community who share experiences and/or characteristics of note with candidates.    
      • Schedule opportunities for the candidate to consult with faculty with similar scholarly and /or professional, interdisciplinary interests. Highlight Appalachian’s many strengths and upcoming initiatives.
        • Discuss Appalachian diversity resources – to all candidates, not just those potentially from underrepresented groups. Share information about diversity efforts, such as the many cultural events offered through CSIL, the Arts at Appalachian, the annual Diversity Celebration, the work of EDC and the Office of Disability Services, and cultural resources offered throughout our local and broader communities. (http://edc.appstate.edu/

      compliance/recruitresource.html).