Diversifying Faculty with Unbiased Hiring Protocols
Presented by Prof. De La Cruz
Abstract:
“Excellence” is often touted as the central criterion in evaluating faculty candidates for the academy. Many factors influence how we perceive and evaluate excellence, and unconscious biases play a role. The use of anonymized applications has been implemented at various institutions, with mixed outcomes. I will share the design and outcomes of a faculty search protocol developed by Yale’s MB&B Department while I was Chair. The job listing highlights the bias-free nature of the search and emphasizes DEI as an evaluation criterion. Active outreach by department leadership broadened the applicant pool. Applicants anonymized their statements and common evaluation rubrics were used for evaluation. The holistic set of evaluation criteria focused on past and future research, knowledge of DEI and commitment to promote at the institution, and teaching access and assessment. The non-anonymized application materials (CV and letters of support) were examined only after the applicant pool had been screened in the anonymized form. This process significantly enhanced the diversity of our candidate pool and offers.
