At Stanford Medicine, we put particular emphasis on diversity in the recruitment process. Each search committee requires a diversity officer and must contact OFDD at least six weeks prior to meeting to schedule a presentation by senior leadership on diversity metrics as well as strategies to combat unconscious bias in the search and selection process.
Provost Office and OFDD Recommendations
Create a diverse search committee
Consider the composition of candidate pools
Look in the right places
Monitor the diversity of search processes
Use proactive recruitment strategies
Consider the concerns of underrepresented recruits
Devote adequate time to evaluation
Avoid premature ranking of candidates
Critically analyze supporting materials (e.g. recommendations, teaching evaluations, research statements)
Be prepared to explain your decisions and be transparent about criteria. Is it the same for all candidates? Is it the right criteria?