As a federal contractor, UC Berkeley is obligated by law to make efforts to encourage underrepresented individuals to apply for academic positions, with the goal of meeting or exceeding the benchmarks for the search area and affirmative action goals for the recruitment. The goal of every search should be to ensure there are outstanding women and minority candidates in the pool. Placing an advertisement in one or two prominent journals and waiting for applications is not sufficient. It is important to think creatively and engage proactively in outreach activities to attract applicants rather than assume that the advertisement is sufficient.
Outreach activities to increase the number of qualified candidates, including women and underrepresented minority candidates include:
- Making personal calls or emails to encourage potential underrepresented candidates to apply to the position;
- Making personal calls or emails to colleagues to identify potential underrepresented applicants;
- Utilizing directories of prestigious fellowship programs at both the dissertation and postdoctoral levels that support individuals from diverse backgrounds. Specifically review the list of UC President’s and Chancellor’s Postdoctoral Fellows;
- Expanding the usual list of contact departments and schools to a broader range of institutions, including Historically Black Colleges and Hispanic serving institutions;
- Considering candidates who may be currently under‐placed and excelling at less well‐ranked institutions;
- Attending conferences that provide opportunities to recruit a diverse pool of applicants and include contacts with organizations serving underrepresented groups in the field;
- Approaching and/or interviewing underrepresented candidates at professional meetings or conferences and encouraging them to submit an application;
- Searching for individuals with non‐traditional career paths who may have taken time off for family reasons (e.g., to provide care to children, a disabled family member, or elderly parents) or who have achieved excellence in careers outside academe (e.g., in professional or industry service);
- Ensuring that the recruitment and application process is accessible to individuals with disabilities. All advertisements include contact information for individuals who have questions or concerns; candidates who are unable to use AP Recruit should be encouraged to submit the required materials through another venue (email, mail). Consult the Disability Compliance Office for more information on accommodating individuals with disabilities for interviews or campus visits.
- Considering long-term strategies to increase departmental or school diversity such as creating a visiting scholars program, distinguished lecturer series, or other programs featuring scholars with a commitment to diversity and equal opportunity in higher education.
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