Sharing the Work: Using Diversity Advocates to Develop Inclusive Excellence

IF 2.2 Q1 EDUCATION & EDUCATIONAL RESEARCH Innovative Higher Education Pub Date : 2024-03-02 DOI:10.1007/s10755-024-09702-y
Barbara King, Caroline E. Simpson, Suzanna M. Rose, Sanaz Farhangi, Kirsten E. Wood
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Abstract

Administrators and faculty at many colleges and universities are dedicated to making the faculty hiring process fair and equitable. One program that has shown promise is to train and appoint a Diversity Advocate (DA) to serve on each faculty search and screen committee. In this study, we created and examined the early stages of a DA program at a single institution. After undergoing special training, the DA works on the search committee to encourage best practices and to discourage schemas and stereotypes from interfering with the process. Our DA program differs from some in that efforts are made to train DAs who are demographically in the majority, work in the area where the search is taking place, and have earned tenure or promotion. Training those who are demographically in the majority helps meet our goal of broadening the responsibility for evidence-based and equitable hiring practices across faculty members. While reliable data on hiring outcomes is not yet available, we developed a survey to evaluate the DA training and conducted focus groups to understand the DA experience better. Our results highlight how DAs intervened in the search process to make it more equitable. The interventions included encouraging the use of best practices, such as leading the committee in creating a rubric for evaluating candidates and intervening when bias was present. Our study provides evidence that a DA program is one way to expand the pool of faculty committed to inclusive excellence.

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分担工作:利用多样性倡导者发展全纳卓越
许多高校的管理者和教职员工都致力于使教职员工的聘用过程公平公正。其中有一项计划很有前景,那就是培训并任命一名多元化倡导者(DA),在每个教职员工搜索和筛选委员会中任职。在本研究中,我们创建并考察了一所院校的 DA 计划的早期阶段。经过特殊培训后,DA 在遴选委员会中工作,以鼓励最佳实践,并阻止模式和刻板印象干扰遴选过程。我们的发展议程项目与其他一些项目的不同之处在于,我们努力培训那些在人口统计学上占多数、在进行遴选的领域工作并已获得终身教职或晋升的发展议程项目人员。对那些在人口统计学上占多数的人进行培训,有助于实现我们的目标,即在所有教职员工中扩大循证和公平聘用实践的责任。虽然目前还没有关于聘用结果的可靠数据,但我们开展了一项调查,以评估发展议程培训,并进行了焦点小组讨论,以更好地了解发展议程的经验。我们的结果强调了检察官如何干预搜索过程,使其更加公平。这些干预措施包括鼓励使用最佳实践,如领导委员会创建评估候选人的标准,以及在出现偏见时进行干预。我们的研究提供的证据表明,DA 计划是扩大致力于实现包容性卓越的教师队伍的一种方法。
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来源期刊
Innovative Higher Education
Innovative Higher Education EDUCATION & EDUCATIONAL RESEARCH-
CiteScore
4.30
自引率
9.10%
发文量
46
期刊介绍: Innovative Higher Education is a refereed scholarly journal that strives to package fresh ideas in higher education in a straightforward and readable fashion. The four main purposes of Innovative Higher Education are: (1) to present descriptions and evaluations of current innovations and provocative new ideas with relevance for action beyond the immediate context in higher education; (2) to focus on the effect of such innovations on teaching and students; (3) to be open to diverse forms of scholarship and research methods by maintaining flexibility in the selection of topics deemed appropriate for the journal; and (4) to strike a balance between practice and theory by presenting manuscripts in a readable and scholarly manner to both faculty and administrators in the academic community.
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