If your college or university is struggling to attract academic faculty that more closely reflects the aspirations of your unit as well as the diversity of your students and society at large, youre not alone. While your institution may embrace the goal of a more diverse faculty and staff, you likely face some serious challengesboth subtle and obviousthat can make it difficult for your institution to actually reach, and maintain, such diversity.
Even with the best of intentions, implicit bias in your recruiting and hiring process can reduce your schools chances of creating and sustaining the diverse team youre trying to achieve. Implicit bias refers to subtle cognitive processes that can happen so fast that they often operate below conscious awareness. But they can still affect the actions you take and the decisions you make.
Recent research helps us better understand the role that implicit bias can play in the faculty recruitment process and in hiring decisions. Because were all vulnerable to implicit bias, knowing what it is, how it can influence your decisions, and the practical strategies you can use to reduce its impact are key to increasing your chances of hiring and retaining a more culturally diverse faculty for your school. This is something that recent studies have also shown can provide significant benefits to your students.
Get strategies you can use to recruit, hire, and sustain a more diverse team of academic faculty and staff when you register for and attend Overcoming Implicit Bias in Higher Education: How to Recruit, Hire, Manage, and Retain a Diverse Team of Academic Faculty on Tuesday, March 22, 2016. Listen as Dr. Mathew Ouellett explains the role that implicit bias can play at each stage of the search process. Youll learn about results from the latest research on implicit bias, and get proven strategies you can use to anticipate and reduce its effects on the three key stages of the search process: recruiting, hiring, and managing.
Retention of your newly acquired faculty is another big concern. After all, why spend the time and energy hiring just the right people if you cant keep them around? Dr. Ouellett will also offer strategies that will help you create and sustain a welcoming climate for themand that can be valuable to the rest of your department as well.
Whether youre a dean, department chair, faculty member, program director, academic or student affairs leader, or human resources professionalanyone who recruits, hires, and manages teams across disciplines in a variety of institutional settingsthis is one webinar you cant afford to miss.
Register today to guarantee your place at this essential learning session.
For one low pricejust $297you and your entire team at one location can take part in this insightful online seminar and get the latest information on the subject from our expert advisor. Best of all, youll be able to connect personally with our speaker when we open things up for questions from the audience.
Here is just some of what youll learn during this informative 60-minute seminar:
- The significant benefits to students of attending a school with a culturally diverse faculty
- How implicit bias can affect the recruitment, hiring, and management processesand the strategies you can use to reduce its impact
- The inherited assumptions that can affect your judgmentand what you can do to overcome them
- Retention strategies that can help you retain the faculty you hire
- Microaggressions: What they are and how they can affect the academic work climate in your department or unit
- How to reduce the impact of microaggressions in the academic workplace
and much more!
Dr. Mathew L. Ouellett is associate provost and director of the Office for Teaching and Learning (OTL) at Wayne State University. Prior to joining the university, he led the Center for Teaching at the University of Massachusetts Amherst (UMass). In addition to teaching, Matt has played key roles in higher education and student affairs at the University of Massachusetts Amherst, the University of Vermont, Emerson College, and Washington State University.
During his time at UMass, the Center for Teaching was cited as one of the top four Model Faculty Development Programs in the US and Canada (2006), and was awarded an Innovation Award from the POD Network (2002) and a Hesburgh Award for Faculty Development to Enhance Undergraduate Teaching and Learning (2000). From 2005 to 2008, Matt was president and executive board member of the Professional and Organization Development Network in Higher Education (POD). His most recent publication is Bell, L. A., Goodman, D., & Ouellett, M. (2016). Design and Facilitation. In M. Adams & L. Bell with D. Goodman & K. Joshi (Eds.) Teaching for Diversity and Social Justice (3rd ed.). .