Faculty Development and Diversity

After a year in which no faculty searches occurred, University of California San Diego leaders have authorized 33 new faculty searches for the coming year. Of the 33 searches, 12 have been designated for scholars who enhance the university's commitment to diversity. In addition, they established a pool of funding to hire seven more scholars during the year who promote diversity.

On the surface, it's heartening that a public university is hiring again and has devoted so many resources to making an inclusive work environment. It's also wise to reserve some funds for target of opportunity hires to take advantage of hiring circumstances throughout the year.

At the same time, UCSD--as any university--must approach diversity from a holistic perspective. What strategies do they have in place to identify promising candidates? What is their plan for retaining them? How do they see diversity fitting into the larger academic mission of the university? The press release is too brief to go into this detail, but it's important that the gesture not be a superficial one simply to boost numbers.

The security slogan for the post-9/11 age has been, "See something, say something." When it comes to insensitive remarks in the workplace, the motto could be, "Hear something, say something."

Karen Hoelscher, an education researcher who studies student identities, remembers being labeled "Dr. Diversity" by her older, male colleagues at the start of her career. Then, she was too bashful and too concerned about tenure to speak up when they made insensitive comments.

Even if a racial joke or discriminatory remark is humorous, it should not go unchallenged. The daily interactions are what make a workplace tolerant and supportive of everyone.

Too often, we laugh at the joke and then later wish we had said something. To avoid that regret, it helps to have a few stock replies at the ready. Hoelscher suggests:

• “I’ve always thought of you as a fair-minded person, so I’m surprised to hear you say that.”
• “Please don’t use that language when I’m around.”
• “I’m sorry – what’s so funny?”

Even if the remark does not offend you, others will be glad that you had the courage to undermine the insensitive comment.

Yesterday the American Academy for the Advancement of Science released a handbook on the legal framework for increasing diversity in higher education.

While most universities understand the need for considering diversity in the recruitment process, the path to hiring can be lined with legal potholes. This comprehensive guide establishes what criteria hiring committees may take into account in their efforts to attract a diverse pool of candidates.

It's helpful to know that considering a job candidate's record in fostering an inclusive work environment falls within the bounds of appropriate behavior. All hiring committees can benefit from thinking of ways beyond the quantitative to measure candidates' value.