Increase Efforts to Recruit and Retain Diverse Faculty

Purpose

To better connect students to the community and the material they are learning by enabling them to see themselves reflected in the makeup of faculty and staff; to help ensure success among groups that have been traditionally underrepresented on campus

Progress

Included Director of Community and Inclusion on the hiring team (2019)
Increased financial resources for hiring more diverse faculty (2019)
Partnered with recruitment firms NEMNET and STRATEGENIUS that focus on curating a diverse candidate pool
Dean of Faculty and administrative leadership attended diversity recruiting/hiring fairs and workshops (2017)
Training and education for existing faculty on the value of diverse perspectives in our community (2016)
“Stay” interviews to learn from, support, and retain faculty who are in the minority at PRS
Maintained the Faculty Equity Advisory committee to work in tandem with Student Equity Advisory (SEA) (2019)

On Deck

Work with diversity hiring firms, historically Black, Hispanic, and Native American colleges and universities
Attend various diversity hiring conferences (Fall 2020)
Train academic leadership team, department chairs, and supervisors on diversity hiring (2020-21)
Review hiring processes: identify criteria that may exclude or create barriers to entry for a diverse candidate pool; reconsider where opportunities are posted, how resumes are sorted, how interviews are conducted and finalists are determined (2020-21)
Require all candidates to demonstrate cultural competency and identify how it informs their practice and leadership (beginning Spring 2021)