Office for Institutional

Equity & Diversity

Creating a Diverse Applicant Pool

Office for Institutional

Equity & Diversity

Training Objectives

Discuss the EEO plan and how it connects with you search

Explore how to establish a diverse pool of qualified candidates using

proactive efforts to include members of underrepresented groups

throughout the process.

Explore how to fairly screen, evaluate, and recommend the best

qualified candidate for the particular position.

Discuss retention of your diverse staff and faculty

Office for Institutional

Equity & Diversity

The Code. SECTION 103.

EQUALITY OF OPPORTUNITY

IN THE UNIVERSITY.

Admission to, employment by, and promotion in the

University of North Carolina and all of its constituent

institutions shall be on the basis of merit, and there shall be

no unlawful discrimination against any person on the

basis of race, color, religion, sex, sexual orientation,

gender identity, national origin, age, disability, genetic

information, or veteran status.

Office for Institutional

Equity & Diversity

PLANNING

Office for Institutional

Equity & Diversity EEO Plan

• Executive Order 11246 – Equal Employment Opportunity

• Affirmative action in employment involves the active

recruitment of qualified women, minorities, persons with

disabilities and veterans, including the public

advertisement of jobs in non-traditional venues.

• Organizations may set goals to diversify their workforce

by a certain date to encourage managers to make

concerted efforts to cast a wide net in favor of qualified

minorities and/or women.

Office for Institutional

Equity & Diversity

EEO Plan Action Steps

• Collect Data from Human Resources Information

Management & Analytics as of September 30th

– 0.75 FTE or higher permanent and time-limited

employees

• OIED – Provost – Chancellor

• Office of State Human Resources approval

• Publish by March 1st

Office for Institutional

Equity & Diversity

EEO Plan Action Steps

• (May) - Unit plan data distributed to colleges and

administrative units

• (June/July) – Unit Plan prep meetings are held

• (August) – Unit Plans are due to OIED

Office for Institutional

Equity & Diversity University EEO Plan

Program Elements

• Certification Statement

• The State EEO Policy

• Agency/University Overview

• Agency/University EEO

Achievements

• Assignment of Responsibility and

Accountability

• Dissemination Procedures

• Program Activities

• EEODF

• Reasonable Accommodation

• Program Evaluation and

Reporting/Monitoring

• Program Evaluation and

Reporting/Monitoring

Office for Institutional

Equity & Diversity University EEO Plan

Data Elements

• Workforce Availability

• Occupational

Classifications

• Race and Ethnicity

(including Veterans)

• Program/Employment

Objectives

• Attainment of

Employment Objectives

• Additional Areas of

Statistical Evaluation

• Identification and

Correction of Issues

Office for Institutional

Equity & Diversity

Unit EEO Plans

• Overview of college/administrative unit

• Placement Goals and Benchmarks

• Discussion of Recruitment Strategies and

Outreach Initiatives

• Retention Strategies

Office for Institutional

Equity & Diversity

80% Rule (or 4/5ths Rule)

• A disparity may exist whenever the

percentage of females and/or minorities in

a particular job group is less than 80% of

the final availability percentage

– Ratio = Workforce

Availability

Office for Institutional

Equity & Diversity

0% 50% 100%

Workforce

Available LaborMarket

20

23

Women

Men

For example:

• A company’s workforce is 20% women. Women make up 23% of the available labor market for the company.

• Ratio = 20/23 (x100) = 86.96%

• A statistical disparity does not exist because the ratio of workforce to availability is greater than 80%.

Ratio = Workforce

Availability

Office for Institutional

Equity & Diversity

Office for Institutional

Equity & Diversity

Office for Institutional

Equity & Diversity

25.98 + 2.42 + 1.21 + 3.02 = 32.63

11.83 + 4.23 + 4.13 + 0.16 + 0.01 + 4.31 = 24.67

32.63/24.67 = 1.32 1.32*100 = 132%

Office for Institutional

Equity & Diversity

RECRUITMENT

Office for Institutional

Equity & Diversity

Job Posting: EEO

Requirements

• Provide candidates with the information to

determine if they are a good fit

• Show commitment to a diverse workforce

• Posted criteria must

– be relevant to the job, and

– avoid use of discriminatory language

• Include AA/EEO Statement

Office for Institutional

Equity & Diversity

Tips On Recruiting a Diverse

Applicant Pool

• Meet them where they are.– professional associations that cater to diverse

candidates.

– networking groups,

– alumni associations

– advertising in publications and

– attending conferences or networking events

sponsored by organizations that cater to diverse

populations

Office for Institutional

Equity & Diversity

Tips On Recruiting a Diverse

Applicant Pool

• Make personal contacts with minority, and

women candidates.

• Collect referrals from existing employees

• Partner with schools

Office for Institutional

Equity & Diversity

Tips On Recruiting a Diverse

Applicant Pool

• Look beyond the usual places

• Advertise in Diverse media

– Find different religious, cultural and ethnic

publications, T.V. stations, websites, etc., and place

career ads there

Office for Institutional

Equity & Diversity

Diversity Recruitment Resources

GENERAL DIVERSITY RESOURCES

• Diverse Issues in Higher Education |http://diverseeducation.com/

• IM Diversity – Diversity Career Recruitment |http://imdiversity.com/

• Insight into Diversity – Diversity Best Practices

| http://www.insightintodiversity.com/

• National Employment Minority Network

| https://www.nemnet.com/index.aspx

• American Association for Men in Nursing | http://aamn-

jobs.careerwebsite.com/

Office for Institutional

Equity & Diversity

Diversity Recruitment Resources

WOMEN IN S.T.E.M. • Association for Women in Science | https://www.awis.org/

• Society of Women Engineers

| http://societyofwomenengineers.swe.org/

• Women in STEM | http://www.womeninstem.com/

• The Women in Tech Summit | http://womenintechsummit.net/

• National Center for Women & Information Technology

| https://www.ncwit.org/

• Women in Technology International | https://www.witi.com/

Office for Institutional

Equity & Diversity

Diversity Recruitment Resources

VETERANS AND DISABLED • Military and Veterans Employment News and Resources

| http://www.military.com/

• Job Resources for Persons with Disabilities | http://abilityjobs.com/

• U.S. Chamber of Commerce Foundation

| https://www.uschamberfoundation.org/hiring-our-heroes

• North Carolina for Military Employment | http://www.nc4me.org/

• Wounded Warrior Project

| https://www.woundedwarriorproject.org/programs/warriors-to-work

Office for Institutional

Equity & Diversity

Diversity Recruitment Resources

LGBTQ• Human Rights Campaign

| http://www.hrc.org/resources/lgbt-recruitment

• Out & Equal Workplace Advocates

| http://outandequal.org/lgbt-careerlink/

• Equality NC | http://equalitync.org/

Office for Institutional

Equity & Diversity

Diversity Recruitment Resources

AFRICAN-AMERICAN • National Black MBA Association | http://careersuccess.nbmbaa.org/

• National Society of Black Engineers | http://www.nsbe.org/Corporate-

Sponsors/Home.aspx

• North Carolina A&T State University | www.careerserv.ncat.edu/

• North Carolina Central University | http://www.nccu.edu/careerservices/

• Winston-Salem State University | https://www.wssu.edu/student-life/career-

development-services/index.html

• Fayetteville State University | https://www.uncfsu.edu/life-fsu/student-

services-and-organizations/career-services

• Elizabeth City State University | http://www.ecsu.edu/current-

students/student-affairs/career-services/

Office for Institutional

Equity & Diversity

Diversity Recruitment Resources

HISPANIC & LATINX • The Association of Hispanic Professionals

| https://www.prospanica.org/

• La Noticia – Spanish Language Newspaper | http://lanoticia.com/

• Hispanic Alliance for Career Enhancement

| http://www.haceonline.org/

• Latinas in STEM | http://www.latinasinstem.com/

• Latinos in Higher Education | https://www.latinosinhighered.com/

Office for Institutional

Equity & Diversity

Diversity Recruitment Resources

NATIVE AMERICAN • American Indian Science and Engineering Consortium

| http://www.aises.org/

• American Indian Higher Education Consortium

| http://www.aihec.org/

• UNC-Pembroke | http://studentaffairs.uncp.edu/career-center/

ASIAN• National Association of Asian American Professionals

| http://www.naaap.org/

• Asian Pacific American Medical Student Association

| http://apamsa.org/

• Leadership Education for Asian Pacifics, INC. | http://www.leap.org/

Office for Institutional

Equity & Diversity

Group Activity

What ideas do you have to recruit a

diverse Pool?

Office for Institutional

Equity & Diversity

Evaluating Applications

Unconscious Bias in Search Committees

• In order to combat potential unconscious bias, we

will discuss

– Types of bias

– Potential bias pitfall in the search process

– Tools to combat bias

Office for Institutional

Equity & Diversity

Unconscious Bias Exists…

Life experiences and cultural

history influence us

all

Good intentions do not eliminate

bias

Must be able to defend every decision made in a search for

eliminating or advancing a candidate.

Openly discuss

impressions of candidates with search committee

Office for Institutional

Equity & Diversity

Potential Bias Factors

• Race/Color

• Gender

• National Origin

• Religion

• Political Affiliation

• Disability

• Veteran status

• Weight

• Height

• Hair

• Clothes

• Accent

• Tattoos/Piercings

• Body Language

Office for Institutional

Equity & Diversity

Research on Unconscious Bias

• Bertrand and Mullainathan (2004) Applicants with African

American/Black sounding names had to send 15 CV/resumes to get

a call back compared to 10 needed by those with White sounding

names which was 10.

• Less than 15% of American men are over six foot tall, yet almost

60% of corporate CEOs are over six foot tall.*

• Gender bias: our assumptions about the characteristics of men and

women.

– Maternal Wall (assumptions that mothers are not as competent

as others, are not as committed to their jobs, and belong at

home because women can’t be both good mothers and good

workers)

– When the term ‘manager’ is used which leads 80% of people to

think of a male (Kandola 1999).

*Timothy Judge and Daniel Cable on “The Effect of Physical Height on Workplace Success and Income”

Office for Institutional

Equity & Diversity

CV/Resume Research (Selection)

Discrimination findings consistent across occupations

and different business & industry sectors tested

• Internationally (when everything else on the CV is the

same)

– Males selected over females

– White & Asian American selected over African &

Mexican American

– Even higher quality CV’s received fewer call-backs for

minorities than lower quality CV’s for white candidates

*Equality Authority ESRI, 2009

Office for Institutional

Equity & Diversity

Similar attributes/ background

Judgments with insufficient evidence

Negative

Stereotypes

Good Fit/Bad

Fit

Positive

Stereotypes

Snap

Judgments

Presumptions of incompetence

Cloning

Presumptions of competence

Comfortable and culturally at ease

Examples of Unconscious Bias

Office for Institutional

Equity & Diversity

Examples of Unconscious Bias

• Visionary: Members of dominant groups are evaluated

based on their potential whereas underrepresented

groups are judged on their accomplishments and their

track record only. For example: “He has vision” or “She

lacks vision.”

• Star: Used when the speaker is an infatuated fan of the

candidate under consideration. When you hear it, ask

the speaker to explain their use of the term and support

it with evidence. For example: “She’s not a star” or “It’s

clear he’s a rock star.”

Office for Institutional

Equity & Diversity

Retention

Office for Institutional

Equity & Diversity

Diversity asks, “Who’s in the room?”

Equity asks, “Whose presence in the room is under constant threat of

erasure?”

Inclusion asks, “Has everyone’s ideas been heard?”

Justice responds, “Whose ideas won’t be taken as seriously because they

aren’t in the majority?”

Diversity asks, “How many more of (pick any underrepresented group) do

we have this year than last?”

Equity responds, “What conditions have we created that maintain certain

groups as the perpetual majority here?”

Diversity asks, “Isn’t it separatist to provide funding for safe spaces and

separate student centers?”

Equity answers, “What are people experiencing on campus that they don’t

feel safe when isolated and separated from others like themselves?”

Conditions Impacting Retention

Office for Institutional

Equity & Diversity

• Retention hinges on a combination of wise hiring decisions; a productive

probationary period, and a fair and judicious tenure/evaluation process.

• Creating the conditions for the aforementioned is the institution’s

responsibility; though failures are often attributed to the individual.

• Research reflects faculty at many institutions report impressions of

institutional commitment to them that range from intentional abandonment

(sink or swim) to a felt gap between apparently good intentions and painful or

inadequate outcomes.

• Do some faculty or non-faculty have unrealistic expectations of institutional

support? Yes. However less energy is spent in this exploration.

• The negative experiences of faculty and staff of marginalized populations will

undoubtedly impact the retention of students.

Building Community

Office for Institutional

Equity & Diversity

• Tending to the climate

• Plant metaphor – Most will thrive when the conditions are

supportive

• Meeting human needs

• Cultural Competence training

• Increasing transparency

• Mentoring – Circle of Advisors/Board of Directors

• Minimizing collateral damage of Imposter Syndrome

• Minimizing language related to “Opportunity Hire”

• Eliminating the “Proving Process”

• Inclusion as a token versus a full participant

Retention Boosters

Office for Institutional

Equity & Diversity

• Ensuring information is shared in a timely manner horizontally and

vertically across the unit in many different formats and contexts

• Addressing the perception of fairness at the individual level – lowers

morale and reduces productivity

• Equitable access to resources (tangible and intangible)

• Unpacking the perception of fairness at the institutional level

• The fairness of the goal or outcome sought

• The fairness of the procedures used to accomplish the goal or

outcome

• Respectful interactions in the workplace

• Microaffirmations vs. Microagressions

• Recognition of employee efforts in a consistent and pronounced manner

Retention Boosters

Office for Institutional

Equity & Diversity

Resources

OIED Recrutiment and Hiring Website:

https://oied.ncsu.edu/divweb/equity/recruitment

-hiring/

• Guidelines for Recruiting a Diverse Workforce

• Examples of Hiring Rubric and Matrix

• Example guidance letter for Search Committee

participants

• Recruiting Websites

• NC State Diversity Links

Office for Institutional

Equity & Diversity

Questions?