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BEFORE THE SEARCH

 


 

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  • Before the Search
Our affirmative action obligations apply to each position we post, and they begin before the job is posted.  In this section, you will find guidance on writing job descriptions, selecting search committees, obtaining training for search committee chairs and members, and posting open positions, all with an eye toward ensuring that our process provides equal opportunity for all applicants.

Research has shown that language used in a job description can exclude certain groups of people, particularly women, from applying for the job. Likewise, while men are likely to apply for a job if they meet 60% of the listed qualifications, women are unlikely to apply for the same job unless they meet 100% of the qualifications. Thus, it is important when you are drafting your job descriptions to pay attention to the language you use and be mindful of how it might impact potential applicants. You should write your description broadly to attract a wide range of applicants, while at the same time ensuring that the required and preferred qualifications you choose are measurable, demonstrable, and job-related. Avoid using terms like "culture fit," as that may send a message that we are only interested in candidates who are just like our current workforce. Also, avoid using gendered terms - for example, say "chair" or "chairperson" rather than "chairman." You can use this tool to evaluate the language contained in your job description.

Consider including a minimum or preferred qualification related to diversity and inclusion. Some examples are:

  • Demonstrated success in collaborating with diverse constituencies
  • Ability to work effectively with and promote diverse populations
  • Ability to cultivate and advocate for an environment of diversity and inclusion based on the position's responsibilities

You might also consider reviewing the job descriptions posted by peer institutions that have been designated as Diversity Champions for inspiration.

All Job descriptions should include the following language:

Diversity and Equity:

The university will provide reasonable accommodations to applicants with disabilities throughout the employment application process. To request an accommodation pursuant to the Americans with Disabilities Act, please contact the ADA Coordinator via email at hr.adacoordinator@ucdenver.edu.

The CU Anschutz Medical Campus is committed to recruiting and supporting a diverse student body, faculty, and administrative staff. The university strives to promote a culture of inclusiveness, respect, communication, and understanding. We encourage applications from women, ethnic minorities, persons with disabilities, and all veterans. The University of Colorado is committed to diversity and equality in education and employment.

Research has shown that we tend to hire people who look like us. In addition, diverse teams make better decisions. As a result, it is important to consider the make-up of your search committee to ensure that you have not chosen members who all look the same and come from the same background.  While representation does not equal inclusion, and while you can never expect a person from a particular social group to represent the views of that entire social group, you should put considerable effort into selecting search committee members who will bring diverse perspectives and experiences to the conversation.  Consider asking someone outside of your department to serve on your committee.  Also, consider asking someone with expertise in diversity and inclusion issues to participate.  If you would like suggestions for possible search committee members to help you work through potential biases, contact the Office of Equity at equity@ucdenver.edu.

Once the search committee members have been selected, they should review the Search Committee Guidelines for Interaction together to establish ground rules for how the committee will function.

All search committee members should complete the Inclusive Recruiting Practices training in Skillsoft.

The Office of Equity also trains search committees regarding affirmative action obligations. To request training for your search committee, contact the Office of Equity via equitytraining@ucdenver.edu.

If you are on a search committee but unable to request personalized training, here are some resources that may be useful:

  • The Best Search Committees
  • Best Practices for Improving Faculty Diversity Recruitment and Retention 
  • Recruiting Diverse and Excellent New Faculty
  • The ‘Business Case’ for Improving Diversity in Higher Ed
  • How Serious Are You About Diversity Hiring?
  • Four Hiring Strategies for Increasing Faculty Diversity

One of the best ways to diversify our applicant pool is by widening our advertising of open positions.  All positions posted to CU Careers are automatically "scraped" and posted to a variety of diversity-related recruiting websites. While these websites are useful, simply posting to them without any additional outreach is insufficient. Your particular needs will depend on the type of job you are trying to fill and your school/college/department/unit, but there are some techniques that can be used for most searches. It is always useful to circulate job postings to your own personal and professional networks, including any organizations of which you are a member. In addition, you can share job postings with the following groups (or groups like them):

  • Specialty organizations in your field
  • Accounting & Financial Women’s Alliance
  • American Indian Science and Engineering Society
  • Asian American Journalists Association
  • Asian American Psychological Association
  • Asian Women in Business
  • Association of Black Psychologists
  • Association of LGBTQ Journalists
  • Association for Women in Communications
  • Association for Women in Computing
  • Association for Women in Science
  • Arts Council of the African Studies Association
  • Black Data Processing Associates
  • Institute for Diversity & Health Equity
  • International Association for Cross Cultural Psychology
  • Minorities in Physics
  • National Association of Black Accountants
  • National Association of Blacks in Criminal Justice
  • National Association of Hispanic Nurses
  • National Association for Multi-Ethnicity in Communications
  • National Black MBA Association
  • National Black Nurses Association
  • National Council for Minorities in Engineering
  • National Hispanic Media Coalition
  • National Organization for the Professional Advancement of Black Chemists & Chemical Engineers
  • National Society of Black Engineers
  • National Society of Black Physicists
  • Native American Journalists Association
  • Society for Advancement of Hispanics/Chicanos and Native Americans in Science
  • Society of Hispanic Professional Engineers
  • Society of Indian Psychologists
  • Society of Women Engineers
  • Strengthening Underrepresented Minority Mathematics Achievement
  • Organizations focused on particular populations in higher education
  • American Association for Access, Equity, and Diversity
  • American Association of University Women
  • Association of Black Women in Higher Education
  • Association on Higher Education and Disability
  • Association of University Centers on Disabilities
  • Black Doctoral Network
  • Hispanic Outlook on Education
  • Insight into Diversity
  • Journal of Blacks in Higher Education
  • Latinos in Higher Education
  • National Association for Equal Opportunity in Higher Education
  • National Employment Minority Network
  • National Registry of Diverse & Strategic Faculty
  • PhD Project
  • Veterans in Higher Ed
  • Women in Higher Education
  • National organizations serving underrepresented communities that may be willing to share your job with their networks
  • Asian Pacific American Advocates
  • Association of Latino Professionals for America
  • HBCU Connect
  • National Association of Asian American Professionals
  • National Association for Female Executives
  • National Black Chamber of Commerce
  • Local organizations serving underrepresented communities that may be willing to share your job with their networks
  • Asian Chamber of Commerce (Colorado)
  • Colorado Cross Disability Coalition
  • Colorado Veterans Project
  • Colorado Women's Bar Association
  • NAACP Denver
  • The Black Perspective

If you would like assistance finding appropriate advertising opportunities for an open position, contact the Office of Equity via equity@ucdenver.edu.

Office of Diversity, Equity, Inclusion & Community Engagement

CU Anschutz

Fitzsimons Building

13001 East 17th Place

Suite CG001

Aurora, CO 80045


odeice@cuanschutz.edu

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