Faculty should use the following guidelines when creating a search committee:
Members of the search committee should receive training on how to write and evaluate letters of recommendation. Before the search committee reviews candidates’ letters, you should remove all references to gender or ethnicity.
Letters should also:
We can all have biases regarding gender, race, age, accent, and different physical abilities. During the candidate search process, we should minimize our biases and assumptions by using these techniques:
Search committees should also actively examine areas of possible bias by asking these questions:
Search committees must prepare to address both the professional and personal life of an applicant. When seeking to hire URMs, this may require additional information gathering on the part of committee members.
A strong tool is to remove references to gender or ethnicity before reviewing applications.
By placing themselves in the position of an URM applicant, committee members can gain the applicant’s perspective and begin to explore issues, raise questions, and seek out information to better prepare themselves as recruiters for the applicant’s campus visit.
Learn more about unconscious biases by taking these short quizzes.