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AS Faculty Recruiting Workshop

• OU Climate Survey
• Lori Snyder
• Implicit Bias and Better Practices
• Sheena Murphy
• Experiences of OU Dept. of Philosophy
• Wayne Riggs and Stephen Ellis

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Factors which may impact the impartiality of your
search process

• Sheena Murphy
• Department of Physics and Astronomy

3
Experiments on the influences of race and gender
on hiring

• Science facultys subtle gender biases favor
  male students, Corinne A. Moss-Racusina, John F.
  Dovidio, Victoria L. Brescoll, Mark J. Graham,
  and Jo Handelsman, Proceedings of National
  Academy of Sciences, 109 16474 (2012).
• The Impact of Gender on the Review of the
  Curricula Vitae of Job Applicants and Tenure
  Candidates A National Empirical Study, Rhea E.
  Steinpreis, Katie A. Anders, and Dawn Ritzke, Sex
  Roles 41, 509 (1999).
• Are Emily and Greg More Employable than Lakisha
  and Jamal? A Field Experiment on Labor Market
  Discrimination, Marianne Bertrand and Sendhil
  Mullainathan, American Economic Review, 94 991
  (2004).

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Experiment on Gender Bias for Academic
Scientists Details of Study

• Mythical Applicationfor a lab manager position,
  submitted by an undergrad science major with
  stated intention to attend grad school
• evaluated by 127 U.S. men and women
• in biology, chemistry or physics departments
• from 3 private, 3 public, large,
  Research-Intensive universities

Science facultys subtle gender biases favor
male students, Corinne A. Moss-Racusina, John F.
Dovidio, Victoria L. Brescoll, Mark J. Graham,
and Jo Handelsman, Proceedings of National
Academy of Sciences, 109 16474 (2012).
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Experiment on Gender Bias for Academic
Scientists Results

• 1-7 (low-high) Scale
• John was
• more competent
• more hireable
• deserving of more mentoring
• than Jennifer

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Experiment on Gender Bias for Academic
Scientists Results

• Both men and women faculty were more likely to
  hire the male applicant, John
• Both men and women faculty offered John a
  higher starting salary

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Experiment on Gender, Hiring and Tenure in
Academic Psychology Details of Study

• Subjects
• 238 academic psychologists (half female/half
  male)
• Gender and quality of academic institution were
  known to researchers
• Each subject received one of 4 possible packets
• Early packet (CV, teaching statement,
  bibliography)
• Identical except for name Karen Miller or Brian
  Miller
• Mature packet (CV, teaching record, more mature
  bibliography)
• Identical except for name Karen Miller or Brian
  Miller
• Tasks for Subjects
• To make a hiring decision recommendation
• To make a tenure recommendation

The Impact of Gender on the Review of the
Curricula Vitae of Job Applicants and Tenure
Candidates A National Empirical Study, Rhea E.
Steinpreis, Katie A. Anders, and Dawn Ritzke, Sex
Roles 41, 509 (1999).
8
Experiment on Gender, Hiring and Tenure in
Academic Psychology Results for Entry Level Hire
Early cv
Mature cv
Early stage female cvs resulted in more negative
hiring recommendations.
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Experiment on Gender, Hiring and Tenure in
Academic Psychology Does Gender of Reviewer
Matter?
Gender of reviewer did not matter. Women and men
discriminated equally in regards to gender of
candidate.
10
Experiment on Race and Hiring in
MarketplaceDetails of Study

• 1300 help wanted ads in Boston and Chicago
  newspapers.
• Four fictitious resumes sent to each ad
• Two high quality resumes/Two lower quality
  resumes
• Each resume tagged with either a traditionally
  African-American name or a traditionally white
  name
• Return calls requesting interviews were logged
  for each of the four classifications.

Are Emily and Greg More Employable than Lakisha
and Jamal? A Field Experiment on Labor Market
Discrimination, Marianne Bertrand and Sendhil
Mullainathan, American Economic Review, 94 991
(2004).
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Experiment on Race and Hiring in Marketplace
Results
Sample Percent Response for White Resumes Percent Response for African-American Resumes Ratio
All resumes 9.65 6.45 1.5
Chicago 8.06 5.40 1.49
Boston 11.63 7.76 1.5
Resumes with white names received callbacks 50
more often than those with African-American
names.
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Implicit Bias Summary

• It is quite possible for well-meaning,
  egalitarian minded individuals (both men and
  women) to discriminate both on gender and race.
• While the act is subtle (implicit bias) the net
  result is not.

Are there intervention strategies?
Fortunately, some implicit bias can be negated by
reminding subjects to be cognizant of
impartiality and bias at the onset of the review
process, Devine, Journal of Personality and
Social Psychology 82 (2002).
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Better Search Committee Practices
Before you interview Committee
Construction Establishing criteria Reaching the
Pool Documentation Campus Interview Concerns
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Construction of search committee

• Include individuals with different perspectives
  and expertise and with demonstrated commitment to
  diversity.
• Make sure the committee reflects as well as
  possible the diversity within the unit.
• Include a graduate student if possible.
• All departments should include an outside member
  on the committee.
• If there is no woman or minority within the
  department, consider including one from outside.

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Guiding the Process

• Hold mtg before the application deadline to
  develop and implement a recruiting plan.
• Discuss and establish ground rules on meeting
  schedules, and confidentiality issues.
• Discuss the roles and expectations.
• Discuss the decision making process
• Discuss implicit bias
• Reach a common understanding of the selection
  criteria and procedures for screening candidates,
  before materials from applicants begin to arrive.
  
• Potential vs. demonstrated accomplishments
• What constitutes a strong publication record?
• Is fit important? What does fit mean?
• Relative weight of necessary qualifications
• Be able to defend decisions
• Is mentoring of students important?
• Approximate length of long list
• Approximate length of short list
• Keep minutes to minimize misunderstandings

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Reaching the pool

• May consider using proactive language. Ex. from
  MIT
• MIT is dedicated to the goal of building a
  culturally diverse and pluralistic faculty
  committed to teaching and working in a
  multicultural environment and strongly encourages
  applications from minorities and women.
• Make personal contact with underrepresented
  groups (minorities or women in some departments)
  at professional conferences and invite them to
  apply.
• OEO requires that you list the advertisement
  sources and the outreach efforts for minorities
  and women.

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Campus Interview Concerns

• Provide packets to on campus candidates
• Leave policies
• Childcare resources
• Community literature
• Real estate contacts
• Do not ask questions about
• Religion
• Ethnic Origin
• Marital Status
• Sexual Orientation
• Employment Status of Spouse
• Parenthood
• Future Parenthood
• Disability
• Insure that graduate students/faculty spouses
  etc. are also informed about what to ask/what not
  to ask
• Protect candidates from renegade faculty

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Tips

• Prioritize selection criteria
• Do not let personal or narrow perspectives of
  individual committee members dominate the
  process
• Make committee members defend their decisions to
  reject or retain an applicant
• Be sure standards are being applied consistently