2010 Minority Conference on Recruiting and Retention in Las Vegas

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Diversity
and
the selection committee
Is
the
TAIL
WAGGING
the
DOG ?

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What is the purpose of the
committee ?
• Search ?
• Screening ?
• Selection ?

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What is the office of the Chair?
• Hiring Official ?
• Level ?
• Role(s) ?
• Qualifications ?

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Are Ex-Officio members
necessary ?
• HR ?
• Office of Diversity & EEO ?
• Faculty Senate ?
• Students ?
• Union ?

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Essential elements of an
effective selection committee ?
• Who selects ?
• Timing ?
• Size ?
• Organizational area ?
• Representation ?
• Special roles ?

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What are the essential traits of a
selection committee ?
• Trainable/adaptable to
new processes ?
• Knowledge of position?
• Previous experience ?
• Challenge conventional
assumptions ?
• Familiarity with
candidates?
• Assertiveness ?
• Self-awareness ?
• Confidential ?
• Able to mediate
conflict

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By the Bernard Hodes Group:
• 96% of Undergraduate and Graduate Students
of Color Indicate: Professors of Color Have
Positively Impacted Their Education.
• 83 % of White Undergraduate and Graduate
Students Indicate: Professors of Color Have
Positively Impacted Their Education.
Recent Survey

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Diversity – EEO – AA ?
• Does anyone really know the difference
between diversity, inclusion, equity,
EEO, and AA in the pursuit of a qualified
diversified workplace ?
• Aren’t those terms contradictory ?

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Affirmative Action Postures
1. Passive nondiscrimination. A
willingness in hiring, promotion,
and pay decisions to treat the
races and the sexes alike.
2. Pure affirmative
action. A concerted
effort to enlarge the pool
of applicants so that no
one is excluded because
of past or present
discrimination.
3. Affirmative action with
preferential hiring. A
company systematically
favors minorities and
women in the actual
decisions of selecting its
workforce.
4. Hard quotas. A company
specifies numbers or proportions
of minority group members that
must be hired.
Soft Heavy-Handed

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DIVERSITY = QUALITY
1. IS HIRING FOR QUALITY & DIVERSITY
EQUIVALENT ?
2. IS PRESENCE OF TALENT EXCLUSIVE ?
3. WHAT ARE THE ESSENTIAL VARIABLES ?
– AVAILABILITY (RECRUITING)
– FAIRNESS (SELECTION)
4. DO YOU HOLD MANAGERS ACCOUNTABLE?

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ESSENTIAL FACTORS
BUSINESS MODEL
 Allocate resources, manpower, time
 Fund research to create business plan
 Assign most talented people to project
 Pay for result / Recognize efforts
 Monitor program – short/long term
 Hold team accountable

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ESSENTIAL FACTORS
DIVERSITY MODEL
– Foster accountabilities
– Push down through every level
– Make it condition of continued employment
– Tied to performance goals, objectives, pay,
etc.
– Create “scorecard”

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Is DIVERSITY of gender and race
essential for every selection
committee ?

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Diversity Matters