These tools were developed in part with University of Arizona’s NSF ADVANCE grant. To learn more about UA's NSF ADVANCE grant, see http://diversity.arizona.edu/advance-grant.

Tool 1: Understanding the Hiring Environment

1. Page, S. E. (2007). The difference: How the power of diversity creates better groups, firms, schools and societies.  Princeton, NJ: Princeton University Press.

2. Milem, J.F. (2001) Diversity is not enough: How campus climate and faculty teaching methods affect student outcomes. In G. Orfield (Ed.), Diversity challenged: Legal crisis and new evidence (pp 233-249). Cambridge, MA: Harvard Education Publishing Group.

3. Nemeth, C. (1995). Dissent as driving cognition, attitudes and judgments. Social Cognition, 13, 273-291.

4. Viernes Turner, C. S., Gonzalez, J. C., & Wood, J. L. (2008). Faculty of color in academe: What 20 years of the literature tells us.  Journal of Diversity in Higher Education, 1(3), 139-168. 

5. Johnson, K. R. (2011). The importance of student and faculty diversity in law schools: One dean’s perspective. Iowa Law Review, 96, 1549-1577.

6. Sonnert, G., Fox, M. F., & Adkins, K. (2007). Undergraduate women in science and engineering: Effects of faculty, fields, and institutions over time. Social Science Quarterly, 88(5), 1333-1356.

7. Hagedorn, L. S., Chi, W., Cepeda, R. M., & McLain, M. (2007). An investigation of critical mass: The role of Latino representation in the success of urban community college students.  Research in Higher Education, 48(1), 73-91.

8. Carrell, S. E., Page, M. E., & West, J. E.  (2010). Sex and science: How professor gender perpetuates the gender gap. The Quarterly Journal of Economics, 125(3), 1101-1144.

9. Nelson, D., & Brammer, C. (2010). A national analysis of minorities in science and engineering faculties at research universities (2nd ed.).  Retrieved from http://faculty-staff.ou.edu/N/Donna.J.Nelson-1/diversity/Faculty_Tables_FY07/07Report.pdf.

10. Smith, D. G.  (2000). How to diversify the faculty: Getting beyond the myths and adopt new hiring practices if you want to add significant numbers of minority group members to the faculty. Academe, 86(5), 48-52.

11. Moreno, J. F., Smith, D. G., Clayton-Pedersen, A. R., Parker, S., & Teraguchi, D. H. (2006). The revolving door for underrepresented minority faculty in higher education: An analysis from the campus diversity initiative. The James Irvine Foundation. Retrieved from http://www.csun.edu/~eec/Irvine_Revolving_Door.pdf.

12. Steinpreis, R. E., Anders, K. A., & Ritzke, D. (1999). The impact of gender on the review of curricula vitae of job applicants and tenure candidates: A national empirical study. Sex Roles 41(718), 509-528.

 

Tool 2: Forming an Effective Search Committee

1. University of Arizona Human Resources. (2013). UA Guide for Successful Searches.  Retrieved July 23, 2013 from http://www.hr.arizona.edu/successful_searches/guide#0020.0000.

2. Viernes Turner, C. S. (2002). Diversifying the faculty:  A guidebook for search committees. Washington, D.C.:  Association of American Colleges & Universities.

3. National Research Council. (2010). Gender differences at critical transitions in the careers of science, engineering, and mathematics faculty. Washington, DC: The National Academies Press.

4. Sommers, S. R. (2006). On racial diversity and group decision making: Identifying multiple effects of racial composition on jury deliberations. Journal of Personality and Social Psychology, 90(4), 597-612. 

5. Smith, D. G., Turner, C. S. V., Osei-Kofi, N., & Richards, S. (2004). Interrupting the usual: Successful strategies for diversifying the faculty. Journal of Higher Education, 75(2), 133-160.

6. Fraser, G. J., & Hunt, D. E. (2011). Faculty diversity and search committee training: Learning from a critical incident. Journal of Diversity in Higher Education, 4(3), 185-198.

7. Sheridan, J. T., Fine, E., Pribbenow, C. M., Handelsman, J., & Carnes, M. (2010). Searching for excellence and diversity: Increasing the hiring of women faculty at one academic medical center. Academic Medicine, 85(6), 999-1007. 

 

Tool 3: Creating an Attractive Position Description

1. Lorden, J., Huet, Y., Rorrer, A., Wemlinger, E., & Thacker, K. (2010). Diversity language inclusion in STEM vs non-STEM faculty recruitment. NSF ADVANCE. Retrieved from http://advance.uncc.edu/sites/advance.uncc.edu/files/media/recruiting_poster_PImeeting_Oct2010.pdf.

2. Viernes Turner, C. S. (2002). Diversifying the faculty:  A guidebook for search committees. Washington, D.C.:  Association of American Colleges & Universities.

3. National Research Council. (2010). Gender differences at critical transitions in the careers of science, engineering, and mathematics faculty. Washington, DC: The National Academies Press.

4. http://www.hr.arizona.edu/successful_searches/guide#0030.0040

5. Smith, D.G. (2011). Identifying talent, interrupting the usual: Diversifying the faculty.  In L.M. Stulberg and S.L. Weinberg (Eds.), Diversity in American higher education: Toward a more comprehensive approach (pp. 142-152). New York: Routledge.

6. Alger, J. (2005). As the workplace turns.  Affirmative action in employment.   Retrieved from http://oirap.rutgers.edu/msa/documents/facultydiversity.outline.oct2005_001.pdf.

 

Tool 4: Recruiting the Best Candidates

1. UC President’s Task Force on Faculty Diversity. (2007). The representation of minorities among ladder rank faculty.  University of California.  Retrieved on July 31, 2013 from http://academicaffairs.ucdavis.edu/local_resources/docs/UC%20Presidents%20Task%20Force%20on%20Faculty%20Diversity_Minorities%20and%20Ladder%20Rank%20Faculty.pdf.   

2. NSF ADVANCE, University of Michigan. (2009). Handbook for faculty searches and hiring, 2009-2010. University of Michigan. Retrieved on July 31, 2013 from http://www.umich.edu/~advproj/handbook.pdf.

3. Bilimoria, D. & Buch, K. K.  (2010). The search is on: Engendering faculty diversity through more effective search and recruitment. Change, July/August, 27-32.

4. Tuitt, F. F., Sagaria, M. A. D, & Turner, C. C. V. (2007). Signals and strategies in hiring faculty of color. Higher Education: Handbook for Theory and Research, 22, 497-535. 

5. Rachac, C. & Maruyama, G. (2007). Weather or not to come: Faculty reasons for accepting or declining offers from a public Midwestern research university. Presentation at a conference, Keeping Our Faculties IV Symposium: Recruiting, Retaining and Advancing Faculty of Color. April 12-14, 2007. Minneapolis, MN. Retrieved on July 31, 2013 from http://www.cce.umn.edu/pdfs/CPE/KOF/Rachac_Carol_KOF_41307.pdf

6. Viernes Turner, C.S. (2002). Diversifying the faculty:  A guidebook for search committees. Washington, D.C.:  Association of American Colleges & Universities.

7. Heilman, M. E. (1980). The impact of situational factors on personnel decisions concerning women: Varying the sex composition of the applicant pool.  Organizational Behavior and Human Performance, 26, 386-395.

 

Tool 5: Conducting Highly Effective Interviews

1. Moss-Racusin, C. A., Dovidio, J. F., Brescoll, V. L., Graham, M. J., & Handelsman, J. (2012).  Science faculty’s subtle gender biases favor male students. Proceedings of the National Academy of Sciences of the United States of America, 109(41), 16474-16479.   doi:10.1073/pnas.1211286109. 

2. Reference 1, Page 16475.

3. Reference 1, Page 16476.

4. Association of American Medical Colleges. (2010). E-Learning Seminar on The Science of Unconscious Bias and the Search and Recruitment Process.  Available at: https://www.aamc.org/members/leadership/catalog/178420/unconscious_bias.html

5. Valian, V. (1999).  Why so slow? The advancement of women. Cambridge, MA: MIT Press.

6. Steffens, M. C. (2005). Implicit and explicit attitudes towards lesbians and gay men.  Journal of Homosexuality, 49(2), 39-66. DOI:10.1300/J082v49n02_03.

7. Larson, D. (2008). Unconsciously regarded as disabled: Implicit bias and the regarded-as prong of the Americans With Disabilities Act. UCLA Law Review, 56, 451-488. 

8. Martell, R. F., Lane, D. M., & Emrich, C. (1996). Male-female differences: A computer simulation. American Psychologist, 51, 157-158.

9. Steinpreis, R., Anders, K. A., & Ritzke, D. (1999). The impact of gender on the review of the curricula vitae of job applicants and tenure candidates: A national empirical study. Sex Roles, 41, 509-528.

10. Bauer, C. C. & Baltes, B. B. (2002). Reducing the effects of gender stereotypes on performance evaluations. Sex Roles, 47, 465-476.

11. King, E. B., Mendoza, S. A., Madera, J. M., Hebl, M. R., & Knight, J. L. (2006). What's in a name? A multiracial investigation of the role of occupational stereotypes in selection decisions. Journal of Applied Social Psychology, 36(5), 1145-1159.

12. Bertrand, M. & Mullainathan, S. (2004). Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination. American Economic Review, 94, 991-1013.

13. Blair, I. V. & Banaji, M. R. (1996). Automatic and controlled processes in stereotype priming. Journal of Personality and Social Psychology, 70(6), 1142-1163.

14. Foschi, M., Lai, L., & Sigerson, K. (1994). Gender and double standards in the assessment of job applicants. Social Psychology Quarterly, 57(4), 326-339.

15. Uhlmann, E. L., & Cohen, G. L. (2005). Constructed criteria: Redefining merit to justify discrimination. Psychological Science, 16(6), 474-480.

16. Martell, R. F. & Guzzo,R .A. (1991). The dynamics of implicit theories of group performance: When and how do they operate? Organizational Behavior and Human Decision Processes, 50(1), 51-74.

17. Foschi, M. (2000). Double standards for competence: Theory and research. Annual Review of Sociology, 26, 21-42.

18. Moskowitz, G. B., Gollwitzer, P.M., Wasel , W., & Schaal, B. (1999). Preconscious control of stereotype activation through chronic egalitarian goals. Journal of Personality and Social Psychology, 77, 167-184.

19. Sheridan, J. T., Fine, E., Pribbenow, C. M., Handelsman, J., & Carnes, M. (2010). Searching for excellence and diversity: Increasing the hiring of women faculty at one academic medical center. Academic Medicine, 85(6), 999-1007. 

20. Galinsky, A. D. & Moskowitz, G.B. (2000). Perspective-taking: Decreasing stereotype expression, stereotype accessibility, and in-group favoritism. Journal of Personality and Social Psychology, 78(4), 708-724. 

21. Blair, I. V., Ma, J. E., & Lenton, A. P. (2001). Imagining stereotypes away: The moderation of implicit stereotypes through mental imagery. Journal of Personality and Social Psychology, 81(5), 828-841.

22. Trix, F. & Psenka, C. (2003). Exploring the color of glass: Letters of recommendation for female and male medical faculty. Discourse and Society, 14(2), 191-220.

23. Madera, J. M., Hebl, M. R., & Martin, R. C. (2009). Gender and letters of recommendation for academia: Agentic and communal differences. Journal of Applied Psychology, 94(6), 1591-1599.

24. Heilman, M. E. (1980). The impact of situational factors on personnel decisions concerning women: Varying the sex composition of the applicant pool.  Organizational Behavior and Human Performance, 26, 386-395.

 

Tool 6: Conducting Highly Effective Interviews

1. Miller, T. P. (2012).  Top Ten Strategies for Successful Searches.  Retrieved July 23, 2013 from http://facultyaffairs.arizona.edu/sites/default/files/top%2010%20tips%20handout%20rev%20%282%29.pdf.

2. Trower, C. A.  (2012). Success on the tenure track: Five keys to faculty job satisfaction. Baltimore: The Johns Hopkins University Press.

3. Anderson, J., Martin, N., & Mitchneck, B.  (2006).  UA ADVANCE interview toolkit.  Retrieved July 23, 2013 from http://diversity.arizona.edu/sites/diversity/files/interviewtoolkitfinal.pdf.

4. Martell, R. F. & Guzzo, R. A. (1991). The dynamics of implicit theories of group performance: When and how do they operate? Organizational Behavior and Human Decision Processes, 50(1), 51-74.

5. Bauer, C. C. & Baltes, B. B. (2002). Reducing the effects of gender stereotypes on performance evaluations. Sex Roles, 47, 465-476.

6. Blair, I. V. & Banaji, M. R. (1996). Automatic and controlled processes in stereotype priming. Journal of Personality and Social Psychology, 70(6), 1142-1163.

7. Martell, R. F. (1991). Sex bias at work: The effects of attentional and memory demands on performance ratings of men and women. Journal of Applied Social Psychology, 21(23), 1939-1960. 

8. Heilman, M. E. (1980). The impact of situational factors on personnel decisions concerning women: Varying the sex composition of the applicant pool.  Organizational Behavior and Human Performance, 26, 386-395.

9. Valian, V. (1999).  Why so slow? The advancement of women. Cambridge, MA: MIT Press.

10. See http://facultygovernance.arizona.edu/strategic_planning_budget_advisory_committee_spbac.

11. Page, S. E. (2007). The difference: How the power of diversity creates better groups, firms, schools and societies.  Princeton, NJ: Princeton University Press.

 

Tool 7: Hosting a Successful Campus Visit

1. Miller, T.P. (2012).  Top ten strategies for successful searches.  Retrieved July 23, 2013 from http://facultyaffairs.arizona.edu/sites/default/files/top%2010%20tips%20handout%20rev%20%282%29.pdf.

2. Anderson, J., Martin, N. and Mitchneck, B. (2006).  UA ADVANCE interview toolkit. Retrieved July 23, 2013 from http://diversity.arizona.edu/sites/diversity/files/interviewtoolkitfinal.pdf.

3. University of Arizona Human Resources. (2013). UA guide for successful searches.  Retrieved July 23, 2013 from http://www.hr.arizona.edu/successful_searches/guide#0080.0000.