Inclusive excellence and faculty recruitments

Dear colleagues,

A central goal of UCI’s strategic plan is the hiring of about 500 faculty members – half replacements and half new positions – over the next five to seven years. We look to recruit extraordinary individuals that reflect a broad cross section of diversity. By doing so, we will enhance the quality of our programs and enrich the intellectual and cultural life of the campus.

We have already made steady progress toward that goal. For the 2016-17 academic year, 17 percent of new faculty hires have been from underrepresented groups and today, women make up almost 35 percent of our faculty. But we have more to do.

We ask everyone to proactively reach out to candidates from underrepresented groups and encourage them to apply. To improve your chances of attracting diverse candidates, we’ve provided a number of tips below. Douglas Haynes, vice provost for academic equity, diversity and inclusion, is also available to consult with deans, program leaders and equity advisors to develop recruitment strategies that will generate a strong and diverse group of candidates for open positions.

I ask deans, department chairs and search committees to consider the recruitment strategies below, which apply to all of our hiring programs, and determine which will work best for their needs.

Understand the Recruitment Context

    • Consult national availability for tenure-track and tenured faculty in the field and hire to reflect that national average.
    • Review departmental hiring activity and evaluate the diversity of your team.
    • Use search directories such as the Compact for Diversity, Ford Foundation Fellowship Programs, UC President’s Postdoctoral Fellowship Program, Faculty of the Future and Women in Science & Engineering.
    • Understand the faculty hiring incentives associated with the UC President’s Postdoctoral Fellowship Program and, if appropriate, develop plans to take advantage of the opportunities provided.
    • Discuss outreach strategies the school will use each year to identify qualified candidates from underrepresented groups.

Effective Advertisement and Outreach to Raise Awareness

    • Ensure that search committees, including promotion and tenure committees, have members who will provide a variety of informed points of view about each candidate.
    • Make sure that open positions are advertised in discipline-specific outlets that are likely to reach underrepresented minorities.
    • Describe the position broadly and include the campus diversity and inclusion statement.
    • Seek out organizations that support sought-after groups, such as women in nontraditional fields and professionals of color.
    • Make personal contact at professional meetings and conferences with female and underrepresented minority faculty who are potential candidates or referral sources.
    • Contact senior minority and female scholars in the field for the names of promising scholars and researchers.

Build a Pipeline to the UCI Professoriate from Professional Organizations

    • Participate in diversity initiatives sponsored by professional associations and organizations.
    • Meet with minority and female graduate student organizations.
    • Invite advanced graduate students or postdoctoral scholars to participate in departmental seminars or workshops.
    • Encourage eligible graduate students to select UCI as their campus destination for the UC President’s Postdoctoral Fellowship Program or the Ford Foundation Fellowship Programs.

For additional information, please consult the “Critical Resources” tab on the ADVANCE Program website.

Thank you for your efforts to advance our commitment to inclusive excellence in all recruitment and hiring activities.

Sincerely,

Enrique Lavernia
Provost and Executive Vice Chancellor
Distinguished Professor of Chemical Engineering and Materials Science