increasing applicant pool diversity
Ronald Mitchell
All,
So, a bit of time has passed but below are the few responses I got to my request about how to ensure you generate an inclusive pool for a search. Honestly, my sense is that we could all strengthen our game a bit. Maybe someone wants to create a webpage on “Increasing the Diversity of Job Applicant Pools in Environmental Politics and Environmental Studies” or something like that? As a soon-retiree, I won’t be doing that but if others want to… One could start with these below, removing the suggesters names.
With smiling encouragement, I urge us all to go the extra mile on these things … it’s the only way we will make progress on diversity (before we burn up the whole planet with climate change).
Always optimistically 😊
Ron
- Rachael Schwom: Environmental sociologists ENVI...@LISTSERV.NEU.EDU
- Sikina Jinnah: NorCa...@scu.edu
- Sikina Jinnah notes: “Attracting a diverse pool is only the first step. Framing of the job description to attract underrepresented candidates, reviewing applications to avoid implicit bias and select for attributes that bring inclusive culture, and interview procedures that do the same matter a lot as well.”
- Jonathan Rosenberg: pointed me to the attached, “A Guide to Recruiting Native American Employees and Students at Tribal Colleges and Universities” but with particular links for posting jobs;
- Native American and Indigenous Studies Association
- Tribal College: Journal of American Indian Higher Education
- The American Indian Higher Education Consortium was founded in 1973 and now consists of 37 Tribal Colleges and Universities (TCUs) in the United States.
- National Indian Education Association
- National Congress of American Indians
- Native Hire
- Native Americans in Academia
- Native Americans in Higher Ed
- H-Net (Humanities and Social Sciences Online)
- TribalNet (“THE platform to connect and seek opportunities in solutions, best practices and technology among tribal gaming, government and healthcare”)
- TribalNet is a division of TribalHub, which also includes TribalWise- dedicated to training and education; TribalValue- the partner and solution platform; TribalFocus- a consulting and management service provider.
- Women in Conflict Studies (run by Ashley Leeds) has a great list serve for announcing jobs.
- “ I think WICS is your best bet if it’s an IR search. I know a lot of people tag POCalsoknow and womenalsoknow on twitter, but (I have since learned after making this mistake myself) those accounts don’t retweet job ads. Announce on social media with a special note that you are particularly interested in seeing applications from scholars of color - those kinds of announcements often get shared/retweeted. I’m pretty confident that scholars of color access ejobs just like everyone else. So the thing to do is legwork - your friend needs to figure out who might be a good candidate, reach out to them, and strongly encourage them to apply.”
- Ron: in my case, we were looking for a social scientist working on fire and there happened to be an article on “top female researchers working on fire” that had been published a few years back. I googled the 150 women on that list and put together a list of their emails and we plan to email all of them directly. I thought this would take forever – it took less than 1.5 hours and I got emails for over 120 women right away. The point here is that its really not that much time to do something like this and, I hope it will help increase the pool’s diversity.
Ronald Mitchell, Professor
Department of Political Science and Program in Environmental Studies
University of Oregon, Eugene OR 97403-1284
IEA Database Director: https://iea.uoregon.edu/