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One objective of the search process is to enhance
workforce
diversity. Diversity is a broad term that includes the common
interpretation
of gender, ethnic and cultural differences, but also includes
philosophical
and pedagogical approaches.
Search committee members should make every attempt to
assure
that the pool of applicants includes qualified candidates from diverse
backgrounds. To that end, search committee members should develop a
specific recruiting
strategy to attract diverse candidates.
Increasingly, networking is viewed as one of the best
methods
of advertising. Search committee members must recognize that their
participation
in the process includes far more than screening resumes and
interviewing
applicants. Every member should develop his or her own personal
advertising
campaign, which should include personal contact with friends and
colleagues
outside of the University who may be of assistance in advertising our
positions.
Other activities that may be considered include, but are
not
limited to
- Target newspapers in areas with large urban
populations
for release of the job advertisement
- Identify 15-25 colleagues (3-5 per committee member)
from
diverse backgrounds, to contact personally for the purpose of
encouraging
applications or soliciting nominations
- For Faculty searches, send letters to department
chairpersons/center leaders and deans of the top 5 -10 universities
preparing doctoral candidates in the discipline of the search
- Contact faculty at the institutions from which search
committee
members graduated to seek names of potential candidates
- For Faculty searches, write to women and minorities
one
year prior to their completion of a Ph.D program to inform them of
upcoming
job openings. Letters should clearly state needs and interests of the
program
and be followed by telephone calls.
- For Faculty searches, write to women and minorities
who have just completed their Ph.D programs
- For Faculty searches, consider women and minorities
who
have performed successfully as lecturers, instructors or research
associates
in the department and at other institutions
- Attend and encourage other individuals who will be
attending
conferences, particularly ones that attract large numbers of women and
minority
attendees, to combine your visits with recruitment efforts for present
and
future positions.
- Maintain contact with women and minority MUSC
graduates
who may go on to finish their post-graduate degrees at other
universities,
and desire teaching and academic careers. They may be future candidates
for positions at MUSC and they may also have women and minorities among
their
colleagues who are potential candidates for open positions.
- Women and minority candidates must also feel that
they
would be truly welcome at the institution; that they will find a place
in
the university committee. Encourage other staff including other
minority/women
staff members to meet informally with candidates to give them a sense
of
the institutions. It also helps if the deans, other academic
administrators,
department heads, etc., make themselves available to meet with the
minority
and women candidates during the recruitment process.
- Contact nominees who have not responded, within 15
days
from the date the nomination letter was sent, to encourage application.
- Do not make the following kinds of assumptions about
candidates:
- that a member of a particular racial group would
not
feel welcome in the community
- that a woman who pursued her degree part-time is
not
a serious scholar
- that military background would make one less
acceptable
in the classroom or as a colleague
- that an individual with a long work history might
be
“out of touch” with current research or methodology
- concluding that an individual who looks like an
excellent
candidate will be heavily recruited and therefore make no effort to
recruit
him/her
- Also, do not make assumptions about a person’s
willingness
to move, their spouse/partner’s willingness to move, etc., or the
candidate’s
willingness to accept a lower salary then he/she is currently earning.
Let
the candidates decide these issues for themselves.
- Distribute job advertisement information to
professional
organizations, including diversity organizations such as the Student National Medical Association (SNMA)
- Place advertisements in journals frequently read by
diverse
populations
- Place your ads in some or all of the following media:
Health Links
Minority
Physicians Database
Minority
Physicians Services
National Medical
Association
Office of Minority Health
Resource Center
Minority Health
Network
Cross Cultural
Health Care Program
Diversity Rx
Center for
Cross-Cultural Health
Kaiser Family Foundation
KaiserNet
The Initiative to
Eliminate Racial and Ethnic Disparities in Health
Indian Health Service
Association of American
Indian Physicians
National Center on
Minority Health and Health Disparities
Hispanic Health Link
National
Hispanic Medical Association
National Alliance
for Hispanic Health
Society for Advancement of
Chicanos & Native Americans in Science
Association of Asian
Pacific Community Health Organizations
American Association of
Physicians of Indian Origin
Association of Pakistani
Physicians of North America
Chinese American
Medical Society
Islamic Medical Association
of North America
National Organization on
Disability
Gay and Lesbian Medical
Association
Women,
Minorities, & Persons w/Disabilities in Science and Engineering:
1998
Research, Action &
Information Network for the Bodily Integrity of Women Bureau of Primary Health Care: HRSA
World Health Organization
Healthy
People 2010
American
Medical Colleges Expanded Minority Admissions Exercise
Research Links
First Gov: Your first
click to the US Government
United States Census Data
National Center for
Health Statistics
Atlas of Cancer
Mortality in US: 1950-1994
National Cancer Institute
National Institutes of Health
NSF
Documents Online
South Carolina
Department of Health and Environment
University of
Michigan Center for Research on Ethnicity, Culture & Health
Institute for
Racial and Ethnic Health Studies, University of Maryland
Michigan
State University Center of Excellence in Minority Medical Education
University of
North Carolina Minority Health Project
University
of North Carolina HPPI
Institute
for Minority Health Research, Rollins School of Public Health of
Emory University
Collaborative
HIV Prevention Research Health Care
Information Resource Center for Underserved Populations
(Strategic
Plan:http://www.ncmhd.nih.gov/our_programs/strategic/index.asp)
Diversity and Culture Links
Diversity Web
International Decade for
the Culture of Peace (2001 - 2010)
United Nations High Commissioner for Human Rights
Haskell Indian Nations
University
History of
Race in Science
From
Swastika to Jim Crow
Women
in Science: Field Museum
Access
Excellence: Health and Bioscience
Anthropology,
Genetic Diversity, and Ethics
Institute
for Global Communications
One
America in the 21st Century: The President's Initiative on Race
Southern Poverty Law
Center
CrossPoint
AntiRacism: Worldwide Diversity Web Sites
Interracial
Voice
2007
Ernest E. Just Symposium
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