Diversity factors in search process
by Kelly Rohrs
June 03, 2004
As part of ongoing efforts to increase diversity across the University, officials are taking new steps to diversify Duke's applicant pools for upper-level administrative positions.
Under the new guidelines, all hiring short lists will go through a checkpoint to ensure the pool of applicants is broad enough. A list of the candidates under consideration will go to the search's direct supervisor and to the Office of Institutional Equity. If the candidates do not represent a sufficiently broad spectrum of backgrounds, the department will be encouraged to expand the search before preceding to the hiring phase.
"This shouldn't be a special step," said Ben Reese, vice president for institutional equity. "This should be the way we recruit the best people for one of the best institutions in the country."
OIE has had the authority to advise on searches since a 2001 University task force for recruitment and retention of minority administrators recommended the office's increased involvement. A representative from OIE participates directly in searches for senior level positions, but the consultation process for other administrative searches has remained uncodified until the recent guidelines.
The new process is not an affirmative action program, as it affects only searches. "This is about just expanding the net but still hiring the most competent person," said Vice President for Student Affairs Larry Moneta, who is currently overseeing two administrative searches. "I don't think it affects the hiring in any way."
Oh, but it
will affect hiring. By broadening the search, looking at more people, you might find an unusual combination of skills and/or experiences. You might accidentally find a
more qualified candidate.
