The Hiring, Promotion and Assessment track will focus on improving intersectional equity in the policies and procedures which support the hiring and advancement of faculty at Villanova.
The use of diversity statements in the hiring process sends a clear signal that the University values and supports diversity initiatives. This activity will be driven by VISIBLE in partnership with the Office of Diversity, Equity and Inclusion, which has been working on this initiative for a few years.
Anticipated timeline: Implementation in the second year of the grant
The VISIBLE office will work with the Office of Diversity, Equity and Inclusion and the Provost's office to develop diversity goals in hiring. While not quotas, the goals will provide a clear mandate that diversity should play an important consideration in the hiring process. VISIBLE will also provide supplemental funding to STEM departments undertaking tenure-track faculty searches.
Tmeline: Implementation begins in second year of the grant
Drawing on the expertise of the wider ADVANCE community, such as the work done by the University of Michigan ADVANCE team--workshops on "Executing Inclusive Searches" will be implemented for all faculty searches at Villanova. VISIBLE will work with the Provost's office to make this training mandatory for all search committee chairs. The initial workshops, implemented by an outside consultant, will focus on creating a diverse pool of applicants, implicit bias recognition and mitigation, equitable and inclusive methods for candidate assessment, and recruiting with retention in mind.
Timeline: Implementation begins in the third year of the grant
This review will be coordinated with ongoing initiatives in the Provost's office. The VISIBLE staff will partner with Office of Diversity, Equity and Inclusion to train the faculty and Provost's office staff, along with Human Resources staff, who will do the review of the policies, beginning at the University level and then moving to the College levels. The training will include how to identify situations in which implicit bias is built into the process and how to recognize situations in which intersectional identities may place certain faculty at a disadvantage. For instance, hiring requirements that give preference to candidates with extensive post-doctoral experience or international field experiences could disadvantage minoritized candidates without the connections or resources to obtain those types of experiences. Another common situation is when a department has an informal policy of only accepting candidates from familiar institutions and not recognizing other institutions, particularly those which serve udnerrepresented groups.
Tmeline: Completed in the first two years of the grant
These workshops on "Equitable Assessment and Evaluation" will be similar in many ways to the training that will be implemented for search committees, but focusing primarily on implicit bias recognition and mitigation and equitable and inclusive assessment methods, which are key for pre-tenure assessments and at promotion. Department Chairs must be made aware of ways in which intersectional gender issues affect scholarly productivity of impacted faculty. These workshops will be developed by VISIBLE staff using the "Executing Inclusive Searches" training as a starting point. Feedback from that training will be used to refine these workshops.
Timeline: Training begins in year two with implementation in year three