Researchers from ラーメンベット 入金スピード Texas at Austin are leading a team from 16 top engineering programs to establish a roadmap for hiring diverse faculty members.
The authors ラーメンベット 入金スピード new paper in Nature Biomedical ラーメンベット 入金スピード call for an overhaul of hiring processes in ラーメンベット 入金スピード that despite best efforts have failed to increase diversity. The problem, the researchers argue in the paper, is that departments "lack the education and skills needed to effectively hire faculty candidates from historically excluded groups."
ラーメンベット 入金スピード details six major steps necessary to increase diversity in faculty hiring, based on evidenced-based best practices as well as experiences in their own institutions. The primary goal is to actively recruit a more diverse group of applicants and improve the rate that Ph.D.’s from historically excluded groups go on to become faculty members.
“You can't just say ‘it’s not our fault, we don't get the applicants;’ that’s passing the buck,” said Elizabeth Cosgriff-Hernandez, a professor in the ラーメンベット 禁止ゲーム of ラーメンベット 入金スピード’s Department of Biomedical ラーメンベット 入金スピード. “If you want to change the diversity of your hiring program, you have to change how you’re getting applicants and how you evaluate them.”
Part ラーメンベット 入金スピード challenge is underrepresentation among Ph.D. earners. Only 4.4% of all PhD e come from historically excluded groups, according to the paper. But even if that number increases exponentially, the researchers say, there is a "conversion problem," of getting people from these groups into faculty positions that continues to prevent the diversification of academia.
Throughout the paper, the researchers emphasize the importance of developing consistent rubrics with fleshed out criteria to evaluate candidates. The researchers cite studies showing that a lack of strict criteria leads to less diverse hiring and "sliding bias."
For example, without strict criteria, Cosgriff-Hernandez says, if a hiring manager likes someone, whatever qualities that person has can become the priority for the position. People tend to be biased toward people who they like and who are like them.
Unbiased practices like evaluation rubrics can level the playing field for candidates that come from historically excluded groups.
"We need to evaluate the person, not how well they were coached up on the applications or for interviews because then you're just evaluating their mentoring," Cosgriff-Hernandez said.
In addition to finding a diverse pool of candidates and using rubrics to evaluate them, the researchers' recommendations include:
Preparing the Department: Getting buy in at all levels, from staff, to ラーメンベット 入金スピード to leadership is key. People aren't going to want to work in environments where they don't feel welcome.
Plan the Search: A job search can take several months, but departments should spend significant time making a game plan for the search in advance. During that time, focal points should include making sure everyone is aligned in what they are looking for in a candidate, building a strong search committee, training them to complete the task, assessing roadblocks from past searches and revising materials to embrace new hiring strategies.
Interview Inclusively: To level the playing field, the researchers recommend being transparent about the interview process. They also advocate for including students in the process, collecting independent feedback after interviews and mitigating the impact of potentially toxic ラーメンベット 入金スピード members.
Recruit Proactively: Once a top candidate has been identified, they should get the opportunity to meet students and broad members of the ラーメンベット 入金スピード community. Showcasing the department and its vision and making the environment equitable in advance can increase the chance that the prospective faculty member will accept the offer.
The project spawned out of a group called BME Unite, a national network of biomedical engineers that came together in 2020 to educate themselves, improve representation and combat racism in STEM. This group has formed several sub-committees that have published papers in scientific focused on issues of bias and lack of representation in academia.
Cosgriff-Hernandez was a co-author on a previous paper published in Cell last year calling for an end to News archive ラーメンベット 入金ボーナス that disadvantages Black scientists. Along with Cosgriff-Hernandez, Gabriella Coloyan Fleming of UT Austin's Center for Equity in Engineering is part ラーメンベット 入金スピード research team.
The team members are all part of BME Unite. They include Brian A. Aguado and Karen L. Christman of ラーメンベット 入金スピード California San Diego; Belinda Akpa of ラーメンベット 入金スピード Tennessee; Erika Moore, Ana Maria Porras and Gregory A. Hudalla of ラーメンベット 入金スピード Florida; Patrick M. Boyle and Kelly R. Stevens of ラーメンベット 入金スピード Washington; Deva D. Chan of Purdue University; Naomi Chesler of ラーメンベット 入金スピード California Irvine; Tejal A. Desai of Brown University; Brendan A.C. Harley of ラーメンベット 入金スピード Illinois Urbana-Champaign; Megan L. Killian of ラーメンベット 入金スピード Michigan; Katharina Maisel of ラーメンベット 入金スピード Maryland, Kristen C. Maitland of Texas A&M University; Shelly R. Peyton of ラーメンベット 入金スピード Massachusetts Amherst; Beth L. Pruitt of ラーメンベット 入金スピード California Santa Barbara; Sarah E. Stabenfeldt of Arizona State University; and Audrey K. Bowden of Vanderbilt University.
