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trick question: i'm white so they would never ask me to chair the DEI committee. they'd ask one of the 3 super overloaded not white people on campus.

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trick question: i'm white so they would never ask me to chair the DEI committee. they'd ask one of the 3 super overloaded not white people on campus.

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How hard did you look? Where did you look?

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I've been asked to help make some changes. Let's talk about the future, not the past. I have served as the DEI officer on many searches outside of my dept. But, we (the outsiders responsible for DEI) were well-respected, adn trained.

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I've been asked to help make some changes. Let's talk about the future, not the past. I have served as the DEI officer on many searches outside of my dept. But, we (the outsiders responsible for DEI) were well-respected, adn trained.

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Just because it's always been done this way doesn't mean we can't adapt to the world now (that has changed)

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Just because it's always been done this way doesn't mean we can't adapt to the world now (that has changed)

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The Achilles heels of such narratives is almost always no data!   My response would be "have we polled to sample the reactions?"

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The Achilles heels of such narratives is almost always no data!   My response would be "have we polled to sample the reactions?"

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The situation and climate has changed since 10 years ago, so it's worth revisiting. Can you tell me some of the sticking points from last time? We can be proactive this time.

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curb cut principle and Universal Design for Learning => all students benefit from DEI efforts

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Let's figure out why it didn't work and do it differently

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Because I have struggled on so many hiring committees 

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Because I have struggled on so many hiring committees 

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my institution would never have a DEI position.  For instance, we have exactly and only 2 female full professors among our entire university faculty.

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my institution would never have a DEI position.  For instance, we have exactly and only 2 female full professors among our entire university faculty.

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I watched something unfold and didn't even think to speak up. I was very disappointed in myself

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What are we actually looking for? How are we measuring it? Are we hiring an abstraction or a member of our department who is well positioned to support our students and department goals.

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What are we actually looking for? How are we measuring it? Are we hiring an abstraction or a member of our department who is well positioned to support our students and department goals.

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admission cliff is coming => our student demographics are changing we need to be ready to serve and support the students w3e have.

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Not sure where this goes...wchih column. But answering about "what is a successful search?" this is part of it--Any search chair was given the demographic data of the field by the provost's office. If our applicant pool didn't match, the search was closed down.

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Not sure where this goes...wchih column. But answering about "what is a successful search?" this is part of it--Any search chair was given the demographic data of the field by the provost's office. If our applicant pool didn't match, the search was closed down.

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and it seemed to work well, but now we've had some success so we can add to how we did it before or alter it a bit.
(not sure how to phrase this well, but also great and it worked to recruit not DEI but now we want DEI so we need to recruit with things that will attract them and not necessarily us.)

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This is ___ University, we are leaders in this space and we are making this a priority.  What ideas do you have?

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diverse faculty sometimes serve diverse communities better

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diverse faculty sometimes serve diverse communities better

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I always ask for data because most people speak off the cuff. I know that students struggle based on their educational background and support system, but nothing about their color or gender determines their ability. I have yet to see a study out there to change my opinion. Then I probably wouldn't be asked to join anymore committees. :-(