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Effective Faculty Searches
Vincent PriceAssociate Provost for Faculty Affairs
Lubna MianAssociate Director of Faculty Affairs
October, 2008
Effective Faculty Searches | # 2
Our Goals
• Excellence
• Diversity
• Strategic development
• Interdisciplinary scholarship
Why Diversity?
• Increased talent pool
• Student support
• Better teamwork
• Equity
Effective Faculty Searches | # 3
Achieving our Goals
• Large and diverse applicant pools
• Careful and unbiased evaluations
• Thorough interviewing processes
• Intelligent collective decision making
Effective Faculty Searches | # 4
A Diverse Pool
0
20
40
60
80
100
Percent
Asian Black Hispanic White
Race/Ethnicity
U.S. Population 2005
5.2%
12.7% 13.8%
68%
Effective Faculty Searches | # 5
A Diverse Pool
0
20
40
60
80
100
Percent
Asian Black Hispanic White
Race/Ethnicity
Population
Ph.D. Pool
U.S. Ph.D. Recipients 1995-2005
21.1%
4.8% 4.6%
61.8%
Effective Faculty Searches | # 6
A Diverse Pool
0
20
40
60
80
100
Percent
Asian Black Hispanic White
Race/Ethnicity
Population
Ph.D. Pool
Penn Faculty
Penn Standing Faculty 2006
10.8%3.2% 2.5%
83.4%
Effective Faculty Searches | # 7
A Diverse Pool
0
20
40
60
80
100
Percent
Female Male
Gender
U.S. Population 2005
50.7% 49.3%
Effective Faculty Searches | # 8
A Diverse Pool
0
20
40
60
80
100
Percent
Female Male
Gender
Population
Ph.D. Pool
U.S. Ph.D. Recipients 1995-2005
43%
57%
Effective Faculty Searches | # 9
A Diverse Pool
0
20
40
60
80
100
Percent
Female Male
Gender
Population
Ph.D. Pool
Penn Faculty
Penn Standing Faculty 2006
27.1%
72.9%
Effective Faculty Searches | # 10
Comparison to peers
Data reflect only tenured and tenure-track faculty
Comparison Peers: Brown, Columbia, Cornell, Dartmouth, Duke, Georgetown, Harvard, Johns Hopkins, MIT, Northwestern, Princeton, Rice, Stanford, Chicago, Rochester, Washington University, Yale
Source: Data Reported to the U.S. Department of Education
Effective Faculty Searches | # 11
Asian Black Hispanic Women
Penn’s Rank Among Peers 12 / 18 4 / 18 16 / 18 3 / 10
Low to High Range Among Peers
5.1 - 13.2%(8.1 points)
1.6 - 4.1%(2.5 points)
0.8 - 3.2%(2.4 points)
21 - 34%(13 points)
Faculty Turnover
2003-2006
-80
-60
-40
-20
0
20
40
60
80
Departures Hires
-4 -3 -4
13
5 3
-64
61
Arts & Sciences
Asian
Black
Hispanic
White
Effective Faculty Searches | # 12
Grooming Large and Diverse Pools
Active Searches
•Know the obstacles
•Network before opening search
•Use targeted outreach
•Use word of mouth
•Avoid undue narrowcasting
Effective Faculty Searches | # 13
Careful and Unbiased Evaluation
Harder than you think!
•Diffusion of responsibility
•Short cuts
•Unconscious bias
Effective Faculty Searches | # 14
Unconscious Schemas
Natural part of perception and evaluation
• Beliefs about people
• Beliefs about how people “ought” to be
Contributing factors• Ambiguity
• Stress from competing tasks
• Time pressure
• Lack of critical mass
Effective Faculty Searches | # 15
Fiske (2002). Current Directions in Psychological Science, 11, 123-128.
Unconscious Schemas
Low High
High
Fiske, Cuddy, Glick, & Xu (2002). Journal of Personality and Social Psychology, 82(6), 878-902.
Effective Faculty Searches | # 16
LowHispanics
Competence
Warmth
Blacks
Whites
Asians
Men
Women
From University of Michigan STRIDE program (http://sitemaker.umich.edu/advance/stride)
Evaluating C.V.s
University psychology professors preferred “Brian” over “Karen” by 2:1
Brian
Steinpreis, Anders, & Ritzke (1999) Sex Roles, 41, 509.
Effective Faculty Searches | # 18
Karen
Callbacks
Black-sounding names (“Jamal”): 15 resumes = callback
White-sounding names (“Greg”):10 resumes = callbackEquivalent to 8 extra years experience
Bertrand & Mullainathan (2004) Poverty Action Lab, 3, 1-27.
Effective Faculty Searches | # 19
Letters of Recommendation
Trix & Psenka (2003) Discourse & Society, 14(2), 191-220.
Effective Faculty Searches | # 20
Letters for women
• Shorter
• Fewer references to c.v.
• Twice as many gender references
• More references to personal life
• Fewer standout references (“excellent”) and more “grindstone” references (“hardworking”)
• Twice as many hedges and irrelevancies (“It’s amazing how much she’s accomplished”)
Influences on Advancement
Martell, Lane, & Emrich (1996) American Psychologist, 51, 157-158.
Effective Faculty Searches | # 21
Simulated organizational hierarchy
• Start with 50-50 gender mix
• Assume 1 percent bias in promotions
After eight promotion cycles:• Highest management level 65% male
Reducing Bias
• Reducing ambiguity
• Avoiding “solo” presence in pool
• Taking time to review applications
• Focusing on positive exemplars
Effective Faculty Searches | # 22
Dovidio & Gaertner (2000). Psychological Science, 11, 315-319.
Fiske (2002). Current Directions in Psychological Science, 11, 123-128.
Martell (1991). Journal of Applied Soc Psychol, 21, 1939-1960.
Dasgupta & Greenwald (2001). Journal of Pers & Soc Psych, 81, 800-814.
Careful and Unbiased Evaluation
Thoughtfulness and accountability
• Supportive, diverse committee
• Familiarity with research on bias
• Structured, evidence-based review• Apply consistent, objective criteria
• Evaluate entire application
• Treat recommendations with care
• Avoid over-reliance on prestige
Effective Faculty Searches | # 23
Effective Visits
• Show enthusiasm• Offer dual-career and family-friendly policy
information• Identify colleagues who can discuss climate
for women and minorities
• Introduce the city and region
• Stay in contact• Be even-handed and transparent in
negotiatingEffective Faculty Searches | # 24
Have Academic Partner
39%
Have Employed (non-Academic)
Partner37%
Have Stay-at-Home Partner
12%
Are Single13%
Dual-Career Couples
Effective Faculty Searches | # 25
Dual Hires: Hired as a couple
8%
Independent Hires: Each replied to separate
advertisements for position, or met after they were hired.
20%
Solo Hires: Only one partner in the
couple is currently employed in academia.
9%
Joint: Recruited by university as a couple.
2.5%
Sequential: One partner hired first, then
negotiates for the “second hire.” 5.5%
Clayman Institute Survey of Penn Faculty N= 949 (34% response rate)
• Faculty Opportunity Fund
• Benefits and Retirements Brochures
• Online Application System
• HERC
• Accompanying Spouse-Partner Program
• Relocation Assistance
• Child Care
Some Resources
Effective Faculty Searches | # 26
Discussion
Effective Faculty Searches | # 27
