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Faculty Search Committee Training:
Seattle District/AFT Seattle MOU and
OSU Search Advocate Process
Betty Williams
Tina Young
Seattle District Colleges
Fall 2014 Seattle District
Students
Fall 2014 Seattle District FT
Faculty
Asian Pacific
Islander
19%
Asian Pacific
Islander
15%
African American
African American
8%
Native American
49%
16%
4%
10%
2%
Total: 15,906
Latino
8%
Latino
Other
Native American
1%
68%
0%
Other
White
White
Total: 319
Seattle District Colleges
Fall 2014 Seattle District
Students
Fall 2014 Seattle District PT
Faculty
Asian Pacific
Islander
19%
Asian Pacific
Islander
11%
African American
7%
Native American
5%
49%
16%
Latino
Other
4%
10%
2%
African American
1%
Native American
0%
Other
76%
White
Total: 15,906
Latino
White
Total: 710
WA State Supported Students
Fall 2014 WA State Students
Fall 2014 WA State FT Faculty
Asian Pacific
Islander
12%
7%
African American
8%
3%
60%
15%
3%
2%
4% 0%
Asian Pacific
Islander
African American
Native American
Native American
Latino
Latino
Other
Other
84%
2%
White
Total: 155,480
White
Total: 3,572
Seattle Colleges and AFT Seattle MOU
Signed January 2015
We
are jointly committed to
ensure that there are no internal
barriers in our collective
bargaining agreement, hiring
practices and systems, bias or lack
of cultural sensitivity by search
committees, etc.
• Relevant provision in the
Collective Bargaining
Agreement will be updated to
include expectations that
committee members reflect the
diversity of our community
including race/ethnicity and
other protected categories;
cultural competency will also
be a factor in putting together
search committees
Additional Goals of the MOU:





Cultural competency/systemic bias training for all
faculty on a continuing basis
Search Advocacy training for faculty wishing to
serve on committees
Outreach and recruitment strategies aimed at
increasing diverse candidate pools
Provide necessary resources to support process
changes, including stipends and other
compensation considerations
Collaboration with the respective campus
Diversity Directors in support of positive
onboarding and retention initiatives for newly
hired faculty, with a focus on faculty of color
Search Advocacy –
based on OSU Model
Creating effective search committees
 Membership of committee includes intentional diversity
of group, with expectation of race/ethnicity diversity,
cultural competency skills of members, and inclusion of
other aspects of protected classes as is possible
 Training and resources provided to the committee to
create a process of reflection regarding the impact of
unconscious bias in the hiring process
 Tools and resources to create more effective job
announcements, advertising outreach, evaluation of
candidates and the interview process
 Include a well trained Search Advocate to participate
in the committee to encourage reflection about
unconscious biases throughout the search
Search Advocate Role - OSU



Search advocates participate throughout the search and
selection process, beginning with development of the
position description, and continuing through integration of
the new hire.
At every stage, their role is to advocate for the search
process itself, and to assist committees in efforts to avoid
unconscious, unintentional biases. They actively promote
diversity and affirmative action principles by sharing
information, recommending inclusive/affirmative strategies,
supporting full committee and stakeholder participation, and
consulting with the Office of Equity and Inclusion as needed.
In collaboration with search chairs, search committees, and
hiring officials, they affirm OSU’s high standard for excellent
and inclusive search/selection practices.
North Seattle College’s
Experience and next steps



North Seattle College had OSU’s Office of Equity and
Inclusion Affirmative Action Associate Anne Gillies
provide a one day training for their 2013 Presidential
Search Committee
AFT Seattle (Faculty Union) and the Seattle Colleges
District signed the MOU in January 2015 with a goal of
implementing this Search Advocate Process for faculty
searches within the district; among other goals to
improve equity and inclusion in hiring, retention &
professional development practices
The implementation team is working to bring Anne back
to the district to provide a “Train the Trainer” workshop
so we can adopt our own Search Advocate process for
the district. The “Train the Trainer” series will likely involve
3 full days of training.
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DEHPD 14 Steps and
Search Advocate Resources
 DEHPD
(Diversity and Equity in Hiring and
Professional Development) 14 Steps –
Needs Assessment
 OSU Search Advocate resources
regarding developing the position
description and qualifications
 Additional materials to use during your
search process
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Job Descriptions
Small group discussion based on the position
description which you brought:
 What are anticipated, emerging, or unmet needs
which the new person in this position might
address?
 Who will see themselves in this position as it is
presently described?
 How can the description or even the position be
changed or broadened to engage the interest of
a more diverse group of qualified people?
 Come up with language for the job description
with an example of one qualification identifying
relevant performance skills related to question
above.
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Thanks for coming!
 Contact


Information:
Tina Young, Seattle Central Diversity, Equity and
Inclusion Interim Director –
tina.young@seattlecolleges.edu
Betty Williams, North Seattle College Faculty –
betty.williams@seattlecolleges.edu