Search Advocates
Working to Undo Bias in the Hiring Process in Higher Education
–
A Model from OSU
Overview
Oregon State University has long recognized a need to identify and use the most innovative,
equitable, and valid practices available in our employee search and selection processes. While
searching for someone to meet immediate and emerging disciplinary needs, hiring units also
must attend to broader institutional considerations including diversity, equal opportunity,
affirmative action, and our strategic goals. It has become increasingly apparent that search
committees need members to provide process expertise in search and selection, including an
understanding of the challenging and sometimes invisible obstacles that hinder our efforts.
The Affirmative Action Search Advocate program was established in 2007 to develop and
support OSU search experts who would serve on individual search committees. Through a
series of workshops, advocates learn principles and strategies to advance OSU’s strategic
goals, equal opportunity principles, affirmative action practices, and diversity values, and to
enhance integrity and effectiveness throughout the search process. Later, a group of faculty
who were experienced advocates proposed that Affirmative Action be dropped from their title
(which was done); the shorter Search Advocate title better describes their contribution to
effectiveness and integrity in all aspects of the search process.
The role of search advocate is complex and requires appropriate preparation; therefore
completion of the 2-part workshop series is a prerequisite to service in this role.
Search Advocate Role
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.
Search Advocate
Characteristics
To be effective in these complex roles, search advocates bring important strengths to their work with search
committees. In addition to their training and experience, search advocates are:
•
Committed to diversity and the principles of affirmative action;
•
Fair and open-minded with good judgment;
•
Curious and persistent when needed, yet always respectful;
•
Experienced collaborators, strong communicators, and skillful facilitators;
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Able to cultivate a blame-free environment for discussing unconscious bias
•
Respected by colleagues/peers for their past and current professional accomplishments (which may include
teaching, scholarship, service, mentorship, leadership, shared governance, etc.);
•
Experienced in faculty search/selection;
•
Able to set aside personal interests to work for the good of the college/unit and the university;
•
Available/willing to devote the necessary time to learning, committee participation, and consultation for
approximately two searches each year.
North Seattle College’s
Experience
•
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
•
The AFT Seattle (Faculty Union) developed an MOU signed with the
Seattle Colleges District with a goal of implementing this Search Advocate
Process for faculty and ideally other searches within the district; among
other goals to improve equity and inclusion in the hiring practices and
colleges in the district
•
We are working to bring Anne back to the district to provide a “Train the
Trainer” to us and give us their training materials and resources so we can
adopt our own Search Advocate process for the district. An initial
conversation with Anne indicated that she is willing to do so, and would
need to work with her administration on how this would work and the
costs. Her ball park figure was around $10,000 for their copyrighted
materials and the “Train the Trainer” series of likely 3 full days of
training.