Diversity Search Advisors
Orientation
Perelman School of Medicine
at the University of Pennsylvania
July / August 2012
Presenters
Lisa Bellini, M.D., Professor of Medicine,
Vice Dean for Faculty Affairs
Victoria Mulhern, Executive Director, Faculty
Affairs and Professional Development (FAPD)
Karen Grasse, Associate Director, Faculty Affairs
and Professional Development (FAPD)
2
Penn’s Action Plan for Faculty Diversity and
Excellence
 Promote
faculty excellence through
diversity and inclusion
 Require the development of a
diversity plan in each school and
department
 Create Diversity Search Advisor
position
 Enhance faculty development and
mentoring programs
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PSOM Plan for Faculty Diversity and
Inclusion

Developed by subcommittee of Shape of Faculty
Life working group of the strategic planning process
 Focused on faculty diversity and also pipeline
issues, mentoring, faculty development and
retention
 Recommended Vice Chair for Faculty
Affairs/Development in departments and Vice Dean
for Diversity and Multicultural Affairs for PSOM
 Developed recommendations for Diversity Search
Advisor position to enhance broad outreach for
searches
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PSOM Plan for Faculty Diversity and
Inclusion
Diversity Statement:
“ Diversity is a defining feature of an eminent
medical school. The Perelman School of Medicine
at the University of Pennsylvania embraces diversity
and inclusion as core values. We are committed to
the recruitment, retention, promotion and
advancement of faculty reflecting a multitude of
ethnicities, races, genders, gender identities, sexual
orientations, historical traditions, ages, religions,
disabilities, veteran status, and socioeconomic
backgrounds.”
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Diversity Statement, continued…
We are dedicated to enriching both depth and
breadth of backgrounds, experiences,
perspectives, and ideas represented in our
institution to strengthen the quality of education,
produce innovative research and deliver health
care to increasingly diverse local and global
communities. By fostering a vibrant and dynamic
environment of inclusion, the Perelman School of
Medicine will continue to welcome opportunities to
address challenges and excel in academic
medicine.”
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Goals of Faculty Search

To generate the broadest and strongest
possible candidate pool

To attract the attention of diverse, qualified
candidates
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Full Time Faculty (Tenure, Clinician Educator,
Research, Academic Clinician) Information

Perelman School of Medicine Plan for Faculty
Diversity and Inclusion -- shows gender and
minority history for Fulltime Faculty FY 20052011
http://www.med.upenn.edu/fapd/documents/PSO
MPlanforDiversityandInclusion.pdf

New category for “multiple races”

New Report Fulltime Faculty FY 2005-2012
shows changes in ethnicity reporting
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Full Time Faculty Information
PSOM Full Time Faculty Minority History FY 2005- 2012
**Other includes American Indian or Alaskan Native, Native Hawaiian or other Pacific Islander and Multiple.
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Diversity Search Advisor Role

Works diligently to promote the goals of the
PSOM Plan for Faculty Diversity and
Inclusion
 Participates in designing broader applicant
pools and improving outreach to diverse,
qualified applicants
 Establishes early engagement in the faculty
recruitment process
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Diversity Search Advisor Responsibilities

Faculty Search Initiation
 Consults with department Chair and department
leadership regarding faculty recruitment
 Maintains working knowledge of University and
PSOM policies and procedures related to faculty
searches, faculty tracks and appointments
 Serves as resource in defining the faculty
position and aligning it with the appropriate
faculty track
 Reviews and approves final faculty ads prior to
publication in the FAPD Ad Generator
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Diversity Search Advisor Responsibilities
Types of Searches
A National Search is required for:
• All new appointments in the Standing Faculty,
Tenure and Clinician-Educator and the
Research Track of the Associated Faculty
A Limited Search is required for:
• All new appointments in the Academic
Clinician Track of the Associated Faculty
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Diversity Search Advisor Responsibilities

Outreach to Diversify Applicant Pool




Ensures that proactive search practices are used
for recruiting faculty, including engaging
colleagues
Participates in designing faculty recruitment efforts
to assist in ensuring outreach through various
methods to develop a broad pool of applicants at
earliest stage of search
Evaluates national pool data
Develops extended outreach strategies to diverse
applicants through journal ads, direct contacts,
phone calls, professional listserves, contacts at
national meetings, etc.
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Diversity Search Advisor Responsibilities

Faculty Search Waivers






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Specialist
Star
Outstanding Diversity Candidate
Accompanying Spouse or Partner
Research Team Member
Grant Team Member
Emergent Circumstances
 Requires documentation, review and approval by
the Provost’s Office
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Diversity Search Advisor Responsibilities

Search Committee




Ensures that Search Committee membership is diverse
Ensures that Search Committee members are familiar
with University and PSOM policies in advance of first
committee meeting
• unconscious bias
• appropriate interview questions
• evaluation and selection of candidates
Attends first Search Committee meeting for each
faculty search in the department; may wish to attend
more meetings if possible
Serves on Search Committee whenever possible
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Diversity Search Advisor Responsibilities

Search Committee
 Advises and supports Search Committee(s)
 Identifies key themes affecting the search
process
 Recommends learning opportunities to
Search Committees and to FAPD
 Reinforces the importance of collecting and
maintaining documentation about the search
process
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Diversity Search Advisor Responsibilities

Faculty Applicants
 Working with Search Committee Chair,
ensure that every qualified applicant is given
equal consideration
 “Applicants” to faculty searches are persons
considered via applications, referrals,
dossiers on file, telephone, video conference,
national conferences
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Diversity Search Advisor Responsibilities

Documentation of Faculty Search
 Works with Faculty Coordinator to ensure
appropriate documentation and completion of
the Affirmative Action (AA) Appointment Form
 Reviews and approves the AA Appointment
form, confirming that the search process was
conducted in accordance with University policy
 The Provost’s Office requires approval of
AA Appointment form prior to faculty
appointment
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Diversity Search Advisor Partnership

With Faculty Coordinator, department Chair, and
Search Committee Chair in creating faculty ad
 With Faculty Coordinator and Search Committee
throughout faculty search
 With department leadership, the Vice Dean of
Diversity and Multicultural Affairs, Faculty Affairs
and Professional Development (FAPD) for
assistance in ensuring compliant searches are
conducted
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Diversity Search Advisor Partnership

With departmental COAP Chairs, Education
Officers, Vice Chair for Faculty Affairs/Faculty
Development for developing strategies to improve
faculty pipeline
 Participate in meetings to develop best practices
with other Diversity Search Advisors, Vice Dean of
Diversity and Multicultural Affairs, Vice Dean for
Faculty Affairs, Faculty Affairs and Professional
Development
 With Faculty Coordinator, review and approve AA
Promotion and Termination forms confirming that
actions were conducted in accordance with
University policy
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Current Resources

Unconscious Bias for Faculty Searches
 AAMC E-Learning Seminar
https://www.aamc.org/initiatives/leadership/recruitment/178420/uncons
cious_bias.html

AAMC Unconscious Bias in Faculty and Leadership
Recruitment
https://www.aamc.org/download/102364/data/aibvol9no2.pdf
Implicit Association Test
https://implicit.harvard.edu/implicit/
Search Committee Resource Manual


http://somapps.med.upenn.edu/fapd/documents/fa00016.doc

Faculty Ads – Public View
http://www.med.upenn.edu/apps/faculty_ad/

Faculty Ad Generator, Faculty Applications and Applicant
Reviews -- access through my.med
http://www.med.upenn.edu/apps/my/index
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Current Resources

Faculty Careers: Surveying the Road from
Appointment to Promotion

On-line tutorial about full-time faculty tracks (Tenure,
CE, Research & AC)
http://www.med.upenn.edu/facaffairscurriculum/orientation/faculty_c
areers/a-z/player.html

New and Prospective Faculty

“What Every Faculty Member Should Know,” the
starting point for prospective/new faculty at the
Perelman School of Medicine
http://www.med.upenn.edu/facaffairscurriculum/orientation/
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Resources

Faculty Opportunity Fund
http://somapps.med.upenn.edu/fapd/documents/ext00048.pdf


Provost’s fund for faculty recruitment, faculty retention and
enhancement of faculty diversity in the Standing Faculty–
expanded to five years
Dual Recruitment Funding
http://www.upenn.edu/provost/images/uploads/Dual.Career_.Funding
_.10_.pdf

Presidential Term Professorships (NEW)
http://www.upenn.edu/almanac/volumes/v58/n01/pdf_n01/faculty%20
diversity-action%20plan.pdf

Provost’s Office will support up to ten term professorships at the
junior and senior level for exceptional scholars who will contribute
to faculty excellence and diversity
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Resources

For Questions



Contact Faculty Affairs & Professional Development
Email: facaffrs@mail.med.upenn.edu
Under Development

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Diversity Webpage on FAPD – Ready
Checklist for Diversity Search Advisor
Guide for conducting effective interviews
Guide for conducting a fair review of all candidates
Tips for building a diverse pool of candidates
Update: Best Practices for Faculty Recruitment and
Orientation
Search Committee Resource manual on FAPD website
will be expanded to online training
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Resources – FAPD Website
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http://www.med.upenn.edu/fapd/