Resources for Recruiting Diverse
Faculty & Staff
The Colorado State University Multicultural Staff and Faculty Network (MSFN) assists in the recruitment,
retention, and development of multicultural faculty and staff. As the state of Colorado’s land grant institution,
we are charged with providing an inclusive educational environment. The goal of forming and sustaining a
professional staff, which reflects Colorado and the diverse student body of Colorado State University, will
enhance the learning environment and promote inclusivity.
We are pleased to provide the following resource as a tool to assist your search process. Our hope is this
collaboration between MSFN and your College or Department will ensure you have a strong, diverse applicant
pool. Ultimately, our goals are the same. We all want to hire the best candidate, who can help educate,
mentor, and support our diverse student body.
Recruitment
In order to create as diverse a candidate pool as possible, active recruitment efforts are essential for all
positions in which women and minorities are underrepresented.
Search Committee Best Practices
 The committee should reflect the diversity of the University to the best extent possible.
 Include individuals who have broad perspectives and a commitment to diversity.
 Seek support and buy-in from hiring authority.
Advertise Appropriately and Search Aggressively
 Many professional organizations maintain directories of minority professionals. These organizations may
make personal contacts with minorities and women at professional conferences and invite them to apply.
 Use electronic job-posting services targeted at diverse groups such as minority caucuses in specific
disciplines.
 Contact colleagues at other institutions to seek nominations of students nearing graduation, recipients of
fellowships and awards or others interested in moving laterally, and encouraging inclusion of qualified
women and minorities.
 Identify women and/or minority junior or mid-level faculty at other institutions and send job
announcements. Telephone calls and letters to nominees and applicants can send a strong message of
openness and a welcoming environment.
 Consider advertising in newspapers, journals, and publications aimed specifically at women and minorities.
 Send announcements and request nominations from departments in historically Black colleges and
universities and institutions serving large numbers of Hispanic, American Indian and Asian populations. For
a list of institutions go to the “resources” section.
 Consult with faculty/staff of color and women already on campus on outreach strategies.
Recruitment – Inclusion – Engagement – Diversity - Empower
Screen Application Material
Be mindful of biases in the screening process that could inadvertently screen out well-qualified applicants.
Biases may exclude applicants with non-traditional career paths, publications, and research interests; and/or
from historically Black colleges, universities, or other minority-serving institutions. Recognize that diverse
paths and experiences can make positive contributions to a candidate’s qualifications. Acknowledge the
natural tendency to recruit candidates that are more like the majority group. Also acknowledge the value of
candidates from underrepresented groups and consider their contributions to our University which is
increasingly more diverse.
Interview Finalists
In an interview it is important to evaluate a candidate’s demonstrated commitment to diversity and inclusion.
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Ask questions aimed specifically at assessing the candidate’s qualifications for teaching, scholarship and
service within a diverse environment.
Ensure that various members of the search committee ask diversity related questions so diversity will be
communicated as a priority.
Do not make assumptions based on perceived gender, race, ethnic background, religion, marital/familial
status, age, disability, sexual orientation or veteran status.
Create opportunities for all candidates to meet with other Colorado State University faculty, staff or
community members who share similar backgrounds. MSFN can assist with these efforts. To learn more,
email CSU_MSFN@mail.colostate.edu.
A list of suggested interview questions is available at http://MSFN.colostate.edu.
Candidate Qualifications and Experience in a Diverse Environment
 Is the candidate at ease discussing diversity-related issues and their significance to the educational
enterprise, or is the candidate reluctant to discuss diversity issues?
 Does the candidate use inclusive language?
 Does the candidate address all members of the committee, including diverse committee members?
 How does the candidate demonstrate experience, concern, commitment or willingness to advance the
University’s diversity efforts?
Identify the “Best Qualified” Candidate
Does the candidate:
 Have teaching and/or advising experience with diverse populations?
 Have scholarly expertise related to diversity in the discipline?
 Add intellectual diversity to the University community?
 Bring life experiences that will benefit an increasingly diverse student body?
 Demonstrate special talents and knowledge needed to serve as a mentor and role model for Faculty, Staff
and Students in diverse populations?
We anticipate that this resource tool will continue to evolve and grow. If you are aware of additional recruitment resources that can
be added to this document, please email those recommendations to CSU_MSFN@mail.colostte.edu.
Recruitment – Inclusion – Engagement – Diversity - Empower
Recruitment Resources
Insight into Diversity
www.InsightIntoDiveristy.com
(800) 537-0655
dhecke@insightintodiversity.com
American Assoc. of University
Women
(202) 785-7774
ads@aauw.org
Amer. College Personnel Assoc.
www.acpa.nche.edu
Assoc. for Women in
Mathematics
https://sites.google.com/site/aw
mmath/home
(703)934-0163
awm@awm-math.org
NRC’s Committee on Women in
Science and Engineering
nationalacademies.org
(202)334.2000
CIC Directory of Minority Ph.D.
Recipients:
www.cic.uiuc.edu/programs/Dire
ctoryOfMinorityCandidates/
CIC Directory of Women in
Science and Engineering:
www.cic.uiuc.edu/programs/Dire
ctoryOfWomenInScienceAndEngi
neering/
Society of Women Engineers
societyofwomenengineers.swe.org
The American Educational
Research Assoc.
www.aera.net
(202) 223-9485
The EDGE Network
www.edgeforwomen.org
Higher Education Resource
Services (HERS)
www.hersnet.org
(303) 871-6866
Asian Pacific Americans in Higher
Education
apahenational.org/
Assoc. for Asian Studies
www.asian-studies.org/
(734) 665-2490
National Assoc. of Professional
Asian Women
www.napaw.org/
(301) 785-8585
napaw.conference@comcast.net
National Assoc. of Asian
American Professionals
www.naaap.org
(215) 715-3046
National Assoc. of Asian MBA’s
www.ascendleadership.org/
Society of Asian Scientists &
Engineers
www.saseconnect.org/
ideas@saseconnect.org
(877)793-4636
Women in Technology
International
www.witi.com
The American Assoc. of Blacks in
Energy
www.aabe.org
(202) 371-9530
National Black MBA Assoc., Inc.
www.nbmbaa.org
(312) 236-BMBA
Assoc. of Black Women in Higher
Education
www.abwhe.org
(215) 898-0107
Executive Leadership Council
www.elcinfo.com/
(703) 706-5200
National Assoc. of Black
Engineers
www.nsbe.org
(703) 549-2207
National Society of Black
Physicists
www.nsbp.org/
National Alliance of Black School
Educators
www.nabse.org
National Assoc. of Black
Accountants
www.nabainc.org
(301) 474-NABA
National Org. for the
Professional Advance. of Black
Chemists and Chemical
Engineers
www.nobcche.org/about426/executive-team
(240) 228-1763
National Black Nurses Assoc.
www.nbna.org
(800) 575-6298
Recruitment – Inclusion – Engagement – Diversity - Empower
The Black Collegian
www.black-collegian.com
American Assoc. of Blacks in
Higher Education
www.blacksinhighered.org
Black Graduate Engineering and
Science Student Assoc. (BGESS)
officers@bgess.berkeley
(510) 643-2026
Organization of Black Designers
http://obd.org/designation
Historically Black Colleges
Universities Faculty
Development Network
www.hbcufdn.org/
(504) 816-4368
balbert@dillard.edu
National Assoc. for Equal
Opportunity in Education
http://www.nafeo.org
(202) 552-3300
American Indian Science and
Engineering Society
http://www.aises.org
National Indian Education Assoc.
http://www.niea.org
(202) 544-7290
American Indian Higher
Education Consortium
www.aihec.org
(703) 838-0400
Historically Hispanic Colleges
and Universities
www.hacu.net
National Society of Hispanic
MBA’s
www.nshmba.org
The Hispanic Outlook in Higher
Education
www.hispanicoutlook.com
Latino/a Assoc. of Graduate
Students in Engineering and
Science @ UC Berkeley
http://lagses.berkeley.edu/
Society of Hispanic Professional
Engineers
www.shpe.org
(323)725-3970
shpenational@shpe.org
The Spencer Foundation
www.spencer.org
(312) 337-7000
fellows@spencer.org
National Physical Science
Consortium (NPSC)
www.npsc.org
Graduate Fellowships in the
Physical Sciences
Diverse Issues in Higher
Education
www.diverseeducation.com
Americans on Higher Education
and Disability (AHEAD)
www.ahead.org
(704) 947-7779
Careers and the Disabled
www.eop.com/cd.html
MAES (Latinos in Engineering &
Science)
http://mymaes.org
(281) 557-3677
questions@mymaes.org
Queer Graduate Students in
Computer Science and
Engineering (QICSE)
http://qicse.cs.berkeley.edu/
hciook@eecs.berkeley.edu
Society for the Advancement of
Chicanos and Native Americans
in Science
http://sacnas.org
(877) SACNAS-1 (722-6271)
info@sacnas.org
Out in Science Technology
Engineering and Mathematics,
Inc. (oSTEM)
www.ostem.org/
Middle Eastern American Affairs
http://www.middleeastern.maryl
and.gov/commissioners.html
(410) 767-7925
Native American Finance Officers
Assoc.
www.nafoa.org/
(202) 631-2003
The Academic Position Network
www.apnjobs.com
info@apnjobs.com
Last Updated 2/8/2016
Recruitment – Inclusion – Engagement – Diversity - Empower
Recruitment – Inclusion – Engagement – Diversity - Empower