Search committees often express frustration about the limitations of their applicant pool -- in many fields the job applicants are not diverse in terms of race and ethnicity, and in some fields few women apply. Departments can’t hire people who don’t apply: if minorities and women aren’t in the pool, they can’t become potential colleagues.
Ensuring a broad and diverse pool of applicants is an important goal for institutions and their search committees. So how can they change the features of the pool, especially in a field in which men and/or white people are numerically dominant? Based on our long-term experience and substantial research, we recommend that deans, department chairs and search committees members consider the following general suggestions.
Read the full article at Inside Higher Ed.