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<p class="MsoNormal">Hello FACTC<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal">Attached you will find the DEHPD’s 17 steps in hiring to reduce barriers and hire a more divers faculty, compiled by Vik Bahl. I asked Vik to speak at our upcoming meeting, but he had not planned to attend the ATL Conferences. So the
next best thing would be to review the most recent iteration of the work he has been leading.
<o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="Default"><span style="font-size:11.5pt;font-family:"Times New Roman",serif">The University of California, Berkeley also shares this document for creating a job description that will attract more diverse candidates, and on that is designed to emphasize
experience working with systemically non-dominant groups.<o:p></o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif"><o:p> </o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif">The job description is the opportunity to make a strong first impression. It is crucial to create a compelling job description that describes UHS’
commitment to diversity, equity, and inclusion. Promote UHS as a place that an applicant would want to work. The job description is the first step in selling the position and the organization to a potential candidate. The tone, the language, and the details
that are included or excluded in a job posting create an image of the organization and its values.
<o:p></o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif"><o:p> </o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif">The Diversity Committee at University Health Services has the following recommendations for job descriptions:
<o:p></o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif"><o:p> </o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif">• highlight the existing diversity present at the University and underscore UHS’ commitment to have the staff and employees mirror the University
community. <o:p></o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif">• provide examples as to how your department values diversity and inclusion.
<o:p></o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif">• emphasize the importance of experience working with diverse populations (not just race and ethnicity, but also sexual orientation, gender identity,
religious affiliation, etc.). <o:p></o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif"><o:p> </o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif">Other suggestions (from recruiters, other recruiting toolkits, and research):</span><span style="font-size:7.5pt;font-family:"Times New Roman",serif"><o:p></o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:7.5pt;font-family:"Times New Roman",serif"><o:p> </o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif">• emphasize experience and skills over academic or professional degrees (if possible).
<o:p></o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif">• demonstrate a commitment to diversity by offering incentives (financial or other) for specialized skills (such as language ability) or experiences.
See <i>Box 1. </i><o:p></o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif">• consider including experience with diversity (or specific underrepresented groups—depending on the position) as a required qualification, not
as optional or recommended. <o:p></o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-size:11.5pt;font-family:"Times New Roman",serif"><o:p> </o:p></span></p>
<p class="Default" style="margin-left:67.5pt"><span style="font-family:"Times New Roman",serif"><o:p> </o:p></span></p>
<p class="MsoNormal" style="margin-left:67.5pt"><span style="font-size:12.0pt;font-family:"Times New Roman",serif">A TOOLKIT FOR RECRUITING AND HIRING A MORE DIVERSE WORKFORCE<o:p></o:p></span></p>
<p class="Default" style="margin-left:67.5pt;text-indent:.5in"><span style="font-size:10.0pt;font-family:"Times New Roman",serif">University Health Services, University of California, Berkeley<o:p></o:p></span></p>
<p class="Default" style="margin-left:67.5pt;text-indent:.5in"><span style="font-size:10.0pt;font-family:"Times New Roman",serif"><o:p> </o:p></span></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
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