Search Committee Resources
- Search Committee Kick-off Meeting - CALS Senior Associate Dean Discussion Points
- CALS Tenure-Track Search Committee Process
- Cornell University Best Practices in Faculty Recruitment and Hiring
- CALS Faculty Hires-Best Practices for Diversity I - Attracting a diverse pool
- CALS Faculty Hires-Best Practices for Diversity II - Evaluation
- Cornell University Request for Statement of Contribution to Diversity, Equity, and Inclusion
- Cornell University Rubric for Assessing Statements of Contribution to Diversity, Equity, and Inclusion*
- Candidate Evaluation Tool
- Process and Support Guidelines for Dual Career Recruitments
- Provost's Bridge to Support Hiring Diverse Faculty
- Cornell Provost Faculty Fellows Program: Description and Application
- Human Resources - Unlawful Inquiries
- Reducing Stereotypic Biases in Hiring
- Harvard Business Review - 7 Practical Ways to Reduce Bias in Your Hiring Process
*Faculty search committees are to evaluate the Diversity Statement in the same manner as other aspects of the candidate's application. Consider whether the statement is thoughtful, well-written and sophisticated. Does it describe a vision with concrete applications? Do proposed initiatives appear to be feasible, and are they consistent with the candidate's record or potential and Cornell's values and missions?
In general, strong statements share common attributes; the statement:
- Articulates the candidate's understanding of diversity, equity and inclusion (e.g. using data highlighting issues such as mentoring or access, ability to describe challenges and barriers);
- Demonstrates a track record on diversity, equity and inclusion matters throughout candidate's career and as a student and educator (see examples above), and
- Provides clear and concrete examples of how the candidate would promote diversity, equity and inclusion at Cornell University.
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