Good luck Nabil! We are with you!
Having difficulty with audio
Yes - She might want to cut her video to get better audio
still cutting out
What can we do as a district to increase the diversity of our hiring pools in the near-term? Also, is there anything we can do to work on a long-term effort to encourage students at the high school or even middle school level to consider education as a career and therefore increasing the opportunities for a pool of diverse candidates for our district and educational institutions across our region?
That is a great question and idea Brad on encouraging students to become future educators. I'll take this idea to my teams, and see if we can infuse in our outreach and onboarding efforts.
Thank you. Let me know if I can help.
I'd like to see a threshold on the diversity of a postion's pool. If the pool doesn't meet that threshold then the job should go back out until the pool meets that threshold of qualified candidates.
We also need implicit bias training for hiring committees.
Actually, we all need implicit bias training!
Perhaps, consider cluster hiring like SDSU
We also need to examine how hire committees function. They are inherently unwelcoming.
I agree on the need for implicit bias training for all... as a start to impacting change and increasing the positive experiences at the college for both students and staff.
What is the ethnic make up of part time and full time faculty?
I am not familiar with cluster hiring, what does that entail?
we also need a less cold, less rigid interview process, which I believe can be intimidating to many, and perhaps especially to a candidate of color faced with a mostly white panel
Marshall T. Fulbright III
Denise, Bias training is important! Luckily, I wrote my dissertation on Diversity, Inclusion, and Bias training FOR full-time faculty hiring committees at California Community Colleges. (I may have some ideas and suggestions ; )
Joel....you are exactly correct. Ours is the weirdest hiring process I've ever been a part of. In trying to be "fair" we remove being human. It's cold, odd and leads to a non welcoming interview and environment
I agree, as a former program coordinator that has sat on many hiring committees, our interview process seems stilted and constrains members to get to better know our candidates.
Brad, we are convening a districtwide, broadly represented Task Force to address Diversity in Hiring including diversity in our committees, pools and hiring processes...
Brad - per SDSU: A cluster hire of five tenure-track faculty members with a demonstrated record of success in research, teaching and/or service with Black populations. All searches will be conducted before Summer 2021. Departments where replacement hires are currently needed and that have been exempted from our hiring chill will be prioritized.
Elena, I will get you the data....
I recall we had Dr. Luke Lara from MiraCosta College to discuss his dissertation research on diversity in faculty hiring, and offer suggestions and discussion on improving our work with diversity in hiring.
ASL Interpreter - Nathan Brown
Dr. Neult, how many faculty are on that task force?
...or will be, rather?
we have not identified participants yet...we are n the process through the presidents.
OK. Looking forward to the work of that group
Hiring diverse faculty is one thing; we also need to make sure we have a welcoming environment for them.
Marshall T. Fulbright III
Inclusion is very (VERY) important when inviting people into a community
Yes, we need to look at the process from recruitment through hiring to retention.