Diversity, Equity, and Inclusion

Each committee member is responsible for gaining an understanding of how implicit biases can impact their own and others’ evaluations in order to keep the search process fair and inclusive. Committee members and chairs are encouraged to attend implicit bias training, discuss implicit bias at the first committee meeting, and develop ground rules for managing bias during the committee's work.

This resource details the hiring process for Staff at CMU. Considerations of diversity are peppered throughout the document. A keyword search on 'diversity' will help you move through the document and identify relevant sections and tasks.

Recommended by CMU Vice Provost for Faculty office. A GUIDE FOR SEARCH COMMITTEES at the University of Wisconsin–Madison, Second Edition. Two sections deal explicitly with bias: Tips and guidelines: Running an effective and efficient search committee (pp.11–16). Raise Awareness of Unconscious Assumptions and their Influence on Evaluation of Applicants (pp. 43–50).

The job interview is an essential component of the hiring process. While the job interview provides the College with an opportunity to assess whether an applicant will be a good fit, asking the wrong question could result in legal liability. In general, one should avoid any questions that, either directly or indirectly, are likely to elicit information about an applicant’s membership in a protected class.

Hiring older workers? Beware of age discrimination creeping into your recruiting practices.

Tips to fight age discrimination in the workplace.