Academic Affairs Diversity Statement and Guidelines For Faculty Searches

The rich diversity of contemporary society and southeastern Michigan has not been fully reflected in the composition of our faculty. The Office of the Provost will therefore move aggressively to actualize our commitment to multiculturalism and diversity within the faculty ranks as anticipated in UM-Dearborn's 1990 Diversity Plan and the Michigan Mandate. The goal of academic affairs is to proactively identify, recruit, and hire talented and qualified historically under-represented minorities, especially African Americans, and women.

To accomplish this goal, it is important that consistent strategies are incorporated to insure inclusion and fairness at every level of the search process. Position descriptions, desirable qualifications, requirements, ads, and selection criteria should not be so narrowly defined as to exclude qualified candidates from related fields.

A. Degree Requirements

For the rank of associate professor or above: Ph.D. or other appropriate terminal degree required in (cite discipline(s)).

For the rank of assistant professor: Ph.D. or other appropriate terminal degree in (cite discipline (s)), or evidence of impending completion. NB: It is recongnized that individuals lacking the doctorate can only be hired at the lecturer rank.  However, to insure the broadest possible candidate pool, applicants should not be excluded at the time they apply for the position if it is likely the degree will be completed prior to the starting date.

B. Selection Criteria

All searches must include, but are not limited to, the selection criteria listed below. These criteria should be appropriately phrased for inclusion in the position description and/or the ad(s).

1. Demonstrated potential for and commitment to teaching and learning.

2. Demonstrated potential for and commitment to research and scholarship (and for some positions) supported by extramural funding.

3. Extent of interest and experience in working with talented and diverse students at the undergraduate (and graduate level).

4. (For some positions:) Ability to bring multicultural perspectives to the instructional program and interface with the diverse community of southeastern Michigan.

C. Recruitment and Advertising Procedures

1. Each search committee will be oriented to the issues of recruitment, advertising, and expectations prior to starting the search. This will be coordinated/facilitated by the Dean and Affirmative Action Coordinator.

2. Each ad will be reviewed by the Dean and the Affirmative Action Coordinator prior to posting. Each ad must include the following statement in addition to the University's official Affirmative Action Statement:

The University of Michigan-Dearborn is dedicated to the goal of building a culturally diverse and pluralistic faculty committed to teaching and working in a multicultural environment, and strongly encourages applications from minorities and women.

University's official statement at the end of the ad:

The University of Michigan-Dearborn is an equal opportunity/affirmative action employer.

D. Concluding Procedure

1. The applicant pool will be reviewed by the Dean prior to inviting candidates to campus. Failure to comply with this expectation may result in aborting a search.

2. A clear rationale must be provided for selections at every level of the search process. Offers must not be made to candidates until clearance has been granted by the Dean and the Appointment Activity Record has been signed by the Affirmative Action Coordinator.

Approved by Council of Deans, November 24, 1993