Your registration fee includes full access to all conference sessions and materials, as well as breakfast, lunch, and access to the networking reception on Thursday, breakfast and lunch on Friday, as well as refreshments and snacks throughout the conference.

8:30 a.m. – 5:00 p.m. Eastern (local time in Orlando, FL)

 

Registration and Continental Breakfast
8:30 a.m. – 9:00 a.m.

 

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Welcome and Introductions 
9:00 a.m. – 9:15 a.m.

 

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Group Discussion: Identifying Barriers to Effective Underrepresented Faculty Recruitment
9:15 a.m. – 10:30 a.m.
Acknowledging your own campus’s barriers in comparison with what other campuses are facing to effectively recruit underrepresented faculty can help us collectively identify common challenges and trends so that we can problem-solve together. This opening session will give you the opportunity to share and discuss these perceived or actual barriers or threats with the guidance of our expert faculty. We will also include the present-day realities that have made recruiting underrepresented faculty even more difficult. You will also have the opportunity to hear how our faculty panel has begun to mitigate some of these barriers on their own campuses, as well as the areas they are still trying to improve.

 

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Morning Break
10:30 a.m. – 10:45 a.m.

 

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Strategic Plan: Forming a Cohesive Effort
10:45 a.m. – 12:00 p.m.
Whether or not recruiting underrepresented faculty is a part of your university’s strategic plan, there may be times when your campus loses sight of agreed-upon goals and priorities. We will highlight strategies to keep your campus committed to its institutional goals by helping you to lead critical campus conversations around issues of social justice, and to actualize the ideals of academic excellence. Additional strategies, such as analyzing campus data related to faculty turnover and retention rates, and climate survey data, will also be discussed. You will have the opportunity to review your current institutional goals to determine where there are opportunities for further education, dialogue, or data sharing to move towards accomplishing these goals.

 

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Lunch
12:00 p.m. – 1:00 p.m.

 

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Considerations for Academic Units
1:00 p.m. – 2:00 p.m.
As an academic leader who is providing strategic direction to your department’s recruitment and onboarding efforts, it is critical to facilitate conversations that highlight what your department needs are, both currently and in the future.

This session will cover the following considerations when engaging with your academic units:

• How to write engaging and realistic job descriptions based on a variety of faculty roles
• How to incorporate current and future student success initiatives into faculty qualifications
• Evaluation of where job vacancies are posted and how to expand outreach
• Mitigating evaluator bias when reviewing application materials including diversity statements and letters of recommendation
• Communicating expectations to deans and department chairs and when to involve the provost

 

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Small Group Discussion: Meaning Making
2:00 p.m. – 2:30 p.m.
After discussing common recruitment challenges, how to inspire a cohesive effort on your campus, and best practices specifically for academic units, you will have the opportunity to speak with colleagues at similar institution types and share new learns, and to also ask any questions that you may have for each other in order to encourage “meaning making” of the content that was shared by our expert faculty.

 

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Afternoon Break
2:30 p.m. – 2:45 p.m.

 

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Addressing Your Culture Around Recruitment Practices
2:45 p.m. – 4:00 p.m.
Changing attitudes and antiquated procedures, implementing new policies, and mandating training can create feelings of resentment or resistance, particularly when change is slow, and the efforts are not yielding any positive results in recruiting underrepresented faculty.

This session will cover ideas such as:

• Aligning practices and procedures with new recruitment policies
• Educational workshops for existing academic leaders and faculty
• Understanding inclusive hiring practices
• Learning tips for hiring committees to use throughout the hiring process
• Ideas for formalizing the roles of diversity recruitment leaders and advocates
• Utilizing appropriate advertising channels
• Leveling the playing field for underrepresented faculty candidates

 

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Q&A, Day One Wrap-up, & Networking Reception
4:00 p.m. – 5:00 p.m.
You will have the opportunity to ask any questions related to the topics covered on day one before we transition into our informal reception, giving you the chance to decompress, have a drink and an appetizer with us, and expand your network of connections.

 

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8:30 a.m. – 4:00 p.m. Eastern (local time in Orlando, FL)

 

Continental Breakfast
8:30 a.m. – 9:00 a.m.

 

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Group Share-Out: What is one new learn from yesterday?
9:00 a.m. – 9:15 a.m.
If applicable, we encourage you to sit with different colleagues as we kick off day two of this conference. After introductions, please share one new lesson that you enjoyed learning yesterday and how you hope to apply or scale it to your current recruitment process.

 

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Training Faculty Search Committees
9:15 a.m. – 10:30 a.m.
One of the most critical tools in helping to build awareness around behaviors or attitudes that influence hiring practices is training. We will showcase effective training sessions used for faculty search committees, as well as how to ensure that conversations with and around an underrepresented faculty candidate can be more inclusive. Our speakers will walk you through the sample activities of training models and provide a sample training agenda that you can use for your own faculty search or hiring committees. You will also be able to identify the appropriate campus facilitator, when the training should take place, which topics would be most useful to discuss, and the pros and cons of making the training mandatory.

 

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Morning Break
10:30 a.m. – 10:45 a.m.

 

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Effective Strategies to Partner with Human Resources
10:45 a.m. – 12:00 p.m.
The Human Resources (HR) office is one of the most critical offices to partner with to effectively recruit and onboard underrepresented faculty. Knowing your campus’s faculty demographics, including whether faculty are unionized or not, matters in how you will need to approach your recruitment efforts. A coordinated effort with Human Resources not only yields more efficient processes in your search process but it also enables consistent and reliable messaging with prospective and newly hired underrepresented faculty. In this session, you will learn how to meaningfully collaborate with your Human Resources colleagues to yield the best outcome for your search process.

 

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Lunch
12:00 p.m. – 1:00 p.m.

 

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Onboarding Underrepresented Faculty
1:00 p.m. – 2:30 p.m.
Now that your institution has successfully recruited underrepresented faculty, what are some meaningful initiatives you can implement to ensure that faculty has a smooth transition to your campus? How might you intentionally involve other critical campus partners, including students, to create an authentic experience for your newly hired faculty? Here, we will highlight ways campuses can provide realistic and necessary initiatives to onboard underrepresented faculty. In small groups, you will discuss limitations or shortfalls in your current onboarding process and identify at least 1-2 new strategies to improve it.

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Afternoon Break
2:30 p.m. – 2:45 p.m.

 

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Bringing It All Together: Identifying Short-Term Goals
2:45 p.m. – 3:30 p.m.
In this closing session, you will have the opportunity to reflect on the core themes presented at this conference as they relate to your campus. Using the resources, tools, and strategies you have learned at this conference, you will create a list of short-term goals to boost your efforts in recruiting underrepresented faculty at your institution. You may also use this time to share ideas and solicit feedback from your peers, as well as from our expert speaker panel.

 

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Final Q&A, Evaluation & Closing Remarks
3:30 p.m. – 4:00 p.m.