Best Practices to Diversify Chemistry Faculty

Many academic institutions have looked at various ways to make their faculty a more diverse and inclusive group of people that better reflect the demographic swath of their current and future student bodies. This is even more so important in chemistry departments, where there has long been a discussion on the leaky pipeline for women and underrepresented groups. The work presented here examines programs and policies at various departments aimed at increasing the diversity of their faculty applicant pool, and compares them against the reception of the general scientific community by way of applicant demographics and the use of a survey instrument designed to ascertain the advertisement language that lends to a more diverse applicant pool. The combination of these results is then used to generate a list of best practices that administrations and academic search committees can use to improve their ability to attract diverse talent.

Automated summary

This study examines programs and policies in various chemistry departments to increase faculty diversity, comparing applicant demographics and advertising language effects on applicant pool diversity. The results generate a list of best practices for academic administrations and search committees to enhance their ability to attract diverse talent.