Strategy 3.1.2 (Role Descriptions and Hiring)
Consider diversity and inclusion as factors in designing role descriptions and in recruitment and hiring practices.
Owners/Accountable Party
- Vice President for People and Culture
- Associate Vice President for Human Resource Services
Actions
Near-term Actions
- Make more visible preference option for veterans and individuals with disabilities
- Ensure appropriate categorization of required vs. preferred qualifications in job descriptions
- Consider diverse representation in forming search committees
- Encourage departments to commit to diverse advertising and sourcing when recruiting
- Encourage search committees to use gender decoder website to create gender-neutral job announcements
Future Actions
- As appropriate, make explicit responsibilities for advancing UM’s commitment to diversity, equity, and inclusion into employees’ role descriptions – outline concrete examples of responsibilities whenever possible
- Write job descriptions with required and preferred qualifications that are inclusive of the life and work experiences of diverse candidates and that communicate departmental commitment to building a diverse, inclusive culture
- Require search chairs/hiring managers to complete training on inclusive recruitment practices
Completed and Ongoing Actions
- Promote the use of diversity, equity, and inclusion related questions in interviews as it relates to the position
- Encourage all search committees to complete implicit bias training