UM's Diversity, Equity and Inclusion Plan

UM's Diversity, Equity and Inclusion Plan

Strategy 3.1.2 (Role Descriptions and Hiring)

Give consideration to diversity and inclusion as factors in designing role descriptions and in hiring practices

Owners/Accountable Party

  • Vice President of Operations and Finance
  • Associate Vice President for Human Resource Services


Near-term Actions

  • 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 committees to complete implicit bias training
  • Require search chairs/hiring managers to complete training on inclusive recruitment practices
  • Keep positions open and actively recruit applications until candidate pool is comparable to workforce analysis to help us achieve placement goals for positions with identified disparity

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