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