1. University of South Florida NSF ADVANCE-PAID # 0930164 Faculty Recruitment for Diversity and Excellence http://anthropology.usf.edu/AAFAWCE/ Best Practices for A Fair and Equitable Search:

2. Tenured Chemistry and Engineering Faculty by University and Gender Tenured Chemistry Faculty by University and GenderTenured Engineering Faculty by University and Gender Comparably, the percentage of female faculty at USF is similar to other state institutions, however, these data clearly show the need for improvement across all collaborating Florida Universities.

3. Schemas (expectations or stereotypes) influence our judgments of others (regardless of our own group). All schemas influence group members’ expectations about how they will be judged. Schemas: Non-conscious Hypotheses STRIDE: University of Michigan ADVANCE, STRIDE_FL_4-9-10.ppt, 10STRIDE_FL_4-9-10.ppt

4. Evaluation of Resumes Nepotism and sexism in peer-review In the peer review system of the Swedish MRC, individual applicants are rated by the five reviewers. Each reviewer gives the applicant a score between 0 and 4 for the following parameters: 1) scientific competence; 2) relevance of the research proposal; and the 3) quality of the proposed methodology (Ranking) Women applicants were deemed particularly deficient in scientific competence. To test these results for biases, they re-measured the scientific productivity of each applicant on a new scale, with new criteria. Based on the findings, women received lower MRC scores (0-2) than men who displayed the same level of scientific productivity. In fact, the most productive group of women applicants (with 100 or more points on the new scale) was the only group of women judged by the MRC to be as competent as men... and even then, were only judged to be as competent as the least productive group of male applicants (with fewer than 20 points on the new scale). Wenneras, C. and A. Wold (1997). "Nepotism and sexism in peer-review." Nature 387(6631): 341-343

5. When evaluating candidates: – Promote Awareness of Evaluation Bias – Focus on Multiple Specific Criteria Interviewing Tips – Bringing in more than one female and/or minority candidate can increase the likelihood that a woman and/or minority will be hired – Ensure that all candidates meet a diverse set of people so that they are more likely to meet someone like them. – Avoid questions that might be construed as discriminatory or offensive Breaking the Cycle Active Recruiting and Open Searches Can Increase Diversity STRIDE: University of Michigan ADVANCE, STRIDE_FL_4-9-10.ppt, 40,42,44,45,47-49STRIDE_FL_4-9-10.ppt Chart of appropriate and inappropriate questions is available at: http://www.hr.umich.edu/empserv/department/empsel/legalchart.htmlttp://www.hr.umich.edu/empserv/department/empsel/legalchart.html