1. Search Advocates Working to Undo Bias in the Hiring Process in Higher Education – A Model from OSU

2. Overview Oregon State University has long recognized a need to identify and use the most innovative, equitable, and valid practices available in our employee search and selection processes. While searching for someone to meet immediate and emerging disciplinary needs, hiring units also must attend to broader institutional considerations including diversity, equal opportunity, affirmative action, and our strategic goals. It has become increasingly apparent that search committees need members to provide process expertise in search and selection, including an understanding of the challenging and sometimes invisible obstacles that hinder our efforts. The Affirmative Action Search Advocate program was established in 2007 to develop and support OSU search experts who would serve on individual search committees. Through a series of workshops, advocates learn principles and strategies to advance OSU’s strategic goals, equal opportunity principles, affirmative action practices, and diversity values, and to enhance integrity and effectiveness throughout the search process. Later, a group of faculty who were experienced advocates proposed that Affirmative Action be dropped from their title (which was done); the shorter Search Advocate title better describes their contribution to effectiveness and integrity in all aspects of the search process. The role of search advocate is complex and requires appropriate preparation; therefore completion of the 2-part workshop series is a prerequisite to service in this role.

3. Search Advocate Role Search advocates participate throughout the search and selection process, beginning with development of the position description, and continuing through integration of the new hire. At every stage, their role is to advocate for the search process itself, and to assist committees in efforts to avoid unconscious, unintentional biases. They actively promote diversity and affirmative action principles by sharing information, recommending inclusive/affirmative strategies, supporting full committee and stakeholder participation, and consulting with the Office of Equity and Inclusion as needed. In collaboration with search chairs, search committees, and hiring officials, they affirm OSU’s high standard for excellent and inclusive search/selection practices.

4. Search Advocate Characteristics To be effective in these complex roles, search advocates bring important strengths to their work with search committees. In addition to their training and experience, search advocates are: Committed to diversity and the principles of affirmative action; Fair and open-minded with good judgment; Curious and persistent when needed, yet always respectful; Experienced collaborators, strong communicators, and skillful facilitators; Able to cultivate a blame-free environment for discussing unconscious bias Respected by colleagues/peers for their past and current professional accomplishments (which may include teaching, scholarship, service, mentorship, leadership, shared governance, etc.); Experienced in faculty search/selection; Able to set aside personal interests to work for the good of the college/unit and the university; Available/willing to devote the necessary time to learning, committee participation, and consultation for approximately two searches each year.

5. North Seattle College’s Experience North Seattle College had OSU’s Office of Equity and Inclusion Affirmative Action Associate Anne Gillies provide a one day training for their 2013 Presidential Search Committee The AFT Seattle (Faculty Union) developed an MOU signed with the Seattle Colleges District with a goal of implementing this Search Advocate Process for faculty and ideally other searches within the district; among other goals to improve equity and inclusion in the hiring practices and colleges in the district We are working to bring Anne back to the district to provide a “Train the Trainer” to us and give us their training materials and resources so we can adopt our own Search Advocate process for the district. An initial conversation with Anne indicated that she is willing to do so, and would need to work with her administration on how this would work and the costs. Her ball park figure was around $10,000 for their copyrighted materials and the “Train the Trainer” series of likely 3 full days of training.