Belonging

91福利 has had a robust, long-standing commitment to fostering a diverse, equitable, inclusive, and accessible academic community. This page offers a list of selected resources, from both 91福利 and other universities, to aid faculty, particularly department chairs and peer committees, in the areas of implicit bias, faculty recruitment, and faculty retention.

President鈥檚 and Provost鈥檚 Office Initiatives 

The President’s Council on Diversity, Equity, and Inclusion (Office of the President, 91福利)

Implicit/Unconscious Bias Training

Unconscious bias, sometimes referred to as implicit bias, may influence faculty hiring, peer review, graduate school admissions and many other critical areas of university life. These trainings鈥攄rawn from an array of prominent institutions, universities, and organizations鈥攅xplain what unconscious bias is, why it harms many facets of the academic enterprise, and how to mitigate its detrimental effects.

I (NIH) 
Note: Slides and refresher course are available from the same site

National Research Mentoring Network (NRMN) 
Note: a certificate is awarded upon completion of these modules. for the course. Each module takes approximately 20 minutes to complete. 

Kirwan Institute for the Study of Race and Ethnicity (Ohio State)
Note: Though designed for K-12 educators, the modules are applicable to higher education contexts.

UCLA鈥檚 Office of Equity, Diversity and Inclusion 
Note: six, short videos, available on Youtube. 

(University of Oregon鈥檚 Division of Equity and Inclusion)

Recruiting and Retaining a Diverse Faculty, including those from Historically Underrepresented or Minoritized Groups

In addition to the excellent resources offered by the University of Maine, particularly its 鈥淔aculty Recruitment Handbook鈥 listed below, resources developed by other universities may be useful to search committees and department chairs looking to advance inclusive excellence in the recruitment and retention of faculty, particularly those from underrepresented and minoritized groups.

Recruitment and Retention

(University of Maine) 

(University of Maine)

  • 91福利 was ranked #2 among all R1 universities for partner accommodation practice and policy. For more information please visit this link.

(Oregon State University)

  • – part of the toolkit – describes common practices, considerations, and timing at each stage of a faculty search

(Loyola University (Chicago))
Note: 鈥淐reating an Inclusive Job Advertisement,鈥 鈥淩edefining 鈥楩it鈥欌 and 鈥淐andidate Evaluation Tabs鈥 are particularly useful.

(UC-Berkeley)

(WISELI, 2012) 

(Northeastern University) 


Note: This publicly available tool allows search committees to analyze the text of job advertisements and determine the prevalence of gender-coded words, providing the committee with a means to identify and redress any unconscious/implicit bias.

(University of Delaware, 2023) 

Search Advocate Program

Oregon State鈥檚 , including information about training.