Affirmative Action Statement
HEALTH SERVICES DEPARTMENT RESOLUTION ON AFFIRMATIVE ACTION
APPROVED BY THE FACULTY -- 9/13/95
The Department of Health Services hereby re-affirms its commitment to increasing the gender and ethnic diversity of its faculty. This commitment reflects a moral obligation and a professional responsibility to provide opportunities for groups who have historically been denied access to positions at the University. More importantly, however, increased diversity can bring substantial benefits to the Department, including but not limited to: a greater range of perspectives on, and approaches to resolving current health and social issues; new research questions to address and new ways of addressing them; unique approaches to teaching and community service; and the ability to attract, nurture and graduate a broader range of students.
In re-affirming their commitment to diversity, the faculty of the Department recognize the difference between the letter and spirit of that commitment. Recruiting faculty from previously under-represented groups requires an active effort (i.e. an "affirmative action") on the part of all faculty and staff members--in recruitment, hiring, promotion and retention. Below is a partial list of specific actions that the Department commits to undertake:
1. Networking. The office of the department chair will develop a database of contacts nationwide who are likely to know of promising minority faculty and can be called upon to provide leads when positions become available. Current faculty are expected to provide any existing contacts they have that might be useful additions to the database. The network could include both individuals and organizations. The department will cooperate with other departments and the Office of Minority Affairs, as well as with other institutions (e.g. Fred Hutchinson Cancer Research Center, Group Health Research Institute) in building this network.
2. Employment listings. An effort will be made to identify publications that are read by potential minority applicants (e.g. Black Issues in Higher Education, Journal of the National Medical Association). Current addresses for these publications will be maintained so they can be readily contacted by Departmental search committees.
3. Use the network. The faculty will expect each search committee to contact as many people and organizations as necessary to maximize the number of minority candidates. In addition, each search committee must list job openings in the list of publications and electronic media identified as most likely to reach minority candidates. If no minority candidates are included in the final group, the faculty will expect the search committee chair to show that a substantial effort was made to recruit a diverse applicant pool. The department chair will inform each search committee of these expectations at the start of its process.
4. Resources. Since many new positions require grant funding to sustain them, increased effort should be made to ensure a stable source of funding for minority candidates for a reasonable period of time, in order to increase the success of recruitment and retention efforts.
5. Mentoring. The chair will identify current faculty members with research, teaching and community service interests similar to those of newly hired minority faculty and work to ensure that these mentors maintain contact with the new faculty members--identifying new research and funding, as well as teaching and community service opportunities. This mentoring should take place for ALL new faculty, but is particularly important for minority faculty who face some unique hurdles and whose research, teaching and community service interests and methods may differ more frequently from the "conventional" norm.