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Increasing Diversity of Applicant Pools

What does it mean to have a reflective/diverse pool?

A qualified and diverse employee base is important at the University of Virginia. Treating all persons fairly and with respect is critical for UVA in fulfilling its important mission and in ensuring the University remains compliant with federal and state laws.

A “reflective/diverse” pool of applicants means that the number of qualified persons that applied for a particular job approximates the number of applicants that are reasonably estimated as available in the area for which recruitment efforts are directed. The estimates are based on a variety, and often compilation, of sources including the U.S. Census, U.S. Department of Education, and others identified as relevant.

If a position is underutilized a recruitment goal will be established and communicated through a system notification when the position is posted. The information will also be listed in Jobs@UVa under the posting details. A position is thought of as “underutilized” if the number of current employees doesn’t reflect the availability estimate. The number that is displayed indicates the percentage of women or minorities that should be present in your applicant pool were it to be truly reflective of the availability of qualified applicants/candidates in your recruitment area.

How do I calculate the makeup of my pool?

An automatic pool calculator is available for your use. If you download the Excel file below and input the numbers from the applicant report in Jobs@UVA the calculation will be displayed.

If you prefer to manually calculate the pool use the information provided by the Applicants Report in Jobs@UVA. You must divide those persons that are women or minorities by the overall number of qualified and active applicants you have to review. An applicant that withdraws for some reason should no longer be considered as an applicant. Subtract them from those listed in the report.

How do I diversify my pool?

There is no one set of actions to take that will diversify an applicant pool. The process is often a combination of efforts focused on increased or broader advertising in appropriate publications or web sites, requesting referrals from community-based organizations, attending job fairs targeted to the community for which a recruitment goal has been established and other like activities.  For assistance or ideas in this area please review some of the resources listed below. You can also contact the Office of Equal Opportunity Programs, your Human Resources Consultant, or the Affirmative Action Manager in your area.

Additional Information and Resources