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Gertrude J. Fraser

Gertrude J. Fraser

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P.O. Box 400308
Booker House
Charlottesville, VA 22904-4308

Phone:
434-924-6865
Fax:
434-982-2920
Email:
prov-fa@virginia.edu

Provost's Tutorial References and Resources, Question # Order

Please Note: Some of the links for journal articles will only work from a UVa computer, from a computer with a UVa proxy account, or using UVa Anywhere. For further information please call the ITC Help Desk at 924-3731.


  1. Courting Candidatesin an Age of Social Media
  2. Before Writing the Position Description
  3. Hiring International Faculty
  4. Active Recruitment
  5. Expanding Trusted Networks
  6. Hidden Biases
  7. Reference Letters
  8. Cognitive Errors
  9. Confidentiality
  10. Research Based Interventions that May Help Mitigate Gender Bias
  11. What Do We Do Well at U.Va.?
  12. Dual Careers
  13. End of Game Strategies

 

1. Courting Candidates in an Age of Social Media

 

Academic Job Search Wiki. http://academicjobs.wikia.com/wiki/Academic_Jobs_Wiki

Universities to Fear: http://academicjobs.wikia.com/wiki/Universities_to_fear

Universities to Love: http://academicjobs.wikia.com/wiki/Universities_to_love

Katz, R. N. 2008. The tower and the cloud: Higher education in the age of cloud computing. Boulder: Educause.  http://www.educause.edu/Resources/TheTowerandtheCloudHigherEduca/163293

Perlmutter, D. The social media challenge for serving dual career couples. Presentation at the 8th Annual International Dual Career Programs Conference, University of Iowa, Iowa City, June 3-4, 2010. http://www.uiowa.edu/~dcn/documents/final--dualcareer--perlmutter.pdf

Quillin, J, 2010. LinkedIn-iQuette. Inside Higher Ed. July 30, 2010. http://www.insidehighered.com/advice/2010/07/30/quillin

Sutton, V. and L. Malisheski. 2010. Understanding the Jobseeker of Today. National Higher Education Recruitment Consortium (HERC) Webinar. April 20, 2010.

Taleo Business Edition. 2010. Social network recruiting: Managing compliance issues. Dublin, CA: Taleo Corporation.  http://sites.taleo.com/resources/tbe/media/pdf/TBE-WP-Social_Recruiting_Compliance.pdf

Vicker, L.A. and H.J. Royer. 2006. The complete academic search manual: A systematic approach to successful and inclusive hiring. Sterling, VA: Stylus.

 

2. Before Writing the Position Description


Lange, S.E.  and J.W. Yen. 2005. Toolkits for retention and recruitment: Utilization and outcomes. Proceedings of the 2005 American Society for Engineering Education Annual Conference and Exposition. Retrieved on January 8, 2008 from http://www.asee.org/acPapers/2005-1231_Final.pdf

Moody, J. 2007. Rising above cognitive errors: Guidelines for search, tenure review, and other evaluation committees. JoAnn Moody. To order this monograph go to JoAnn Moody's Web site, http://www.diversityoncampus.com/id13.html
 
NSF ADVANCE, University of Rhode Island. 2007. Faculty recruitment handbook: A research-based guide for active diversity recruitment practices. Retrieved on November 30, 2007 from http://www.uri.edu/advance/files/pdf/Recruit_Handbook_Web.pdf

Terry, E., A. Effrat and M.D. Sorcinelli. 2006. Faculty development and renewal to enhance diversity and inclusion. Presentation at a conference, Diversity and Learning: A Defining Moment, Association of American Colleges and Universities. October 19-21. Philadelphia, PA.

Trachtenberg, S.J. 2007. Goodbye to Procrustes and Goldilocks. Inside Higher Education, October 18, 2007.  Retrieved on October 19, 2007 from http://www.insidehighered.com/views/2007/10/18/trachtenberg

Turner, C.S.V. 2003. Diversifying the faculty: A guidebook for search committees. Washington, D.C.: Association of American Colleges and Universities.

Van der Vorm, P. 2001. The well-tempered search: Hiring faculty and administration for mission. Academe. 87(3). May-June. Retrieved on February 18, 2008 from http://www.aaup.org/AAUP/pubsres/academe/2001/MJ/Feat/Vorm.htm

Vicker L.A. and H.J. Royer. 2006. The complete academic search manual: A systematic approach to successful and inclusive hiring. Sterling, VA: Stylus.

 

3. Hiring International Faculty

 

Human Resources Compliance and Immigration Web site

http://www.hr.virginia.edu/other-hr-services/CIS/

Contacts

Michael Schwartz - Director Compliance and Immigration
434.924.4379 mbs7r@virginia.edu/

For matters concerning Human Resource compliance and policy:

    David W. Ripley - Director, Policy Development & DHRM Liaison
    434.924.4373 dwr@virginia.edu

For immigration matters concerning employment immigration visas (H-1B, O-1, etc), Permanent Resident applications (green cards), employment authorization, immigration policy and related issues:

Timothy J. White - Senior Immigration Consultant
434.982.2735 tjw5x@virginia.edu

For matters concerning taxation of payments to foreign nationals (payroll/wage; scholarship/fellowship; honoraria, etc.) :

For matters concerning Employment Eligibility Verification (Form I-9):

Christine Langford - I-9 Specialist
434.924.4393 crf6b@virginia.edu

References

General Overview of the Hiring Process for Foreign Faculty/Staff (HR-CIS document).

Human Resources Compliance and Immigration Services Web site. http://www.hr.virginia.edu/other-hr-services/CIS/

Labor Certification Application for a University Faculty Member, Special Recruitment and Documentation Procedures (HR-CIS document).

 

4. Active Recruitment

 

See list of references below for URLs for specific articles.

Active Recruitment and Diversity: Bilmoria and Buch, 2010

Is Active Recruitment Legal? Burgoyne, et al,. 2010

Active Recruitment as a Signaling Mechanism: Tuitt, Sagaria and Turner, 2007

Active Recruitment Methods and Tips

Previous Relationship Leads to Better Acceptance Rates. Rachac & Maruyama, 2007, p.17

The Far Horizon. NSF ADVANCE, University of Michigan, 2007, p.10

Directly Asking People to Apply. WISELI, 2005, p.II-5

Personal Referrals. Vicker and Royer, 2006, p.23 

Be an Ambassador: Connect with Graduate Students. NSF ADVANCE Cornell; NSF ADVANCE University of Michigan, 2007; NSF ADVANCE University of Washington, 2007

Visiting Other Universities. Dyer, et al. 2006, p.3

Hand out brochures directly. (Dyer, et al. 2006, p.3

Be Aware of Hidden Bias. Dreifus, 2007, p.3

“How to Avoid Having Your Active Recruitment Efforts Backfire NSF ADVANCE, University of Michigan, 2007, pp5-6

References

Bilimoria, D. and K.K. Buch. 2010. The search is on: Engendering faculty diversity through more effective search and recruitment. Change, July/August: 27-32. http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=3&hid=104&sid=56c27371-8008-4c17-b816-8cba952651b7%40sessionmgr112

Burgoyne, R., T.M. Shaw, R.C. Dawson, R. Scheinkman, A.R. Coleman, S.Y. Winnick, J. Rippner, S.R. Palmer, and J.L. Keith. 2010. Handbook on diversity and the law: Navigating a complex landscape to foster greater faculty and student diversity in higher education. Washington, DC: American Association for the Advancement of Science. http://php.aaas.org/programs/centers/capacity/publications/complexlandscape/

Dreifus, G. 2007. Goal No. 1: good science. Goal No. 1: Diversity: A conversation with Michael F. Summers. The New York Times. March 13, 2007. Retrieved on March 25, 2007 from http://www.nytimes.com/2007/03/13/science/13conv.html?_r=1&oref=slogin

Dyer, R.A., B.A. Montelone, M.Rezac, and T.S. King. 2006. A novel approach to active recruiting of women for STEM faculty positions. Proceedings of the 2006 WEPAN Conference.      
http://advance.ksu.edu/file_download/7/wepan06a.pdf [WEPAN-Women in Engineering ProActive Network].

Institute for Broadening Participation. How to make the most of conference participation. Retrieved on February 1, 2008 from  http://www.ibparticipation.org/pdf/Making_the_Most_of_Conference_%20Participation_2007_1018.pdf 

NSF ADVANCE, Cornell University. Effective pool development Strategies. Retrieved on January 23, 2008 from http://advance.cornell.edu/recruitment.html

NSF ADVANCE, University of Michigan. 2007. Handbook for faculty searches and hiring, 2007-2008. University of Michigan. Retrieved on January 22, 2008 from http://www.umich.edu/~advproj/handbook.pdf

NSF ADVANCE, University of Washington. 2007. Faculty hiring: Diversity and excellence go hand-in-hand. Center for Institutional Change. Retrieved on January 23, 2008 from http://www.engr.washington.edu/advance/resources/Diversity-and-Excellence.pdf

Olson, G.A. 2007. Don’t just search, recruit. The Chronicle of Higher Education. (53), 38. Retrieved on January 23, 2008 from http://chronicle.com/blogPost/Dont-Just-Search-Recruit/74/

Rachac, C. and G. Maruyama. 2007. Weather or not to come: Faculty reasons for accepting or declining offers from a public midwestern research university. Presentation at a conference, Keeping Our Faculties IV Symposium: Recruiting, Retaining and Advancing Faculty of Color. April 12-14, 2007. Minneapolis, MN. Retrieved on January 23, 2007 from http://www.cce.umn.edu/pdfs/CPE/KOF/Rachac_Carol_KOF_41307.pdf

Selingo, J. 2005. Michigan: Who Really Won?  Colleges’ Cautious Reaction to the Supreme Court’s Affirmative-Action Decisions May Have Snatched Defeat from the Jaws of Victory. The Chronicle of Higher Education. 51(19): 21-23.

Stewart, A. J., LaVaque-Manty, D., & Malley, J. (2004). Recruiting female faculty members in science and engineering: Preliminary evaluation of one intervention model. Journal of Women and Minorities in Science and Engineering, 10(4), 361-375. [Available at U.Va.'s Science and Engineering Library: call # Q130 .J678]

F.A. Tuitt, M.A.D Sagaria and C.C.V. Turner. 2007. Signals and strategies in hiring faculty of color. Higher Education: Handbook for Theory and Research. XXII: 424-425. [Available at U.Va.'s Alderman Library: call # LB2300 .H54]

Turner, C.S.V. 2003.  Diversifying the Faculty: A Guidebook for Search Committees. Washington, D.C.: Association of American Colleges and Universities.

Valian, V. 1998. Why so slow? The advancment of women. Cambridge, MA: MIT Press. [Available at U.Va.'s Alderman, Clemon, Darden, and Law libraries: call # HQ1237 .V35 1998]

Vicker L.A. and H.J. Royer. 2006. The complete academic search manual: A systematic approach to successful and inclusive hiring. Sterling, VA: Stylus.

WISELI. 2005. Searching for excellence and diversity: A guide for search committee chairs.University of Wisconsin. [WISELI-Women in Science and Engineering Research Institute] http://wiseli.engr.wisc.edu/docs/SearchBook.pdf

 

5. Expanding Trusted Networks

 

Accenture American Indian Graduate Scholarship. This program selects “the very brightest American Indian and Alaska Native students seeking degrees and careers in all fields of study including high technology and business fields.”

Society for Advancement of Chicanos and Native Americans in Science (SACNAS) Postdoc Programs. “SACNAS sustains a vibrant and active community of postdoctoral scientists. Resources and initiatives of the SACNAS Postdoc Programs aim to assist members to flourish during the transition from student to professional researcher, educator, administrator and/or policy leader.”

Integrative Graduate Education and Research Traineeship (IGERT) and Alliance for Graduate Education and the Professoriate (AGEP) programs, funded by the National Science Foundation “focus on diversifying the graduate student population and provide cutting-edge graduate education” (NSF ADVANCE, University of Washington). Examine the program's impact.

“The Ford Foundation Diversity Fellowships seek to increase the diversity of the nation’s college and university faculties by increasing their ethnic and racial diversity, to maximize the educational benefits of diversity, and to increase the number of professors who can and will use diversity as a resource for enriching the education of all students.” Searchable directory of Ford Fellows.

Summer Research Internship Program (SRIP). “The University of Virginia School of Medicine offers summer research internship opportunities to qualified undergraduates who are considering a possible career in biomedical research. The program targets, but is not limited to, racially and ethnically diverse students in their junior and senior college undergraduate years.”

The Presidential Awards for Excellence in Science, Mathematics, and Engineering Mentoring (PAESMEM) program identifies outstanding mentoring efforts/programs designed to enhance the participation of groups underrepresented in science, mathematics, and engineering. Recent awards funded by this program.

“The Meyerhoff Fellows Program at the University of Maryland, Baltimore County (UMBC), focuses on promoting cultural diversity in the biomedical sciences at the graduate level. Funded by an NIH - MBRS - Initiative for Minority Student Development (IMSD) grant, students are supported while receiving their Ph.D.” in various scientific, social science and engineering disciplines.

 
References

The Alliance for Graduate Education and the Professoriate (AGEP). 2007a. AGEP programs. Retrieved on February 1, 2008 from http://www.agep.us/programs.asp

The Alliance for Graduate Education and the Professoriate (AGEP). 2007b. Home. Retrieved on February 1, 2008 from http://www.agep.us/index.asp

The Alliance for Graduate Education and the Professoriate (AGEP). 2007c. Student profiles. Retrieved on February 1, 2008 from http://www.agep.us/profiles.asp?sort=type&subsort=Stu&subsubsort=

American Indian Graduate Center. Accenture American Indian Graduate Scholarship. Retrieved on February 5, 2008 from http://www.aigcs.org/02scholarships/accenture/accenture.htm

American Indian Graduate Center. Graduate fellowships. Retrieved on February 5, 2008 from http://www.aigcs.org/02scholarships/scholarships.htm

Dreifus, G. 2007. Goal No. 1: good science. Goal No. 1: Diversity: A conversation with Michael F. Summers. The New York Times. March 13, 2007. Retrieved on March 25, 2007 from http://www.nytimes.com/2007/03/13/science/13conv.html?_r=1&oref=slogin 

Ford Foundation Fellowships. Retrieved on August 2, 2010 from http://sites.nationalacademies.org/PGA/FordFellowships/index.htm

Gladwell, M. 2008. Outliers: The Story of Success. New York: Little, Brown and Company. [Available at U.Va: Clemons, Darden and Science and Engineering libraries, call # BF637.S8 G533 2008]

Gladwell, M. What Is Outliers About? Web site. http://www.gladwell.com/outliers/index.html

The Integrative Graduate Education and Research Traineeship (IGERT). 2007a. Home page. Retrieved on February 1, 2008 from http://www.igert.org/

The Integrative Graduate Education and Research Traineeship (IGERT). 2007b. List of programs. Retrieved on February 1, 2008 from http://www.igert.org/

Krebs, P.M. and M.J. LaBare. 2004. Exploring strategies for hiring and retaining minority faculty. Presentation at 5th Biennial Diversity and Learning Conference, Association of American Colleges and Universities, October 21-23, Nashville, TN.

Maki, M. 2006. SRIP aims for long term diversity in the SOM. Research News, Office of the Vice President for Research and Graduate Studies, University of Virginia. Retrieved on February 2, 2008 from http://oscar.virginia.edu/researchnews/x7848.xml

Mannix, M. 2002. Facing the problem. American Society for Engineering Education Prism, 12 (2): 18-24. Retrieved on February 27, 2008 from http://www.prism-magazine.org/oct02/facingproblem.cfm

The Meyerhoff Fellowship Program. 2007a. The Meyerhoff Graduate Program: Biomedical fellows. University of Maryland, Baltimore County. Retrieved on January 14, 2008 from http://www.umbc.edu/meyerhoff/Graduate/

The Meyerhoff Fellowship Program. 2007b. Meet the students. University of Maryland, Baltimore County. Retrieved on January 14, 2008 from http://www.umbc.edu/meyerhoff/Graduate/

The Meyerhoff Fellowship Program. 2007c. Meyerhoff model: Succeeding together. University of Maryland, Baltimore County. Retrieved on January 14, 2008 from http://www.umbc.edu/meyerhoff/the_meyerhoff_model.html

The Meyerhoff Fellowship Program. 2007d. Results. University of Maryland, Baltimore County. Retrieved on January 14, 2008 from http://www.umbc.edu/meyerhoff/program_results.html 

National Academies. 2007a. Directory of Ford Foundation Fellows. Retrieved on February 1, 2008 from http://nrc58.nas.edu/FordFellowDirect/Main/Main.aspx 

National Academies. 2007b. Ford Foundation Diversity Fellowships home page. Retrieved on February 1, 2008 from http://www7.nationalacademies.org/fordfellowships/

NSF ADVANCE, University of Washington. 2007. Faculty hiring: Diversity and excellence go hand-in-hand. Center for Institutional Change. Retrieved on January 23, 2008 from http://www.engr.washington.edu/advance/resources/Diversity-and-Excellence.pdf

Society for Advancement of Chicanos and Native Americans in Science (SACNAS). 2008. Postdoc programs. Retrieved on February 8, 2008 from http://www.sacnas.org/postdocs.cfm

Summer Research Internship Program (SRIP). 2007. About the Summer Research Internship Program. University of Virginia. Retrieved on February 2, 2008 from http://www.medicine.virginia.edu/education/graduate-phd/gpo/srip

Turner, C.S.V. 2003. Diversifying the faculty: A guidebook for search committees. Washington, D.C.: Association of American Colleges and Universities.

 

6. Hidden Biases

 

See list of references below for URLs for specific articles.

  1. Within a given country, if implicit stereotyping is high in regard to the association of science with males more than with females, those nation-level implicit stereotypes predict higher achievement levels of males over females in the sciences and math at the 8th grade level (Nosek, Smyth, Sriram, et al., 2009).

  2. White respondents showed a strong automatic (non-conscious) preference for White faces over Black faces (Nosek, Banaji and Greenwald, 2002).

  3. Female experts in group settings were judged as being less expert than comparable male experts, negatively affecting the performance of the groups with female experts compared to groups with male experts (Thomas-Hunt and Phillips, 2004).

  4. In experiments involving interethnic contact, social influence reduced the expression of automatic prejudice (Lowery, Hardin and Sinclair, 2001).

  5. White subjects responded faster to White-positive pairings of words than to Black-positive word pairs (white-smart vs. black smart), even when the White subjects self-reported low levels of anti-Black prejudice (Greenwald and Banaji, 1995, describing Gaertner and McLaughlin’s 1983 study).

  6. Gender-based bias in the construction of hiring criteria lead to discrimination against female applicants (NSF ADVANCE, University of Rhode Island, p.5 describing Uhlmann and Cohen 2005 study).

 “Project Implicit is a Virtual Laboratory for the social and behavioral sciences designed to facilitate the research of implicit social cognition: cognitions, feelings, and evaluations that are not necessarily available to conscious awareness, conscious control, conscious intention, or self-reflection. Project Implicit comprises a network of laboratories, technicians, and research scientists at Harvard University, the University of Washington, and the University of Virginia” (Project Implicit, 2007c).

 

References

Dovidio, J.F., K. Kawakami, C. Johnson, B. Johnson and A. Howard. 1997. On the nature of prejudice: Automatic and controlled processes. Journal of Experimental Social Psychology, 33(5): 510-540. Retrieved on April 17, 2008 from http://www.sciencedirect.com/science?_ob=MImg&_imagekey=B6WJB-45KV10P-B-1&_cdi=6874&_user=709071&_orig=browse&_coverDate=09%2F30%2F1997&_sk=999669994&view=c&wchp=dGLbVzz-zSkWz&md5=af2969cff3f7781a02b38b2e6062b984&ie=/sdarticle.pdf

Fazio, R.H., J.R. Jackson; B.C. Dunton and C.J. Williams. 1995. Variability in automatic activation as an unobtrusive measure of racial attitudes: A bona fide pipeline? Journal of Personality and Social Psychology, 69(6): 1013-1027. Retrieved on April 17, 2008.

Because the online version of this journal uses timed/timed out sessions, we cannot give you a direct URL for the article (i.e., the URL changes with each session and each computer). We are hoping to get permission to post a link to a .pdf version on this Web site. In the meantime access is available to this journal, and the article, via VIRGO; once you are in the correct issue scroll down to article #3. We apologize for the inconvenience. Links to articles from all other journals are direct.

Greenwald, A.G. and M.R. Banaji. 1995. Implicit social cognition: Attitudes, self-esteem, and stereotypes. Psychological Review. 102(1): 4-27. Available at http://projectimplicit.net/articles.php

Kelly, M. 2003. Psychologists explore unconscious sources of racial prejudice. UVa Top News Daily. March 19, 2003. Retrieved on February 8, 2008 from http://www.virginia.edu/topnews/wilson_timothy.html  

Lowery, B.S., C.D. Hardin and S. Sinclair. 2001. Social influence effects
on automatic racial prejudice. Journal of Personality and Social Psychology. 81: 842–855. Retrieved on February 8, 2008.

Because the online version of this journal uses timed/timed out sessions, we cannot give you a direct URL for the article (i.e., the URL changes with each session and each computer). We are hoping to get permission to post a link to a .pdf version on this Web site. In the meantime access is available to this journal, and the article, via VIRGO; once you are in the correct issue scroll down to article #13. We apologize for the inconvenience. Links to articles from all other journals are direct.

Martin, C.P. 2003. Sinclair scrutinizes prejudice and stereotypes. Arts and Sciences. June. Charlottesville: University of Virginia. Retrieved on February 8, 2008 from http://magazine.clas.virginia.edu/x4898.xml

Nosek, B. 2006. Uncomfortable truths. Arts and Sciences. October. Charlottesville: University of Virginia. Retrieved on January 24, 2008 from http://magazine.clas.virginia.edu/x8600.xml

Nosek, B.A., M.R. Banaji and A.G. Greenwald. (2002). Harvesting implicit group attitudes and beliefs from a demonstration Web site. Group Dynamics: Theory, Research, and Practice, 6(1),101-115. Available at http://projectimplicit.net/articles.php .

Nosek, B.A., F.L. Smyth, N. Sririam, N.M. Lindner, T. Devos, A. Ayala, Y. Bar-Anan, et al. 2009. National differences in gender-science stereotypes predict national sex differences in science and math achievement. Proceedings of the National Academy of Sciences, 106(26): 10593-10597. http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2705538/pdf/zpq10593.pdf

NSF ADVANCE, University of Rhode Island. 2007. Faculty recruitment handbook: A research-based guide for active diversity recruitment practices.  Retrieved on November 30, 2007 from http://www.uri.edu/advance/files/pdf/Recruit_Handbook_Web.pdf

Project Implicit. 2007a. Demonstration/research. Retrieved on February 2, 2008 https://implicit.harvard.edu/implicit/ 

Project Implicit. 2007b. General information. Retrieved on January 28, 2008 from http://projectimplicit.net/generalinfo.php

Project Implicit. 2007c. What is Project Implicit? Retrieved on January 26, 2008 from http://projectimplicit.net/about.php

Sinclair, S. 2006. Faculty and student research with underrepresented populations. Retrieved on February 8, 2008 from http://www.virginia.edu/psychology/graduate/diversity/research.html#sinclair

Sinclair, S., B. Lowery., C. Hardin and A. Colangelo. 2005. Social tuning of automatic attitudes: The role of affiliative motivation. Journal of Personality and Social Psychology, 89: 583 – 592. Retrieved on February 8, 2008.

Because the online version of this journal uses timed/timed out sessions, we cannot give you a direct URL for the article (i.e., the URL changes with each session and each computer). We are hoping to get permission to post a link to a .pdf version on this Web site. In the meantime access is available to this journal, and the article, via VIRGO; once you are in the correct issue scroll down to article #14. We apologize for the inconvenience. Links to articles from all other journals are direct.

Thomas-Hunt, M.C. and K.W. Phillips. 2004. When what you know is not enough: The effects of gender on expert’s influence within work groups. Personality and Social Psychology Bulletin. 30: 1585-1598. Retrieved on February 2, 2008 from http://psp.sagepub.com/cgi/content/abstract/30/12/1585
 
Uhlmann, E. L. and Cohen, J. L. 2005. Constructed criteria: Redefining merit to justify discrimination. Psychological Science. 16(6): 474-480. Retrieved on AUgust 2, 2010 from http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=3&hid=119&sid=362b08eb-27b3-4a87-9836-a9cfae0a1f96%40sessionmgr111

Wittenbrink, B., C.M. Judd and B. Park. 1997. Evidence for racial prejudice at the implicit level and its relationship with questionnaire measures. Journal of Personality and Social Psychology. 72(2): 262-74. Retrieved on April 17, 2008.

Because the online version of this journal uses timed/timed out sessions, we cannot give you a direct URL for the article (i.e., the URL changes with each session and each computer). We are hoping to get permission to post a link to a .pdf version on this Web site. In the meantime access is available to this journal, and the article, via VIRGO; once you are in the correct issue scroll down to article #4. We apologize for the inconvenience. Links to articles from all other journals are direct.

 

7. Reference Letters

 

Fraser, G. 2008. Personal communication.

Steinpres, R.E.,  K. Anders and D. Ritzke. 1999. The impact of gender on the review of the curricula vitae of job applicants and tenure candidates: A National Empirical Study. Sex Roles. 41(7/8):509-28. Retrieved on May 23, 2005 from http://www.cwru.edu/president/aaction/ImpactofGender.pdf

Trix, F. and C. Psenka. 2003. Exploring the color of glass: Letters of recommendation for female and male medical faculty. Discourse and Society. 14(2):191-220. Retrieved on May 23, 2005 from http://www.cwru.edu/president/aaction/Exploring%20the%20color%20of%20glass.pdf

 

8. Cognitive Errors

 

Moody, J. 2004. Faculty diversity: problems and solutions. New York: Routledge. UVa call number LB2332.6.M66 2004.

______. 2007. Rising above cognitive errors: Guidelines for search, tenure review, and other evaluation committees. JoAnn Moody. To order this monograph go to JoAnn Moody's Web site, http://www.diversityoncampus.com/id13.html  

 

9. Confidentiality

 

Dowdall, J. 2005. Bad behavior in a search. The Chronicle of Higher Education. 51(32). April 8, 2005. Retrieved on February 15, 2008 from http://chronicle.com/article/Bad-Behavior-in-a-Search/44900/

Marchese T.J. and J.F. Lawrence. 2006. The search committee handbook: A guide to recruiting administrators, 2nd ed. Sponsored by the American Association for Higher Education. Sterling, VA: Stylus.

School of Medicine, Stanford University. 2008. Guide to faculty searches. Retrieved on February 7, 2008 from http://med.stanford.edu/academicaffairs/facultysearch/committee.html

Vicker L.A. and H.J. Royer. 2006. The complete academic search manual: A systematic approach to successful and inclusive hiring. Sterling, VA: Stylus.

 

10. Research Based Interventions that May Help Mitigate Gender Bias

 

See list of references below for URLs for specific articles.

Studies that show bias against women in hiring and/or advancement decisions
  1. Ash, Carr, Goldstein and Friedman, 2004
  2. Carnes, Morrisey and Geller, 2008
  3. Steinpres, Anders and Ritzke, 1999
  4. Trix and Psenka, 2003
  5. Uhlmann and Cohen, 2005
  6. Wenneras and Wold, 1997
  7. Wright, Schwindt, Bassford, et al., 2003
 
Review article
  1. Isaac, Lee and Carnes, 2009
Studies that document efficacy of various interventions to help reduce or eliminate bias against women in hiring and/or advancement situations
  1. Encourage raters to spend adequate time and avoid cognitive distractions during evaluation

    • Martell, 1991
    • Sczesney and Kühnen, 2004
    • Tullar, Mullins and Caldwell, 1979

  2. Insist that raters wait to commit to the value of specific credentials until after seeing actual applicants

    • Uhlmann and Cohen, 2005

  3. Implement training workshops for personnel decision makers that include examples of common hiring biases and group problem solving for overcoming such biases

    • Hahn and Dipboye, 1988
    • Latham, Wexley and Pursell, 1975

      Note: There is an important new article by Sheridan, Fine, Pribbenow, et al., on the efficacy of workshops for increasing faculty diversity. Because it came out in 2010 it was not included in the review article by Isaac, Lee, and Carnes.

  4. Rate specific qualifications before making summary judgments about a given applicant

    • Cann, Siegfried and Pearce, 1981
References

Ash, A.S., P.L. Carr, R. Goldstein and R.H. Friedman. 2004. Compensation and advancement of women in academic medicine: Is there equity? Annals of Internal Medicine. 141: 205-212. http://www.annals.org/content/141/3/205.full.pdf+html

Cann, A, W.D. Siegfried and L. Pearce. 1981. Forced attention to specific applicant qualifications: impact on physical attractiveness and sex of applicant biases. Personnel Psychology. 34: 65-75. http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=3&hid=107&sid=d0daff02-21f5-4f0f-8f65-4cb9714500ee%40sessionmgr111

Carnes, M, C. Morrissey and S. Geller. 2008. Women’s health and women in academic medicine: Hitting the same glass ceiling? Journal of Women’s Health. 17: 1453-1462. http://www.liebertonline.com/doi/pdfplus/10.1089/jwh.2007.0688

Hahn, D.C. and R.L. Dipboye. 1988. Effects of training and information on the accuracy and reliability of job evaluations. Journal of Applied Psychology. 73(2): 146-53. http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=3&hid=107&sid=a174533d-6c86-47f8-88e2-c9eecbc2bab7%40sessionmgr112

Isaac, C, B. Lee and M. Carnes. 2009. Interventions that affect gender bias in hiring: A systematic review. Academic Medicine. 84(10): 1440-1446. http://ovidsp.tx.ovid.com/sp-3.2/ovidweb.cgi?&S=KGDKFPGNGODDIKDANCDLKCGCGCNCAA00&Link+Set=S.sh.15.17.22.27%7c36%7csl_10

Latham, G.P., K.N. Wexley and E.D. Pursell. 1975. Training managers to minimize rating errors in the observation of behavior. Journal of Applied Psychology. 60(5): 550-555. http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=3&hid=107&sid=7b172de3-e1ad-4c85-b28d-67f14df3e7b4%40sessionmgr104

Martell, R.F. 1991. Sex bias at work: The effects of attentional and memory demands on performance ratings of men and women. Journal of Applied Social Psychology. 21(23): 1939-1960. [no electronic copy]

Sczesney, S. and U. Kühnen. 2004. Meta-cognition about biological sex and gender-stereotypic physical appearance: consequences for the assessment of leadership competence. Personality and Social Psychology Bulletin. 30: 13-21. http://psp.sagepub.com/content/30/1/13.full.pdf+html

Sheridan, J.T., E. Fine, C.M. Pribbenow, J. Handelsman and M. Carnes. 2010. Searching for excellence & diversity: Increasing the hiring of women faculty at one academic medical center. Academic Medicine. 85(6): 999-1007. http://ovidsp.tx.ovid.com/sp-3.2/ovidweb.cgi?&S=KGDKFPGNGODDIKDANCDLKCGCGCNCAA00&Link+Set=S.sh.15.17.22.27.32.33.38.41%7c24%7csl_10

Steinpres, R.E., K. Anders, and D. Ritzke. 1999. The Impact of Gender on the Review of the Curricula Vitae of Job Applicants and Tenure Candidates: A National Empirical Study. Sex Roles. 41(7/8):509-28. Retrieved on May 23, 2005 from http://www.cwru.edu/president/aaction/ImpactofGender.pdf

Trix, F. and C. Psenka. 2003. Exploring the Color of Glass: Letters of Recommendation for Female and Male Medical Faculty. Discourse and Society. 14(2):191-220. Retrieved on May 23, 2005 from http://www.cwru.edu/president/aaction/Exploring%20the%20color%20of%20glass.pdf

Tullar, W.L., and T.W. Mullins. 1979. Effects of interview length and applicant quality on interview decision time. Journal of Applied Psychology. 64(6): 669-674. http://psycnet.apa.org/journals/apl/64/6/669.pdf

Uhlmann, E.L.and Cohen, J.L. 2005. Constructed criteria: Redefining merit to justify discrimination. Psychological Science. 16(6): 474-480. 
Wenneras, C. and A. Wold. 1997. Nepotism and Sexism in Peer Review. Nature. 387:341-43. Retrieved on May 23, 2005 from http://www.nature.com/cgi-taf/DynaPage.taf?file=/nature/journal/v387/n6631/full/387341a0.html&filetype=pdf

Wright, A.L., L.A. Schwindt, T.L. Bassford, et al. 2003. Gender differences in academic advancement” Patterns, causes, and potential solutions in one US college of medicine. Academic Medicine. 78: 500-508. http://ovidsp.tx.ovid.com/sp-3.2/ovidweb.cgi?&S=BJHFFPOMNNDDIKOFNCDLOCPLKMEFAA00&Link+Set=S.sh.15.17.22.27%7c15%7csl_10

 

11. What We Do Well at UVa

 

College of Arts and Sciences, University of Virginia. 2007. Personal communications.

Fraser, G. 2007a. Newly hired faculty focus group transcripts. Examining the experience of faculty search committees and newly hired faculty in order to improve the search process, IRB-SBS Protocol 2006-0358-00. Office of the Vice Provost for Faculty Recruitment & Retention, University of Virginia.

———. 2007b. Search committee chair focus group transcripts. Examining the experience of faculty search committees and newly hired faculty in order to improve the search process, IRB-SBS Protocol 2006-0358-00. Office of the Vice Provost for Faculty Recruitment & Retention, University of Virginia.

Mannix, M. 2002. Facing the problem. American Society for Engineering Education Prism, 12 (2): 18-24. Retrieved on February 27, 2008 from http://www.prism-magazine.org/oct02/facingproblem.cfm

Moody, J. 2004. Faculty diversity: Problems and solutions. New York: Routledge. UVa Call number LB2332.6 .M66 2004.

NSF ADVANCE, University of Michigan. Handbook for faculty searches and hiring, 2007-2008. Retrieved on January 22, 2008 from http://www.umich.edu/~advproj/handbook.pdf

NSF ADVANCE, University of Washington. 2007. Faculty hiring: Diversity and excellence go hand-in-hand. Center for Institutional Change. Retrieved on January 23, 2008 from http://www.engr.washington.edu/advance/resources/Diversity-and-Excellence.pdf

Olson, G.A. 2007. Don’t just search, recruit. The Chronicle of Higher Education. 53(38). Retrieved on January 23, 2008 from http://chronicle.com/blogPost/Dont-Just-Search-Recruit/74/

Rachac, C. and G. Maruyama. 2007. Weather or not to come: Faculty reasons for accepting or declining offers from a public midwestern research university. Presentation at a conference, Keeping Our Faculties IV Symposium: Recruiting, Retaining and Advancing Faculty of Color. April 12-14. Minneapolis, MN. Retrieved on January 23, 2007 from http://www.cce.umn.edu/pdfs/CPE/KOF/Rachac_Carol_KOF_41307.pdf

Rikkers, L.F. 2003. Recruiting faculty: a science and an art. Surgery. 134(5). 738-740. Retrieved on February 27, 2008 from http://www.sciencedirect.com/science?_ob=MImg&_imagekey=B6WXC-4B2BVB1-9-1&_cdi=7155&_user=709071&_orig=browse&_coverDate=11%2F30%2F2003&_sk=998659994&view=c&wchp=dGLbVzz-zSkWA&md5=d47681f9862cf0a251ee5716b650ae5c&ie=/sdarticle.pdf

School of Law, University of Virginia. 2004. Personal communication.

Turner, C.S.V.  2003. Diversifying the faculty: A guidebook for search committees. Washington, D.C.: Association of American Colleges and Universities.

 

12. Dual Careers

 

Dual-Career Assistance at UVa.

When both members of the couple are academics, deans, associate deans, or department chairs can contact Gertrude Fraser, Vice Provost for Faculty Recruitment and Retention, to help negotiate offers that would require joint funding with other departments. This should be done as soon as the candidate raises the issue.

Gertrude Fraser
prov-fa@virginia.edu
434-924-6865

When the other member of the couple is a non-academic, the Human Resources Office of Dual Career Recruitment can offer assistance.

Donna Kauffman, Director
dkd3u@virginia.edu
434-924-4717

Rachel Spraker
ras7c@Virginia.EDU
434-243-2205

Elsa Sherrill
ekl9j@Virginia.EDU
434-924-6263

The Office of the Vice Provost for Faculty Recruitment and Retention maintains several Web pages with information about various aspects of dual career hiring at U.Va.

Dual Careers at U.VA. – Brochure for candidates
http://www.virginia.edu\vpfrr\DualCareersUVAbrochure.pdf

Flowchart of Dual Career Processes at U.Va.
http://www.virginia.edu/vpfrr/FlowchartDualCareerHiring1.pdf

Dual Career Frequently Asked Questions
http://www.virginia.edu/vpfrr/dualcareer_faqs.html

Dual Career Information for Search Committee and Department Chairs
http://www.virginia.edu/vpfrr/dualcareerchairs.html

Dual Career Information for Candidates
http://www.virginia.edu/vpfrr/dualcareercandidates.html

A Regional Recruitment Network

The University of Virginia is a member of the Mid-Atlantic Higher Education Recruitment Consortium (Mid-Atlantic HERC). Mid-Atlantic HERC is one of a network of regional HERCS that have sprung up across the country in the last few years. Mid-Atlantic HERC is designed to “support the recruitment efforts of colleges, universities, and research centers in Maryland, Washington, DC, and Virginia by increasing inter-institutional collaboration in the posting of open positions….Through the sharing of information, ideas, resources, and technologies, all members benefit from increased exposure of open positions, improved negotiation power with print and web-based job listing outlets, and a network of resources and contacts at participating institutions.”

Mid-Atlantic HERC members include the National Institutes of Health and the National Science Foundation and twenty-five academic institutions in the three state area, including Washington and Lee and University of Richmond. 

The Mid-Atlantic HERC offers a searchable database of all academic and non-academic jobs for all Mid-Atlantic HERC member institutions in the Virginia, Maryland and Washington, DC areas, as well as a CV/resume database.

Mid-Atlantic HERC should be of particular interest to dual career couples
and to search committees that have dual career candidates.

Links to the Mid-Atlantic HERC Web site and the search engine are also posted on the Web site of the Office of the Vice Provost for Faculty Recruitment and Retention.


Dual-Career Research

In 2008 the Clayman Institute published a report based on surveys of over 9,000 full-time faculty at thirteen premier research universities in the U.S., including U.Va.

Dual Career Academic Couples: What Universities Need to Know
Executive Summary (pdf)
Full report (pdf)
References

Bombardieri, M. 2007. Dual careers worry academia. The Boston Globe. June 11, 2007.

Clayman Institute for Gender Research. Dual career academic couples. Stanford University. Retrieved on January 5, 2008 from http://www.stanford.edu/group/gender/ResearchPrograms/DualCareer/index.html

Dual Career Program, West Virginia University. Retrieved on November 14, 2007 from http://www.dualcareer.wvu.edu/

Frank Fox, M. 2005. “Gender, Family Characteristics, and Publication Productivity Among Scientists.” Social Studies of Science, 35 (1): 131-150. Retrieved on January 6, 2008 from http://sss.sagepub.com/cgi/reprint/35/1/131

Fraser, G. 2007. Newly hired faculty focus group transcripts. Examining the experience of faculty search committees and newly hired faculty in order to improve the search process, IRB-SBS Protocol 2006-0358-00. Office of the Vice Provost for Faculty Recruitment & Retention, University of Virginia.

Higher Education Recruitment Consortium (HERC). 2008. National portal page. Retrieved on February 12, 2008 from http://www.hercjobs.org/home/index.cfm?site_id=793

Mid-Atlantic Higher Education Recruitment Consortium (MA-HERC). 2008. Frequently asked questions.

NSF ADVANCE, Columbia University. 2005. A proposal for recruiting and retaining dual-career couples. The Earth Institute ADVANCE Working Group on Science & Technology Recruiting to Increase Diversity (STRIDE). Retrieved on January 6, 2008 from www.earthinstitute.columbia.edu/advance/documents/STRIDE_dual_career_final_000.pdf

NSF ADVANCE, University of Michigan. Handbook for faculty searches and hiring, 2007-2008. Retrieved on January 22, 2008 from http://www.umich.edu/~advproj/handbook.pdf

Office of Dual Career Recruitment, Human Resources, University of Virginia.

Scott-Scurry, D. 2008. Personal communication. Director of UVa’s Office of Equal Opportunity Programs.

Wolf-Wendel, L; S.B. Twombly and S. Rice. 2003. The two-body problem: Dual-career-couple hiring policies in higher education. Baltimore: Johns Hopkins University Press. The UVa Library offers access to an electronic copy of this book at http://site.ebrary.com/lib/uvalib/Doc?id=10070272



13. End of Games Strategies: The Role of the Seaerch Committee After the Offer Has Made

 

Dowdall, J. 2003. Going it alone: Even though they might not use search consultants, hiring committees can employ their tactics. The Chronicle of Higher Education, 50(7). Retrieved on February 3, 2008 from http://chronicle.com/article/Going-It-Alone/17341/

Fraser, G. 2007. Personal communication.

Olson, G.A. 2007. Don’t just search, recruit. The Chronicle of Higher Education. 53(38). Retrieved on January 23, 2008 from http://chronicle.com/blogPost/Dont-Just-Search-Recruit/74/

Vicker L.A., and H.J. Royer. 2006. The complete academic search manual: A systematic approach to successful and inclusive hiring. Sterling, VA: Stylus.