FACULTYDIVERSITYINITIATIVE

ThePeabodyInstituteoftheJohnsHopkinsUniversity

PreparedJanuary2018

I.IntroductionandOverviewThePeabodyInstituteoftheJohnsHopkinsUniversityvaluesdiversityandinclusion.Wearecommittedtoaclimateofmutualrespectandcivilityamongmembersofourcommunity.Peabodyrecognizesthatdisabilityisanaspectofdiversity. Ourgoal istocreate learningenvironmentsthatareusable,equitable, inclusiveandwelcoming.JohnsHopkinsUniversityiscommittedtohiringandretainingexceptionalfaculty.Wevaluetheuniversity’sstimulating,welcoming,anddiverseenvironment,andwebelievethatperformance,researchandteachingareenrichedbyavarietyofperspectivesandthatstudentsmustbepreparedtoachievesuccessinaworldthatisbothglobalanddiverse.JohnsHopkinsencouragesthevigorousrecruitmentandretentionofdiversefaculty.Werefertodiversitybroadly,includingtherangeofgroupsandindividualswhosedifferencesarebasedongender,race,ethnicity,socio-economicandemploymentstatus,religion,nationalorregionalorigin,disability,age, sexual orientation, gender identity, andmilitary or veteran status.Weplace special emphasis on therecruitment of underrepresented minority (URM) faculty, which includes African American/Blacks,Hispanics/Latinos, and Native Americans who are considered underrepresented due to historical andcontemporaryunderrepresentationintheacademyrelativetoproportioninthegeneralU.S.population.AstheoldestconservatoryintheUnitedStatestoday,andasadivisionofoneoftheworld’sgreatuniversities,thePeabody Institutehas anespecially important role toplay in leading change in the fieldofmusic,andespeciallyclassicalmusic.Peabodyhaschosentoputastakeinthegroundaroundtheissueofdiversityandinclusion.Because thedisciplineof thearts,especiallymusic, requiresearlyaccess to training,moving theneedleheremandatesacommitmentby institutions likePeabodytomakediversityacorevalue. It isalsoenlightened self-interest. Audienceswill only grow and diversify and be there for the artists thatwe aretraining if the performers on stage diversify and look like audiences we want to attract. It is a virtuouscircle.Withtherapidlychangingdemographicsinthiscountry,itisbothvirtuousandurgent.Consequently,ThePeabodyDiversityPathwayTaskForcewasformedsome18monthsagoinordertomoreeffectivelyaddressimportantissuesarounddiversityandinclusionatPeabody.ThechargeofthegroupwastoexaminePeabody'scurrentstateofdiversitywithafocusonunder-representedcommunitiesandestablishalong-termplanthataddressesthediversitypipelineforstudents,faculty,andstaff,andindoingso,fosteranongoingconversationaboutdiversityatPeabodyandintheworldofclassicalmusic.Inordertofacilitatetheworkofthetaskforce,sub-committeeswereformedacrossthreeareas:StudentRecruitment;CurriculumandProgramming;andClimateandCulturalCompetency.ManyactionitemsandstepscameoutoftheseandotherdiscussionsatPeabody,includingestablishingthePeabodyInstituteDiversityFundtoseedprojects,andtheFacultyDiversityInitiative.Theseeffortsaremakinga difference as data in this report demonstrates. That said,muchwork remains to be done, andwe arecommittedtoseeingitthrough.InadditiontoitsworkacrosstheConservatory,Peabodyhasexpandeditscommitment toearly access through its Tuned-Inprogram,whichnowengagesmore than seventy young,mostlystudentsofcolorinthePeabodyPreparatory’sprograms,whichhasalreadyresultedinstudentscomingdirectlyintothePeabodyConservatorybywayofTuned-In.Perhapsmostimportant,everystudentcomingthroughTuned-Inhasgoneontocollege.PartofthisisalsoaboutchallengingourownhistoricnotionofprogramminginordertobroadenthemusicalbreadthofPeabody.Forexample,aDean’sIncentiveGrantspawnedacommunity-basedclassinHop-Hop;agospelclasspartnerswithchurchesinBaltimore;andJazzatPeabodyisonthevergeofarenaissancewithexcitingnewleadershipwhichwillbeannouncedintheNewYear.

Thisisonlyabeginning.Whatisrequiredisalong-termcommitmenttochangethefaceofclassicalmusic,andmusicgenerally. Thereisnoeasyroadandit isnotnearlyasfastaswewouldlike. But it isessential. It’sessentialtothefutureofmusic,tobuildingaudiences,tobreakingdownbarriers,andensuringaccessibilityandexcellence.Ultimately,excellencelivesindiversity.Ifwearenotgoingtoachievediversityinthearts,whichshouldbetheessenceofdiverse,wherecan itbeachieved?Thatisourchallenge,andThePeabodyInstituteiscommittedwithouthesitationtoitspartinleadingthischarge.

II.CurrentrepresentationofwomenandminorityfacultyTables1-4inAppendixApresentthedistributionofthefacultymembersintheconservatorybygenderandminoritystatususingdatageneratedinDecember2017bytheSAP.TheAssociationofAmericanUniversities’(AAU)datasetassistedinprovidingPeabodybenchmarksamongourpeersetforbothgenderanddiversity.(SeeAppendixB,August2016)Accordingtothesedata,womencomprise25-31%offacultyatpeerinstitutionsdependingontherankanddepartment.URMfacultyatthesesameinstitutionscomprise4-5%.A.WomenFacultyWomenfacultycurrentlycompriseapproximately36.5%oftheconservatoryfaculty.Ofthosehiredin2016-17,therewere10womenamongthe28newhires(36%).Theseincludedanahbella,thenewchairofDance,Anicia Timberlake, a strong appointment in Musicology, Du Yun, winner of the 2017 Pulitzer Prize inComposition,andtheaward-winningcomposer,NinaC.Young,servingasdistinguishedvisitingfaculty.B.URMFacultyUnderrepresentedminoritiesin2017comprise18percentofnewfaculty,andnearly7percentofourtotalconservatoryfaculty—morethandoublethatoffiveyearsagowhenitwas3percent.WeanticipateanotherrobustroundofURMhiringduringthe2017-18academicyear.ThePeabodycanreportasmallmeasureofsatisfactionintheirsuccessinhiringURMandwomenfaculty.Ofthe28newhires,thereare5newURMfaculty(18%). Ofparticularnote is JosephYoung,whohasbeenappointed theRuthBlausteinRosenbergArtisticDirectorofEnsembles. Mr.YoungisaPeabodyalumnusandmostrecentlytheAssociateConductoroftheAtlantaSymphony.Astheconductorofourstudentorchestras,Mr.Youngwillbecomeoneofthemostvisibleandoutward-facingfacultyatPeabody.Peabody isalsodelightedtohaverecruitedthenotedtubistVelvetBrown,aswellastheBraziliancomposerFelipeLara.Itisimportanttonotethatperhapsunlikeotherdivisions,adjunctappointmentsaresignificantandcommoninaConservatorysetting,astheyarerecruitedtoteachacrossdifferentareasofexpertiseandoftenincludesomeofourmostprominentfaculty. Forthatreason,PeabodygagesitssuccessindiversityamongfacultyinpartbybenchmarkingURMasapercentageoftotalfaculty.C.SummaryandGoalPeabodyinvestedinfacultyoverthe2016-2017academicyearbothtoaddresstheneedscreatedbyfacultyretirement and also to strategically expandprograms that are essential toour institutional priorities. Theurgentneedtofillpositionsweighedheavilyonouroverworkedfaculty,manyofwhomservedonmultiplesearchcommittees.WhilePeabodycanreportarecordyearforappointingURMandwomenfaculty,itisclearthatstillmoremustbedonebothforPeabodyandforthelargerfieldofwesternartmusic.

III.RecruitmentandSearchPracticesDevelopedinthesummerof2016andfurtherrefinedinthesummerof2017,Peabodyhasclearpoliciesforfacultysearcheswhichemphasizetrainingforsearchcommittees,includingrecognitionofunconsciousbiasesin the search process; enhanced outreach practices; and greater accountability. Each aspect of this planincludestheresponsiblepartyandongoingdecanaloversight.A.SearchCommitteeTrainingPeabody’s commitment to fair, unbiased searcheswhich yield adiversity and talented candidatepool andfacultyhiresstartswithstandardizedtrainingonrecruitmentstrategies,adiversityadvocateforeachsearch,andunconsciousbiastrainingforallmembersofthecommittee.1.HandbookonFacultySearches.ThePeabodyHandbookonFacultySearches(AppendixC)providesfacultymembersandadministratorswithcomprehensiveinformationandexpectationsonsearchesinauser-friendlyformat.Recruitmentissuesspecifictounder-representedminoritysearchesareintegratedintothisdocumentso that all search information resides in one place and strategies to enhance under-representedminorityrecruitmentbecomepart of the faculty search fabric, rather than residing separately as an “addon.” Thisdocument is available on the Peabody intranet at all times for all members of the faculty at:https://portalcontent.johnshopkins.edu/Peabody/conservatory/academicaffairs/Peabody%20Faculty%20Search%20Process%20FINAL%20FY17.pdf. Further, it is disseminated to all search committee members andreviewedindetailbytheSeniorAssociateDeanofInstituteStudiesattheinitiationofasearch.2.AppointmentofaDiversityAdvocate.Onememberof the searchcommitteewillbedesignatedby thecommitteetoserveasthediversityadvocate.Thispersonischargedwithensuringtheinclusivenessofthecandidatepoolandtheproceduresofthesearchprocess.Eachdiversityadvocatemustfamiliarizehim/herselfwithPeabody’sHandbookonFacultySearchesandreviewthelistedresponsibilitiesofthediversityadvocate.The JHU Office of Institutional Equity is an available resource to the diversity advocate on any questionsconcerninghis/herresponsibilitiesinthisrole.Thediversityadvocatemustreportateachstepofthesearchprocesstothedeanthespecificstepstakenbythesearchcommitteetoensurethatbestpracticeprotocolwasimplementinthesearchforexcellentanddiversefaculty.3.Traininginunconsciousbiasandthevalueofdiversity.Socialstereotypesbasedongender,raceorethnicitycan exist outside of conscious awareness. Although the most compelling testimony is often based on anindividual’sownexperience,provisionofstandardmaterialcanservetoalignthetypeofinformationprovidedacross committees and reduce preparation burden on the diversity advocate. JHU’s Talent Managementorganizationonlinecourseentitled,“DiversityMatters:FacultySearchesatJHU”isusedforthispurpose.ThispresentationincludesdataonrepresentationofwomenandunderrepresentedminoritiesintheSchoolandnationally,considerationsregardingthevalueofadiversefaculty,analysisoftheevolvinglandscapeofbiasinhiring,andbestpracticesinrecruitingadiversefacultyandfosteringawelcomingenvironmentforall.B.OutreachCreatingalargepoolofqualifiedcandidatesisthesinglemostimportantstepinconductingasuccessfulsearch.To generate a deep and diverse applicant pool, the committee must look beyond standard recruitmentpracticesandthepositionannouncement.1.Broadformaldisseminationoftheopportunity.PeabodyhasusedInterfoliosincethesummerof2016forfacultysearches.Thisnewlyavailablefacultyhiringresource,createsalandingpagewithauniqueURLtoserve

astheonlineapplicationforanopenposition.Thisinformationwillbesupplementedbyalist,compiledandmaintainedwithindepartments,thatincludesorganizations,professionalassociations,postdoctoralprograms,traininggrants,andsoon,thataretargetedatunderrepresentedminorityandwomenintheperformingarts.Therelevantinformationwillbeprovidedtothesearchcommitteebythedepartment’sdiversityadvocate(s)toensurethatthesearchopportunityiswidelydisseminated.2. Wording of advertisements. Advertisements should include proactive language regarding the School’scommitmenttorecruitadiverseandinclusivepoolofapplicants.3.Collegialoutreach.Facultyareoftenuncomfortabledirectlyreachingouttounder-representedminoritycolleagueswhotheydonotknowwelltoencouragethemtoapply.Peabodyconsiderseachcommitteetobearecruitmentcommitteeandnotareceivingcommittee.Asaresult,eachcommitteememberisresponsibletothediversityadvocatetoensurethattheyaretakingproactiveapproachtodevelopingthepoolofpotentialcandidates,includingfocusonthediversityofthatpool.4. Departmental Diversity Development Fund. In support of our commitment to diversity and inclusion,Peabodyoffersfundinginsupportofdiversityandinclusionactivitieswithinourschool.Departmentsmaybeeligibletoreceiveupto$1,500peracademicyeartowardstheexpensesofanon-campusvisitfromaguestlecturer,presenter,orperformer.Applicationsmustbesubmittedbythedepartmentchair.Awrittenfollow-upsummarydetailinghowthedepartmentbenefitedfromtheguest,bothmusicallyandintermsofdiversityandinclusion,willbesubmittedbythechair.Departmentsarepermittedtopooltheirfundingtocoverthecostsforvisitorsthatmutuallybenefittheirprograms.Theexpectationisthatthispoolofguestartistsmayatsomefuturetimebecomecandidatesforapositionwithintheconservatory.(AppendixD)C.AccountabilitySuccessfulimplementationofthisFacultyDiversityInitiativePlanisdependsonacceptanceoftheimportanceandbenefitoffacultydiversityfrommultiplestakeholders,rangingfromthefacultywhoserveonindividualsearchcommitteestodepartmentchairstotheDean’soffice.Keyfeaturesofenhancedaccountabilityincludebenchmarking, applicant tracking, formal evaluation of the search process, and annual analysis of therecruitment,retentionandtimeinrankofwomenandunder-representedminorities.

1.Benchmarking.AsdiscussedinSectionI:CurrentRepresentationofWomenandMinorityFaculty,PeabodyutilizesdatafromtheAAUDataExchangewhichisaccessedbytheJHUOfficeofInstitutionalResearch.Whilethe data set is not an exact match for the conservatory, it is the most appropriate benchmark currentlyavailable.(Fall2016)2. Applicant data collection. In August 2016, tracking of applicants for Peabodymoved to a new facultyapplicationplatform,Interfolio,implementedbyJHU.Thenewsystemincludesmanagementoftheworkflowofapplications,submissionofCVsandothermaterials,compilationofadvertisingvenues,andnotificationofapplicants.Applicantsprovidegender, raceandethnicitydatawithinthesystem,whichallowsreporting inaggregateforeachsearchatallpointsoftheprocess.(Fall2016)3. Approval of finalists. Key to increasing under-representedminority representation in the school is thecompositionofthelistofsemi-finalistsandfinalistsaskedtointerviewbysearchcommittees.Theselistsforallfaculty searches, summary characteristics for the applicant pool (based on Interfolio data) along with anexplanatory letter when needed, should initially be reviewed by the department’s Diversity Advocate forfeedback or suggestions. Once complete, it must be provided to the Dean for approval before on-siteinterviewscanbescheduled.(Fall2016)Whenappropriate,theDeanhasinstructedthecommitteetogobackandreconsiderthepooloffinaliststoensurethatalleffortshavebeenpursuedintheinterestofrecruitingadiversepoolofcandidates.

4. Annual reporting.An annual report on under-representedminority andwomen representationwill bepreparedandpresentedannuallytothePeabodyAcademicCouncil.Success,oritslack,inmeetingdiversityexpectationswillbediscussed,alongwithstrategiesneededtoreinvigoratetheprocess.(Summer2017)D.ContributionofJHUresourcesHiring any new facultymember is a resource-intensive process. Several financial resources are utilized tosupportthisprocess.Theseinclude:1.TargetofOpportunity(TOP)fund.TOPwasestablishedtosupportthetargetedrecruitmentofexceptionalanddiversefacultywithoutconductingatraditionalfullsearch.TOPfundscanberequestedforupto3yearsat$100,000ayearandcanbeusedtocoversalary,fringebenefits,andstart-upcostsfornewappointees.Todate(December2017),fundinghasbeenawardedforthesupportthehireofonenewmemberofthePeabodyfaculty.(on-going)2.VisitingProfessorship(orScholar) fund.This fundwasestablishedtoencourageflexibleand less formalarrangementsforbringingURMfaculty intothecommunity.Sucharrangementscanserveto introducetheSchool to the individual and the individual to the School and, if successful, may lead to future facultyappointments.Todate,theSchoolhasbeenawardedfundsforoneVisitingScholar.(on-going)3.TheDiversityPostdoctoralFellowshipprogram.Thisprogramwasformulatedtopreparepostdocsforfacultypositions,preferablyatJHU.Becauseofthenatureoftheperformingarts,wehavehadnoapplicantstothisthisprogram.(on-going)Additionalinformationabouttheseprogramscanbefoundhere:http://web.jhu.edu/administration/provost/programs_services/faculty_affairs/

IV.FacultyRetentionFacultyretentionistheothersideoftherecruitmentcoinand,asdescribedearlier,iscriticalinmaintainingrepresentationofunder-representedminorityfacultywhooftenaretargetsofrecruitmentatothertop-tierinstitutionsthatcanoftenofferfullsalarysupport.Offsettingthenewarrivals,mostfacultyhaveleftbywayofnaturalattrition:retirementfollowingalonganddistinguishedcareer.Wewillcontinuetomonitorthesupportthosefacultynewtoourfacultythroughvariousfaculty development initiatives developed since 2016 including Faculty Orientation, Faculty OpeningWorkshop, the Department Chair’s Leadership Breakfasts, a Peabody specific Lunch and Learn program,InstructionalTechnologyWorkshops,amongothers.

AppendixA:PeabodyConservatoryDiversityDataTable1:ConservatoryFull-Time/Part-TimeFacultyDiversityReporting

Table2:ConservatoryAdjunctFacultyDiversityReporting

AdjunctFaculty

Female Male Under-RepresentedMinorities*

counts percentages counts percentages counts percentages

Oct2017 96 35 36.5% 61 63.5% 9 9.3%

June2017 92 36 39.2% 56 60.8% 8 8.7%

May2016 78 28 35.9% 50 64.1% 6 7.6%

June2015 81 30 37% 51 63% 6 7.4%

June2014 85 29 34% 56 66% 6 7%

June2013 75 23 31% 52 69% 5 6.7%June2012 74 25 34% 49 66% 3 4%

FT/PTFaculty

Female Male Under-RepresentedMinorities*

counts percentages counts percentages counts percentages

Oct2017 82 30 36.6% 52 63.4% 3 3.6%

June2017 78 26 33.3% 52 66.7% 5 6.4%

May2016 81 28 34.6% 53 65.4% 5 6.2%

June2015 79 26 32.9% 53 67.1% 1 1.3%

June2014 82 26 32% 56 68% 3 3.6%

June2013 81 26 32% 55 68% 2 2.4%

June2012 84 26 30% 58 70% 2 2.4%

Table3:AggregateConservatoryFacultyDiversityReporting

TotalConservatoryFaculty

Female Male Under-RepresentedMinorities*

counts percentages counts percentages counts percentages

Oct-17 178 65 36.5% 113 63.5% 12 6.7%Jun-17 170 62 36.5% 108 63.5% 13 7.6%

May-16 159 56 35.2% 103 64.8% 11 6.9%

Jun-15 160 56 35.0% 104 65.0% 7 4.4%

Jun-14 167 55 32.9% 112 67.1% 9 5.4%

Jun-13 156 49 31.4% 107 68.6% 7 4.5%

Jun-12 158 51 32.3% 107 67.7% 5 3.2%

Table4:FY17ConservatoryFacultyRecruitingTotalFaculty 28

FT/PT 13 Adjunct 15

TotalFemale 10(36%) FemaleFT/PT 6 FemaleAdjunct 4

TotalMale 18(64%) MaleFT/PT 7 MaleAdjunct 11

TotalURM* 5(18%) URMFT/PT 1 URMAdjunct 4

*Under-represented minorities (URM) include American Indian/Alaska Native, Pacific Islander/NativeHawaiian,BlackandHispanic.Non-residentaliennotURM.

AppendixB:AAU/OfficeofInstitutionalResearchDiversityBenchmarkingData

AppendixC:PeabodyInstituteHandbookonFacultySearches

PeabodyFacultySearchProcess

OVERVIEWJohnsHopkinsUniversityiscommittedtohiringandretainingexceptionalfaculty.Wevaluetheuniversity’sstimulating,welcoming,anddiverseenvironment,andwebelievethatresearchandteachingareenrichedbyavarietyofperspectivesandthatstudentsmustbepreparedtoachievesuccessinaworldthatisbothglobalanddiverse.JohnsHopkinsencouragesthevigorousrecruitmentandretentionofdiversefaculty.Werefertodiversitybroadly,includingtherangeofgroupsandindividualswhosedifferencesarebasedongender,race,ethnicity,socio-economicandemploymentstatus,religion,nationalorregionalorigin,disability,age,sexualorientation,genderidentity,andmilitaryorveteranstatus.Weplacespecialemphasisontherecruitmentofunderrepresentedminority(URM)faculty,whichincludesAfricanAmerican/Blacks,Hispanics/Latinos,andNativeAmericanswhoareconsideredunderrepresentedduetohistoricalandcontemporaryunderrepresentationintheacademyrelativetoproportioninthegeneralU.S.population.ThefollowingfacultyrecruitmentpracticeshavebeenestablishedasstepstoguidePeabodyintheirrecruitingefforts.Asearchforaqualifiedcandidateshouldbeperformedforallfull-timeandpart-timecontinuingfacultyappointments.Exceptionsmaybemadeatthediscretionofthedean.Asearchinvolvesseekingtoidentifyadiversepoolofqualifiedcandidatesfromwhichtoselecttheindividualwhosebackground,experience,and/orfieldofexpertisebestmeetstheneedsoftheposition.Thecandidatepoolisusuallyarrivedatthroughadvertisingforthepositioninthenewspaper,ontheweb,intradejournals,and/orwithprofessionalassociationsoracademicinstitutions.

Onrareoccasions,acandidatemaybepresentedofsuchhighdistinctionthattheprocessisabbreviatedsothehiremaybemadedirectlyatthediscretionoftheDeanandtheuniversityProvost.

Theprocessisasfollows:1.OBTAINAPPROVALANDDETERMINESCOPEOFSEARCHThehiringofafacultypositionmustfirstbeapprovedbytheDeanofPeabody(Dean)ordesignee,SeniorAssociateDeanforInstituteStudies(SADIS),inwriting.ThedeanorhisdesigneewillworkcloselywiththedepartmentchairtodeterminethescopeofthesearchbasedonthestaffingneedsofthePeabodyInstituteandaproposedatimeframe.

2.APPOINTMENTANDCHARGEOFTHESEARCHCOMMITTEETheDeanorhisdesignee,inconsultationwiththechairofthedepartment,createsasearchcommitteewithemphasisontopicexpertiseandconcernfordiversity.Generally,theidealsearchcommitteehasapproximately4-6memberswhopossesstherelevantresearch,teaching,serviceandexpertiserelevanttoevaluatethecandidates.Thecommitteemustincludeatleastonememberfromoutsideofthedepartmentbeingfilledandonestudentliaison(preferablyagraduatestudent).Thestudentwillentertheprocessatthepointwherea“shortlist”ofcandidateshasbeenidentifiedandwillliasewiththeotherstudentsinthedepartment.Thestudentwillbeconsideredanex-officio,ornon-votingmemberofthecommittee.Wherepossibleandappropriate,thecommitteemembershipshouldrepresentadiversemixfromthepointofviewofgenderandrace.TheDeanorhisdesigneewillconvenetheinitialmeetingofthesearchcommitteetodiscussthenatureofthevacancyanditsformalannouncement.(SeeAppendixA,AddressingAffirmativeActionIssues)Searchcommitteesareaskedtofollowthefollowingprinciples:

• ThedeanofthedivisionislegallyresponsibleforensuringthateachsearchinhisorherdivisionisincompliancewiththeAffirmativeActionPlan.

• Afairandunbiasedsearchshouldbeusedtodeterminethebestcandidates.• Athorougheffortshouldbemadetoseekoutunderrepresentedgroups.• Thecommitteeshoulddiscussthebenefitsofdevelopingadiversecandidatepool.• Alladvertisementmustcontain,ataminimum,thestatement– AffirmativeActive/EqualOpportunity • Documentationmustbecompiledandkeptinacentrallocationforthreeyears.(keptinthe

Dean’soffice)• AcompleteAffirmativeActionreportmustbecompleted(thisisdonethroughtheDeans

office)

Inaddition,taskstobeaccomplishedattheinitialmeetingsofthesearchcommitteeinclude:• Discussanddevelopgoalsforthesearch• Discussandestablishedgroundrulesforthecommittee

Ø AttendanceØ Decision-making(Howwillthecommitteemakedecisions?Byconsensus?By

voting?)Ø ConfidentialityanddisclosureØ Othersearchspecificrequirements

• DiscussrolesandexpectationsforthesearchcommitteemembersØ RecruitapplicantsØ DevelopevaluationcriteriaØ EvaluatecandidatesØ Developinterviewquestions

Ø InterviewcandidatesØ HostcandidateswhointerviewoncampusØ EnsurethatthesearchprocessisfairandequitableØ Maintainconfidentiality

• Discusswhatexcellencemeansforthepositionyouareseeking

Itisthecommitteemember’sresponsibilitytoprotecttheconfidentialityoftheapplicant’scandidacyaslongasrequestedandpractical.Thisextendstoadiscussionofthecandidateswithanyoneoutsidethesearchcommitteeitselfincludingothermembersofthehiringdepartmentduringthesilentphaseofthesearch.Anycommitteememberfoundtohavebreachedconfidentialitywillimmediatelyberemovedfromthesearchcommitteeandmaybesubjecttoadditionalsanctions.3.DEVELOPAPOSITIONANNOUNCEMENTANDDECANALAPPROVALThesearchcommitteesubmits,forthedean'sapprovalorthatofhisdesignee,thedrafttextoftheadvertisementfortheposition.Itemstobeincludedintheadvertisementare:deadlineforsubmission,areasofspecialization,andalistofrequiredapplicationmaterials,instructionforsubmission,andanAffirmativeActionStatement.Considerationshouldbegiventodefiningthepositionbroadlytoexpandthenumberofcandidatesfromdiversebackgroundsandperspectives.Alsouselanguagethatwillsignalaninterestincandidateswhomaycontributetothedepartment’sdiversity.Includeinthepositionannouncementandinalladvertisementforthepositionthefollowingstatement:

JohnsHopkinsUniversityiscommittedtoactiverecruitmentofadiversefacultyandstudentbody.TheUniversityisanAffirmativeAction/EqualOpportunityEmployerofwomen,minorities,protectedveteransandindividualswithdisabilitiesandencouragesapplicationsfromtheseandotherprotectedgroupmembers.ConsistentwiththeUniversity’sgoalsofachievingexcellenceinallareas,wewillassessthecomprehensivequalificationsofeachapplicant.

Thedean’sofficeinconjunctionwiththemanagerofhumanresourcesadministersthesearch,placingthepositionannouncementinappropriatemedia,receivingapplicationmaterials,maintainingcontactwiththecandidates,andkeepingappropriaterecords.

4.DESIGNATEADIVERSITYADVOCATE&COMPLETEUNCONSCIOUSBIASTRAINING(seeAppendixBandAppendixC)Onememberofthesearchcommitteewillbedesignatedbythecommitteeinconsultationwiththedeantoserveasthediversityadvocatewhowillbechargedwithensuringtheinclusivenessofthecandidatepoolandtheproceduresofthesearchprocess.Theindividualwhoservesasthediversityadvocatewillbeselectedfrom,orfollowingtrainingbytheOfficeofInstitutionalEquity(OIE)willjoin,apooloffacultytrainedontheroleofthediversity

advocateandbestpracticesforconductingsearchesthatgenerateexcellentanddiversefaculty.Ifthesearchcommitteeisunabletodesignateaqualifieddiversityadvocate,thedeanshalldesignateadiversityadvocatetoserve,withpreferencegiventoseniorfacultymembersinthedepartmentconductingthesearch.Eachdiversityadvocatemustfamiliarizehim/herselfwithJHU’sResourceGuideforFacultySearchesandreviewthelistedresponsibilitiesofthediversityadvocate.(SeeAppendixB.)TheOIEisanavailableresourcetothediversityadvocateonanyquestionsconcerninghis/herresponsibilitiesinthisrole.Oncethediversityadvocatehasbeenselected,eachmemberofthesearchcommitteemustcompleteliveoronlineunconsciousbiastrainingconductedbyOIE.Astatementattestingtothecompletionofunconsciousbiastraining,collectiveagreementtosearchwithdiversityandinclusioninmind,andthedesignationofadiversityadvocateshouldbeincludedinthePreliminaryAffirmativeAction(AA)ReportforDecanalApproval(describedinStep7below).Attheconclusionofthesearch,thediversityadvocatewillberesponsibleforcompletingtheChecklistofRecommendedSteps,attachedasAppendixC.Theseeffortsarenotintendedtocreateanadministrativeburdenbut,rather,toensurethatthesearchcommitteefollowedbestpracticeprotocolinitshiringofanexcellentanddiversefaculty.5.PLANFORSECURINGADIVERSEAPPLICANTPOOLCreatingalargepoolofqualifiedcandidatesisthesinglemostimportantstepinconductingasuccessfulsearch.Togenerateadeepanddiverseapplicantpool,thecommitteemustlookbeyondstandardrecruitmentpracticesandthepositionannouncement.Thesearchcommitteeshould:Identifyanyinstitutionsorindividualsthatareespeciallysuccessfulatproducingwomenand/orunderrepresentedminoritydoctoratesand/orpost-doctoratesinthedesiredfield.Recruitactivelyfromthosesourcesaswell.Committeesshouldnotassumethatcandidatesarenotavailable(perhapsduetopartner’semploymentorotherissues).Ifunavailable,suchindividualsmaybecandidatesinfuturesearches.Theseindividualsshouldalsobeaskedtosuggestapplicants.Findouthowmanywomenandunderrepresentedminoritieshaveappliedforpastpositionsinyourdepartment,asapercentageofthetotalapplicantpool.Obtainthebestdataaboutavailabilitypoolstoassesswhetherwomenandminoritiesareunderrepresentedatentryorseniorlevelsintherelevantdepartmentorfield(availabilitymetricswillbeprovidedbytheInstitutionalResearchOfficeand/ortheOIE,inconsultationwiththesearchcommittee).Particulareffortsshouldbemadetoincreasethesourcesofinformationconcerningpotentialcandidatesfromanysuchunderrepresentedgroups.Inmakingtheseefforts,werecognizethatitcanbedifficulttoacquiredataonwhoreceiveterminaldegreesinparticulardisciplinesand

fieldsofexpertise,especiallyforinterdisciplinarysearches,boththosethatroutinelyoccurinsidesmalldepartments,andtheinterdepartmentalsearchesforprogramspecifichires.Produceasearchplanbasedonthisinformationbywhichadiverseapplicantpoolwillbegeneratedsuchthatitreflectsthedemographicsofafield-specificavailabilitypool.SeealsoResourceGuideforFacultySearches(sectionII,C).Thesearchplanshouldincludeabroadoutreach,particularlytoexcellentwomenandminoritycandidatesworking/studyingatabroadarrayofhighereducationinstitutions.Consideradvertisinginspecialtyjournalstargetedtowomenandminorities;thissignalstheUniversity’sconcernaboutdiversityandmayidentifypromisingapplicants.Somerecommendationsforbuildingthemostdiversecandidatepoolpossibleinclude:

• Advertisenotonlyinthestandardjournalsinyourfield,butalsoinpublicationstargetedtowomenandunderrepresentedminorityscholarsinyourdiscipline

• Identifyfellowshipprogramsinyourfield,especiallythosethataimtoexpandtherepresentationofwomenandmembersofminoritygroupsintheprofessoriate.Contacttheadministratorsoftheseprogramsandseektheirassistanceinannouncingtheposition.

• Makelistsofprofessionalmeetings,professionalsocietiesorassociations,andmembersoftheseorganizations,andusethemtorecruit.

• Identifycommittees,caucuses,orindividualsinyourprofessionalsocietiesthatworktoincreasetherepresentationofwomenandmembersofminoritygroupsinyourdiscipline.Solicittheirassistanceinadvertisingyourposition.

• Contactyouralumni/alumnaeandseektheirassistanceinrecruitingapplicantsforyourposition.

• Makecallsandsendemailsorletterstoawiderangeofcontactsaskingforpotentialcandidates.Askspecificallyforrecommendationsofwomenordiverseapplicants.

• Makeanefforttoidentifycolleagueswithdiversebackgroundsorexperiences.Suchcolleaguesmayhelpyoureachhighlyqualifiedminorityorwomencandidates.

• Callpotentialapplicantsdirectlytoencouragethemtoapply.Wheneverpossible,beginyourconversationbyreferringtothepersonwhorecommendedthatyoucontactthem.

• Activelyinvolveallsearchcommitteemembersinspecifictasks.Forexample,eachmemberofthesearchcommitteecancalltencolleaguestorequestrecommendationsofpotentialcandidatesandcanaskspecificallyforrecommendationsofcandidateswhoarewomenormembersofunderrepresentedminoritygroups.

6.PRELIMINARYAFFIRMATIVEACTIONREPORTOnceapoolofcandidateshasbeenidentified,thespecificeffortstakentogenerateadiverseapplicantpoolshouldbedocumentedbythediversityadvocate.Thisreportshouldbesubmittedtothedean’sofficebeforecandidatesareselectedtointerview.ThePreliminaryAffirmativeActionReportandthedataabouttheapplicantpoolwhichcanbeaccessedinInterfoliowillbereviewedbytheDeanand/orhisdesignee.Thedeanmayrequestthecommittee

(a) continuetobuildacandidatepoolfocusingonincreaseddiversity,or(b) thesearchcommitteewillbeauthorizedtobeginassessingtheapplicantpoolandselecting

alistofcandidatestointerview.

Uponapproval,theinterviewprocessmaybegin.

7.SELECTCANDIDATESFORTELEPHONEORVIDEOCONFERENCEINTERVIEWSApplicationsmustbeobjectivelyreviewedandevaluatedbasedoncandidates’individualrecords.Searchcommitteemembersandotherswhoevaluateacandidate’sfileshouldbesensitivetounconsciousbiasandotherinfluencesthatarenotrelatedtothecandidate’squalifications,butthatmay,asrecentresearchhasshown,affecthowapplications,recommendationlettersandcurriculavitaeareread.Foreachsearch,thedemographicsofthecandidatesselectedforinterviewsshouldreflectthedemographicsoftheapplicantpool(whichmeetsorexceedstheavailabilitypool).Ataminimum,committeesshouldstrivetoincludeatleastonequalifiedwomanorunderrepresentedminoritycandidateonthelistofintervieweesforeachsearch.Whilewerecognizethatmanyapplicantsdonotreportraceorethnicityontheirapplicationsandthatourdatamaythereforebelimitedinmakingthisdetermination,wearecommittedtoimprovingthediversityofourinterviewpooldespitetheselimitations.Ineachsearch,thecommitteeshouldconsultwiththediversityadvocateinmakingtheseassessments.Beforetelephoneorvideoconferenceinterviewsbegin,committeesshould:

• Developanagendafortheconversation• Designateatimekeeper• Determinewhowillconductandparticipateintheinterview• EnsurethatITsupporthasbeenarrangedandalltechnologytestedinadvanceofthe

interviews• Ensureclearcommunicationwiththecandidatesaboutrelevantdetailsinadvance

Ø ClarifywhowillinitiatethecallØ Remindtheparticipantsaboutdifferencesintimezonesand/ordaylight

savingstimeØ Provideinformationtotheapplicantinadvanceaboutwhowillparticipatein

thecallandhowlongitwilllast.Ø Ifdetailschangebeforethecall,informtheapplicantofthechanges.

8.SECONDAFFIRMATIVEACTIONREPORTOnceafinalpoolofcandidateshasbeenidentifiedforoncampusinterviews,thespecificeffortstakentogeneratethefinal,diverseapplicantpoolshouldbedocumentedbythediversityadvocate.Thisreportshouldbesubmittedtothedean’sofficebeforecandidatesareselectedforthefinalinterview.ThePreliminaryAffirmativeActionReportandthedataabouttheapplicantpoolwhichcanbeaccessedinInterfoliowillbereviewedbytheDeanand/orhisdesignee.Thedeanmayrequestthecommittee

(a) continuetobuildacandidatepoolfocusingonincreaseddiversity,or(b) thesearchcommitteewillbeauthorizedtoinviteafinalslateofcandidatesforanoncampus

interview.

Uponapproval,thefinalinterviewprocessmaybegin.

9.CONDUCTONCAMPUSINCLUSIVEINTERVIEWSDuringtheoncampusinterviews,thesearchcommitteeandthedepartmentarenotonlyevaluatingcandidatesbuthostingthemaswell.Onegoalofeverycampusvisitshouldbetoensurethateverycandidate,whethertheyareofferedthepositionornot,hasagoodexperienceduringthevisitandleaveswithapositiveimpressionofthedepartmentandthePeabodyInstitute.Foreachsearch,thedemographicsofthecandidatesselectedforinterviewsshouldreflectthedemographicsoftheapplicantpool(whichmeetsorexceedstheavailabilitypool).Ataminimum,committeesshouldstrivetoincludeatleastonequalifiedwomanorunderrepresentedminoritycandidateonthelistofintervieweesforeachsearch.Whilewerecognizethatmanyapplicantsdonotreportraceorethnicityontheirapplicationsandthatourdatamaythereforebelimitedinmakingthisdetermination,wearecommittedtoimprovingthediversityofourinterviewpooldespitetheselimitations.Ineachsearch,thecommitteeshouldconsultwiththediversityadvocateinmakingtheseassessmentsConsiderexpandingthelistofon-campusintervieweestoincludequalifiedcandidateswhowouldcontributetodiversity,especiallyindepartmentswherethedesireddiversitymaynotexist(e.g.,wherewomenorminoritiesareunderrepresentedinrelationtotherelevantapplicantpoolateitherentryorseniorlevels).On-campusinterviewsmayprovidetheopportunityforqualifiedindividualstodemonstrateadditionalstrengths,someofwhichmayhavebeenpreviouslyoverlooked.Thediversityadvocateandthedepartmentchairshouldmonitordiversity-relatedeffortsthroughouttheprocess,includingreviewingtheinterviewlistbeforeitisfinalized.Oncefinalized,thesearchcommitteechairshouldforwardtheinterviewlisttotheSADIS,withacopytothedean,forreview.Thedeanand/orhisdesigneewillreviewtheselectionofthosewhowillbeinvitedforcampusinterviewstoensurethatqualifiedcandidateswhowouldbringdiversityhavebeenappropriatelyconsidered.Ifthelistofintervieweesdoesnotincludeanywomenorunderrepresentedminoritycandidates,thechairofthesearchcommitteeshallwriteamemorandumtothedeanexplainingthecircumstancesthatresultedinthelimitedinterviewpool.Oncethedeanorhisdesigneehasapprovedtheinterviewlist,theinterviewsmaybegin.Thedean’sofficeinconsultationwiththecommitteechairandthedepartmentchairwillberesponsibleforschedulingthevisitandallarrangementssothatintervieweeshaveapositiveexperience.Eachcandidateshouldmeetwiththedeanorhisdesigneeforatleastahalfhourduringhis/hercampusinterviewvisit.Timeshouldbeallottedforeachcandidatetohavetheopportunitytomeetwithundergraduateandgraduatestudents.

Meetingsmaybescheduledduringtheinterview(and,ifapplicable,duringthelaterrecruitingvisit)withfacultyoutsidethedepartmenttointroducetheprospectivefacultymembertoabroadercommunityofscholarswhosharebackgroundorinterests.Thisisespeciallyhelpfulifthecandidateisfromademographicgrouporscholarlyfieldthatisnotwellrepresentedinthedepartmentorrelatedtootherdisciplines.Allinterviewersshouldbefamiliarwithlegalguidelinesregardingwhatquestionsshouldbeavoidedduringaninterview.SeeabriefsummaryinAppendixE.10.MAKETHEFINALSELECTIONThesearchcommitteewillencourageeveryonewhointerviewsthecandidatestoofferfeedbacktoinformtheevaluationofapplicants.SeethesampleforminAppendixFasaguidelineforevaluatingcandidates.Itisrecommendedthateachinterviewercompletesuchaform.Ataminimum,thesearchcommitteemembersshouldusethisform(oronelikeit)toensurethateachdimensionofthecandidate’sapplicationhasreceiveddueattention.Eachapplicantwillbeevaluatedbasedonthecriteriaestablishedwhenthefacultypositionwascreated.Aftertheinterviewsarecompleteandthecommitteehasvoted,thecommitteemustconveneinordertodeliberateandmakefinalrecommendationstotheDeaninwriting.Wheneverpossible,thecommitteeshouldrecommendmorethanonecandidate.Thesearchcommitteeisencouragedtoprepareawrittenreporttothedepartmentandthedeantoprovidebackgroundinformationonwhowasselectedforthepositionandthebasisforsuchselection

Whenthedeanmakesadecision,he/shewillprovidearationaleforthedecisiontotheAcademicCouncil.

11.NEGOTIATIONWITHTHECANDIDATENegotiationswillbecarriedoutinatimelyandrespectfulmannerbythedeanorSADIS.Thedean’sofficemayrequestassistancewiththerecruitmenteffortfromfacultyandacademicleadersbothinsideandoutsidethedepartmentasnecessary.12.WELCOMETHERECRUITOncethecandidatehasbeenofferedthepositionbythedepartmentchair,congratulatoryphonecallsormessagesfromotherfacultycancommunicatetheenthusiasmofthedepartmentandhelpthecandidatefeelwelcome.ThedepartmentandschoolshouldbemindfulofpossibleconcernsthatrecruitsmighthaveaboutworkingatJohnsHopkins.Suchconcernsmayincludefamilyleave,childcareandschooloptions,spouse/partneremployment,asenseofisolation,possibleexcessiveworkburdens,orwhetherlocalcommunitieshavedesiredsocial/culturalactivities.Treatthespouse,partnerorsignificantotherwell.Suchpersonsshouldbegiveninformationaboutresourcesandofficesthatmaybeofinterest,suchastheWork,LifeandEngagementOffice

(http://hopkinsworklife.org/,aresourceconcerningemploymentopportunitiesforspouse/partner,work/lifebalanceissues,childcare,andinformationregardingthelocalcommunity).Questionsorconcernsraisedbyarecruitshouldberespondedtoasquicklyaspossible.Thedean’sofficeisaresourceforassistanceinrespondingtorecruits’questions.13.SUBMITTODEAN’SOFFICEFINALAFFIRMATIVEACTIONREPORTANDFORMALAPPOINTMENTREQUESTThefinalaffirmativeactionreportshouldbesubmittedassoonasfeasibleaftertheofferofemploymenthasbeenacceptedbythecandidateasdemonstratedinasignedletterofintent.Providetherationalfortheselectionofthefinalcandidatesanddocumenttheeffortstoensureafairsearchcommittedtodiversity.(SeeAppendixD.)14.POST-SEARCHPROCESSFinalistswhoarenotselectedshouldbeinformedsoonaftertherecruithasacceptedtheoffer.CandidateswhorejectofferstocometoJohnsHopkinsshouldbecontactedbythedepartmentchairtoidentifythereasonsfortheirdecision,includingfeedbackaboutthesearchandrecruitmentprocess.Namesofminorityandwomencandidateswhowereidentifiedbythesearchcommitteeaspromisingscholarsbutwhomayhaveneededadditionaltimetodeveloptheirresearchshouldbenoted,keptonfile,andnotifiedoffuturefacultysearches.

APPENDIXAFirstMeetingoftheSearchCommitteeOncethesearchcommitteechairandcommitteemembershavebeenselected,itistimetoholdthefirstmeeting.Theitemsbelowshouldbepartofthatmeeting.

• Reviewthechargetothecommittee,includinglegalrequirementsanddocumentation.

• Identifythetaskstobecompletedbythecommitteechairanddevelopatimeline.

• Identifythetaskstobecompletedbythesearchcommitteeanddevelopatimeline.

• Establishcommitteeexpectationsregardingconfidentialityandattendance.• Establishasearchcommitteemeetingschedule.• Identifyasearchadministratortohandlecorrespondence,travelarrangements,

itinerariesforcandidateswhovisitcampus,andsearchdocumentation(including,whereappropriate,minutesofsearchcommitteemeetings).

• Designateadiversityadvocate• Determinematerialstobesubmittedbycandidates.• Identifywaysinwhichthecommitteeasawholewillensurethataffirmative

action/diversityisproperlyaddressed.• Thedeanordesigneeshouldadvisethecommitteeoftheaffirmative

action/diversitycommitmentofthedivision.• Thedeanordesigneeshouldadvisethecommitteetoseekcandidateswhohave

demonstratedacademicexcellence,andunderrepresentedcandidatesshouldbeencouragedtoapply.

• Committeememberscompleteunconsciousbiastraining,

(ResourceGuideforFacultySearches(2014))

APPENDIXBTheRoleoftheDiversityAdvocateEachsearchcommitteeshalldesignateoneindividualasthediversityadvocate.Thisindividualassumesprimaryresponsibilityformonitoringdiversityactivitywithinthesearchprocess.Thegeneralresponsibilitiesofthediversityadvocatearedetailedbelow.Ingeneral,thediversityadvocateshould:

• Beavocalandresponsibleadvocatefordiversityandinclusion,keepinginmindthegoalsandprinciplesofdiversity;

• Activelyassesseachstageofthesearchprocesstoensureanequitableandopensearchconsistentwiththegoalsestablishedattheonsetoftheprocess;

PeabodyInstituteFacultyDiversityInitiativeJanuary2018

• Facilitatethoughtfulexchangesabouthowdiversitycanhelpthedepartmentclosethegapbetweenthecurrentstateandaspirations(e.g.,attractabroadermixofmajorsorgraduatestudents,mentordiversestudents,offerdifferentcurricularorresearchopportunities,attractfunding,etc.);

• Leaddiscussionsrelatedtostrategiesfordevelopingadiversepoolthatcouldleadtoattractingandhiringwomenandunderrepresentedminorities,personsofcolor,personswithdisabilities,andveterans;

• Keeptheissuesatthecenterofeverystrategicconversationandeachphaseofthedecision-makingprocess;

• Assistthecommitteeinself-scrutinyaboutpotentialbiasestowards,forexample,identitygrouporacademicaffiliations;

• Encouragesearchcommitteememberstothinkabouthowinnateschemasmayleadtounconsciousandunintendedbiasinhowmembersrelatetoindividuals/events/informationthroughouttheevaluationandselectionprocess;

• Suggestareviewofoneormoreofthefollowinglinkstodrawattentiontotheissues:o OhioState’sBiasandSchemasVideo:

http://www.youtube.com/watch?v=UZHxFU7TYo4&feature=plcpo HarvardUniversityProjectImplicitInvestigatingthegapbetweenintentionsand

Actions:http://projectimplicit.net/index.htmltotaketheImplicitAssociationTest(IAT),see:https://implicit.harvard.edu/implicit/

• Drawattentiontothepotentialassumptionsindividualmembersmaybringtotheirevaluationofcandidateswhenthisleadsthecommitteeawayfromanobjectiveassessmentoftheknowledge,skills,andexperiencesnecessarytobeatopcandidate.

TheDiversityAdvocateshouldnot:• Attempttocontroltheoutcomeofthesearch;• Replicatetheroleofthechairofthesearchcommittee;• Assumeanunderstandingofothers’motives,goalsorobjectives;• Bepassiveoroverlydeferential;• Disengagefromtheprocessiffrustrated,confused,worriedorconcerned.

TheOfficeofInstitutionalEquity(OIE)isanavailableresourcefortrainingandadvisingtheDiversityAdvocateatanystageinthesearchprocesstohelpaddressanyquestionsorconcernsregardingtheroleofthediversityadvocateinthesearch.Pleasecontactthechiefdiversityofficer,OIE,410-516-8075.

PeabodyInstituteFacultyDiversityInitiativeJanuary2018

APPENDIXCDIVERSITYADVOCATE’SCHECKLISTOFCOMPLETEDSTEPS

1. SearchCommitteeMembersCompletedUnconsciousBiasTraining.2. PositionAnnouncementreviewedtoensurethatthepositionisdefinedbroadlyenough

toattractabroadapplicantpool.3. PositionAnnouncementsubmittedtoDean’sOfficeforapproval.4. Havesecuredadiverseapplicantpoolbydevelopingasearchplan,usingdataon

availabilitypoolsandincludingabroadoutreacheffort.5. Submitpreliminaryaffirmativeactionreporttoalldepartmentmembersandtothe

dean’sofficefordecanalapproval.6. Assessdiversity-relatedeffortsthroughouttheinterviewselectionprocesstoensure

thatqualifiedcandidateswhowouldalsobringdiversityareappropriatelyconsidered.7. Reviewtheshortlistofcandidatesbeforeitisfinalized.8. Monitortheinterviewprocesstoensurethatallstepsaretakentomakeitinclusiveand

welcomingforthecandidates.9. ReferallinterviewerstoAppendixEregardingwhatquestionsshouldbeavoidedduring

interviews.10. EncourageallthosewhointerviewormeetthecandidatetocompletetheCandidate

FeedbackForm.(SeeAppendixFforsample)11. Submitfinalaffirmativeactionreportassoonaspossibleaftertheofferofemployment

hasbeenacceptedbythecandidateasdemonstratedinasignedletterofintent.12. Encourageeveryonewhowillbemeetingtherecruittobewelcoming,responsiveand

helpful.

APPENDIXDInstructionsforPreparingAffirmativeActionReportTheAffirmativeActionReportisgeneratedintheFacultyApplicantSummarySystemoncethesearchiscompleted.ThedeanisresponsibleforensuringthattheAffirmativeActionReportiscompletedforFacultyAppointments.Theprincipleofopenrecruitmentrequiresthateffortsbemadetomaketheavailabilityofthepositionandrequiredcredentialswidelyknowntoprospectivecandidates,especiallythosewhoareunder-representedminorities.Advertisementisonemeansofopenrecruitingandsuchadvertisementsshouldatminimumindicatethat“JohnsHopkinsUniversityisanEO/AAemployercommittedtorecruiting,supporting,andfosteringadiversecommunity.”Adescriptionofthepositionshouldbeavailabletoallcandidates.OthermeansofopenrecruitingaredetailedinAppendixDoftheResourceGuideforFacultySearches.Documentationofallrecruitingmethodsshouldbeattachedtothisreport.

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APPENDIXEBasicInterviewGuidelinesunderFederalLawTOPIC QUESTIONSTOAVOID PERMISSIBLEQUESTIONSAge Age,birthdate,dateof

graduationNone

Citizenship WhethercandidateisaU.S.citizen;placeofbirth

WhethercandidateiseligibletoworkinU.S.

Disabilities Anyquestionaboutacandidate’shealth,medicalconditionorillness,oronethatisforthepurposeofelicitinginformationaboutadisability

Questionsabouthowcandidatewouldperformthejobandwhethercandidatecouldperformteaching,researchandotherrelatedjobfunctionswithorwithoutaccommodation

Maritalandfamilystatus

Questionsaboutmaritalstatus,childcare,childrenorpregnancy

Mayinformcandidatethatinformationregardinguniversityfamilypoliciesandservicesisavailableandthenrefercandidatetoappropriatecampusresources(Work,LifeandEngagement)

Race Anyquestionaboutindividual’srace,nationalorigin,ethnicity,or(unlessrelevant)languagesspoken

None

Religion Questionsaboutreligiousaffiliation

None

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APPENDIXFCandidateFeedbackForm

PeabodyInstituteFacultyDiversityInitiativeJanuary2018

AppendixD:DepartmentalDiversityFundApplication

DepartmentalDiversityDevelopmentGrant2017-2018ThePeabodyInstituteoftheJohnsHopkinsUniversityvaluesdiversityandinclusion.Wearecommittedtoaclimateofmutualrespectandcivilityamongmembersofourcommunity.Peabodyrecognizesthatdisabilityisanaspectofdiversity.Ourgoalistocreatelearningenvironmentsthatareusable,equitable,inclusiveandwelcoming.Insupportofourcommitmenttodiversityandinclusion,Peabodyoffersfundinginsupportofdiversityandinclusionactivitieswithinourschool.Departmentsmaybeeligibletoreceiveupto$1,500peracademicyeartowardstheexpensesofanon-campusvisitfromaguestlecturer,presenter,orperformer.Applicationsmustbesubmittedbythedepartmentchair.Awrittenfollow-upsummarydetailinghowthedepartmentbenefitedfromtheguest,bothmusicallyandintermsofdiversityandinclusion,willbesubmittedbythechair.Departmentsarepermittedtopooltheirfundingtocoverthecostsforvisitorsthatmutuallybenefittheirprograms.

Instructions

1. Completetheapplicationformbelow.2. Savethecompletedapplicationfileasapdfandsubmitasane-mailattachmenttoEllen

Slusarczyk(eslusar1@jhu.edu).3. Decisionnotificationswillbesentviaemail.Ifapproved,pleasecontactEllenSlusarczykfor

instructionsonhowtoreimburseexpenses.

DepartmentInformationChair Name Email Department Phone

Proposedperformer/visitorName Email Affiliation Phone Date(s) of Event

TitleandEventDescriptionIncludepreliminaryscheduleincludingeventspaceandotherrequirements,ifneeded.

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PerformerBioBriefbiographicalinformationabouttheperformerorvisitor,includingweblinks:

BenefitstotheDepartmentExplainhowtheproposedvisitorwouldbenefityourdepartment,bothmusicallyandintermsofdiversityandinclusion

BudgetEstimateItem Cost (estimate) Transportation (Air, train) Miles, if driving Lodging Ground transportation (Cab)

Honorarium Meals with department Other Total