Penn is committed to recruiting, hiring, and supporting an excellent and diverse faculty. We encourage search committees to use the resources below. Please contact the Office of the Vice Provost for Faculty with questions and for additional resources.
Diversity Search Advisors (“DSAs”) are charged with ensuring that faculty search processes are broad, inclusive, and designed to bring outstanding professors to Penn. In directly shaping the professoriate for years to come, DSA service is vital to Penn’s mission.
The DSA is expected to:
Wherever possible, search committees should have members from groups underrepresented on the Penn faculty, proponents of diversity, and individuals with clinical and research interests compatible with those sought through the search.
The DSA should approve the position description for breadth and clear notice of position qualifications, as well as inclusion of diversity-related qualifications, including cultural competency, working with diverse populations, mentorship of diverse students, and research interests compatible with work of others in the school.
Faculty Positions published in Interfolio Faculty Search are automatically posted to Penn’s Faculty Job Board. The University provides support for posting positions at several other outlets. Departments should also post descriptions on job boards, listservs, conferences, and other forms of outreach specific to the field and sub-fields, including outlets targeted to underrepresented groups.
Personalized outreach and connections are essential in reaching and encouraging applications from excellent diverse faculty candidates, including those who are members of underrepresented groups. Schools and departments should proactively identify and follow outstanding potential diverse faculty hires who can present opportunities for future appointments.
The DSA should review and approve the short list of candidates before a finalist(s) is selected. If this initial list is not representative of the pool of applicants, the committee should consider whether qualified underrepresented candidates have been overlooked and whether further outreach should be conducted to expand the pool. All candidates should be evaluated in the same manner and using the same criteria. Search committees are encouraged to read applicants’ work and not be swayed by subjective and irrelevant criteria.
The committee should stay in touch with other candidates while offers are outstanding. The committee should also promote an open and inclusive environment during recruitment. During recruitment and transition processes, the committee should also work with the candidate to address individual needs and concerns (e.g., caregiving, K12 schooling, dual career ).
Since 2017, the University has required latent bias training for faculty members involved in searches.
The Office of the Vice Provost for Faculty offers a new asynchronous course through Workday Learning, as well as in-person bias training workshops. The asynchronous course and in-person workshops are open to all interested faculty members, specifically faculty search committee members and new Diversity Search Advisors. Read more about bias training for faculty here.
Schools and Departments may also be interested in additional trainings. For more information, contact the Office of the Vice Provost for Faculty: provost-fac@upenn.edu
The University offers two programs to support recruitment and retention of Penn faculty: the Faculty Opportunity Fund and the Dual Career Fund. Department chairs are encouraged to reach out to their deans and Vice Provost for Faculty to discuss these opportunities.