Presidential Taskforce for Opportunity and Equity Recommendations

Auburn University is committed to fostering a diverse, equitable, and inclusive environment for all students, faculty, staff, alumni, and guests. The university’s continuing commitment is reflected in the efforts of our academic units in collaboration with the Office of Inclusion and Diversity in the Office of the Provost. Features of this work, including links to additional campus resources, can be found below.

These efforts are meant to complement institutional efforts, including the Presidential Task Force for Opportunity and Equity, and the ongoing work of the Office of Inclusion and Diversity.

Status Key: Early Development Stage; In Progress; Near Completion

Recommendations for Recruiting and Retaining Diverse Faculty:

Initiative:

Develop a focused and targeted, high priority, program dedicated to inviting diverse scholars to campus for internships, guest lectures, collaborative research, and/or six months to one year residency programs. Target HBCUs and SEC schools.

Owner:
College/schools with assistance from OID
Timeline:
Spring 2022
Status:

Current progress centers on benchmarking existing diverse scholar and faculty efforts that can be used as models to replicate on our campus, while also supporting new models. Ultimately, OID will collaborate with academic colleges/schools to develop a signature effort that invites underrepresented scholars to the Auburn community.

Initiative:

Use SEC network and other discipline specific networks to recruit diverse graduate students and to identify new PhDs with diverse backgrounds for Post Doc and assistant professor positions at AU.

Owner:
College/schools with assistance from OID
Timeline:
Fall 2021
Status:

The VP for Inclusion and Diversity is directly involved in regular meetings on behalf of the Office of the Provost with the SEC Emerging Scholars Program. Those meetings are steadily moving forward. OID is developing a draft format for the Fall 2021 launch of the SEC Emerging Scholars Program. The unit has invited Dr. Torie Johnson, SEC Associate Commissioner for Academic Relations to address the Auburn Future Faculty Initiative (AFI) group once plans for a launch are finalized.

Initiative:

Create a “Building Future Faculty” program (examples include at North Carolina State University, University of Missouri, Virginia Tech., etc.) for diverse faculty.

Owner:
OID designed; implemented by colleges/schools
Timeline:
Fall 2022
Status:

The Preparing Future Faculty Program hosted in the College of Engineering has completed two pilot iterations in 2019 and 2021. The PFF workgroup is currently working to determine how this program can be best positioned as a strategic faculty talent identification effort for Auburn. 

Initiative:

Implement a system that collects information on where doctoral students and post-doctoral researchers secure positions upon graduation.

Owner:
Graduate School
Timeline:
Fall 2021
Status:

The Graduate School administers the First Destination survey to track graduate student placement after graduating Auburn. This is being enhanced by increased reporting and disaggregation for college/school level dissemination. Further collaboration with HR is needed to include post-doctoral researchers in this survey.

Initiative:

Examine data from the PeopleAdmin automated applicant flow system and use this data to inform efforts on diversifying the faculty pool of applicants.

Owner:
OID
Timeline:
Spring 2021
Status:

PeopleAdmin capacities have been increased to facilitate applicant pool diversity data availability. Further training will be conducted with HR liaisons to ensure capacity to implement this into practice at scale.

Colleges/schools will benchmark their applicant pool diversity against the diversity of their field, discipline, current student body, current faculty, EEO goals, and/or other factors to determine the most effective talent outreach approaches.

Initiative:

Each college/school should establish policies and procedures that hold search committees and departments accountable and responsible for their faculty hiring policies, procedures, and outcomes.

Owner:
Colleges/schools with assistance from OID
Timeline:
Fall 2021
Status:

OID is completing a workbook highlighting promising practices in faculty recruiting and developing an ongoing search education series that prepares Auburn for engaging in search processes through an inclusive excellence lens. These search education sessions will be offered in partnership with HR on an ongoing and by request basis.

Initiative:

Each college/school should develop position descriptions that clearly embed the values of diversity, equity, and inclusion.

Owner:
Colleges/schools with Provost HR assistance
Timeline:
Fall 2021
Status:

Auburn has adopted standardized language signaling the importance of a commitment to diversity that is included in all staff search processes. OID and Provost HR are continuing to explore baseline diversity, equity and inclusion language for all faculty search processes. Additionally, guidance will be shared via the faculty search booklet and in ongoing search education sessions toward more clear and robust diversity, equity, and inclusion values.

Initiative:

Each college/school should develop guidelines to encourage the hiring of faculty who will enhance the diversity of each of its units. At a minimum, college/schools should require diversity in the final pool of candidates for all tenure-track faculty positions.

Owner:
Colleges/schools
Timeline:
Fall 2021
Status:

Faculty are able to examine applicant diversity through increased PeopleAdmin capabilities. OID will provide consultative and advisory guidance and support toward the development of diversity outreach and recruitment plans by request from departments. In some cases, OID will provide additional funding toward unit based strategic recruitment goals. The ongoing education  provided by OID will ensure faculty are able to implement best and promising strategies toward attracting candidates that enhance the diversity of their unit.

Initiative:

Each college/school’s Human Resource representative should assure that each member of a faculty search committee receives robust and intentional training relative to implicit and/or unconscious biases.

Owner:
Colleges/schools
Timeline:
Fall 2021
Status:

All Auburn employees will receive education on developing supportive, healthy, and inclusive work environments as a part of the EverFi learning series. Further, OID and HR will continue to offer learning opportunities related to implicit bias, search education, and psychological safety. HR Liaisons can track participation in their area as appropriate.

Initiative:

Encourage and incentivize dual/partner and/or opportunity hiring strategies to recruit diverse faculty.

Owner:
Colleges/schools
Timeline:
Fall 2021
Status:

Auburn's dual career guidance will be communicated broadly and consistently through ongoing education and supporting material.

http://www.auburn.edu/academic/provost/pdf/guidelines-dual-career-services.pdf.

Initiative:

Develop a mentoring program for diverse faculty with an emphasis on preparation for promotion and tenure.

Owner:
Colleges/schools with assistance from OID
Timeline:
Fall 2021
Status:

OID will provide several faculty mentoring experiences starting in Fall 2021. These efforts include utilizing Auburn's institutional membership of the National Center for Faculty Diversity and Development to provide workshops as well as to co-sponsor faculty participation in the Faculty Success Program; dedicated to mentoring faculty on productivity and success. OID will also increase its engagement with the Biggio Center to further support of faculty mentoring and success.

Initiative:

Regularly conduct equity audit of all faculty searches to determine progress and impact; ensure diversity in hiring pools, overall, and diverse candidates among finalists.

Owner:
Colleges/schools with assistance from OID
Timeline:
Fall 2021
Status:

OID is establishing reporting and evaluation protocols for equity auditing processes, including education session surveys, post-search survey, applicant pool diversity, faculty participation in success efforts, and other progress indicators.

Last updated: July 14, 2021