STEM Depts looking for early career/postdocs of color to hire?

If you post your job on the @sacnas jobs board https://careercenter.sacnas.org/ , show me that, & then, I can share your targeted email to a list of 300+ minority STEM PhDs. #PointGuardWantingToDropDimes 1/n

In my experience & published research in this area, I think HIRING DIVERSE FACULTY is EASY if this is something YOU VALUE.

1. qualified candidates exist.
2. is your college (dean) & dept prepared to attract, recruit, and retain these individuals; 2/n

2a. Faculty find hot shot grad students to follow, often years in advance, for postdocs to faculty jobs. Apply this approach to fill intellectual holes in your dept like you do for subdisciplines. EDI background/skills are as important as filling that physiologist hole. 3/n

2b. Invite Postdocs of Color (or UR) for dept seminars every semester; "kick the tires" so to speak. Put pressure on your deans/college to opportunity hire. If nothing else, you have given a UR-candidate a job practice experience/CV boost. 4/n

2c. If you are at on-paper or actually "less attractive location for UR folks", then this dept seminar is an opportunity to convince these individuals that "Hey, _____ is actually great/nice/okay/doable." See Ames, Iowa for example. 5/n

2d. Do you have a committed faculty leadership ready to welcome someone for whom they have not hired before? Is the job description written to include the un-documented, disproportionate additional labor that POC/UR folks do when the students come running for mentoring? 6/n

2e. Is the dept chair ready to run interference until tenure from other higher ups who want this new POC/UR hire to serve on University/College level committees/panels, etc...? Smart depts already do this for all new hires, but it needs to be stronger for POC/UR hires. 7/n

2f. Stop the “Post and Pray” technique of job posting. Do you have a robust plan for spousal accommodations? 54% male/83% of female scientists have a partner in acad science. Outside of a recent failure that I'm still mad about, Iowa State has been great on this issue. 8/n

2g. Establish a Family Advocate who is independent & anonymous to the search committee/dept. They meet w/ each candidate to answer questions about "life in ____" so the POC/UR person can ask all the questions that would not be appropriate in the interview. 9/n

2h. Reiterate an earlier pt: POC/UR candidates through their lived exp in the USA & academia, bring a skillset independent of their research expertise that EVERY department needs. This as important as the need for a new Limnologist, Microbiologist, Inorg chemist, etc 10/n

2i. Say you are in a less attractive location for POC/UR: then pay a 5-10% tax with higher salaries & start-up. It is waaay more cost effective than being cheap & getting out bid by other "more attractive" locations or losing someone after 3-5 years. And be prepared for 11/n

this young hotshot scientist of color/UR to be lured away from by other universities. Again, if you value maintain EDI in your dept/college, then you will make good faith efforts to retain them. ISU has failed in this regard in my exp.. 12/n

2j. I am sure there are more things that I am not thinking of at the moment, but I need run an errand before my next set of meetings (I already voted). Others can add things that I forgot or that your programs are doing. 13/x

Re: Stop the “Post and Pray” technique of job posting. 1) Build relationships w/ @SACNAS, @ABRCMS, @AISES. Recruit from there. 2). POC/UR have networks, we talk. I've a list of "no go" depts & individuals. 3) Recruit at @iracda2021 & target @aaas Policy Postdocs among others.