Faculty Recruitment for Excellence and Diversity
Faculty Recruitment for Excellence and Diversity, or FRED, is a training program designed to assist people who serve on hiring committees with broadening their decision-making processes during a hire, and confronting often unconscious prejudices sometimes evident in those decisions. All MagLab staff who serve on a search committee for faculty positions in science will be required to attend FRED training, designed to present strategies and tactics for recruiting to improve diversity and excellence among scientists at the Magnet Lab.
Attendees participate in activities and learn about national and field-specific hiring demographics. They learn about the benefits of a vibrant, diverse workplace and develop tools to broaden their hiring processes and decisions. They also learn about unconscious biases, the concept of broad, “open” searches, and the extent of scholarly work about diversity.
FRED was organized in collaboration with the Alliance for Advancement of Florida’s Academic Women in Chemistry and Engineering (AAFAWCE), an organization devoted to increasing the representation and promoting the advancement of academic women in STEM fields, thus developing a more diverse workforce. AAFAWCE is a collaboration of five Florida universities: University of South Florida, Florida State University, University of Florida, Florida Agricultural and Mechanical University and Florida International University.
Presentation
Penny Gilmer, the Nancy Marcus Professor Emerita in the Chemistry and Biochemistry Department at Florida State University, has created several FRED training presentations.
Source Materials
The following articles are cited in the FRED presentation. They are listed below, along with summaries, for the convenience of readers seeking more information. Where available, links to the publications are provided. If you or your institution subscribes to the journal, the below links should take you to the relevant article. If you are unable to access the article in its entirety, please contact Roxanne Hughes, director of the lab’s Center for Integrating Research & Learning, for assistance.
Adam (1981). Stigma and employ ability: discrimination by sex and sexual orientation in the Ontario legal profession. The Canadian Review of Sociology and Anthropology, 18(2): 216-221. Go to article or read summary (PDF).
Bauer & Baltes (2002). Reducing the effects of gender stereotypes on performance evaluations. Sex Roles 9/10, 465-476. Read summary (PDF).
Bertrand, M. & Mullainathan, S. (2004). Are Emily and Greg more Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination. American Economic Review, 94(4), 991-1013. Go to article or read summary (PDF).
Carrell, S.E., Page, M.E. & West, J.E. (2009). Sex and science: How professor gender perpetuates the gender gap. National Bureau of Economic Research (NBER) Working Paper No. 14959, Cambridge, MA. Go to article or read summary (PDF).
Ceci, S.J. & Williams, W.M. (2011). Understanding current causes of women’s underrepresentation in science. PNAS, 108(8), 3157-3162. Go to article or read summary (PDF).
Cole, J.R. & Zuckerman, H. (1987). Marriage, motherhood and research performance in science. Scientific American 256(2), 119-125. Go to article or read summary (PDF).
Correll, S.J., Benard, S. & Paik, I. (2007). Getting a Job: Is there a motherhood penalty? American Journal of Sociology, 112(5), 1297-1339. Go to article or read summary (PDF).
Dovidio, J.F. & Gaertner, S.L. (2000). Aversive racism and selection decisions: 1989 and 1999, Psychological Science, 11(4), 315-319. Go to article or read summary (PDF).
Ely, R.J. & Thomas, D.A. (2001). Cultural Diversity at Work: the Effects of Diversity Perspectives on Work Group Processes and Outcomes, Administrative Quarterly 46(2), 229-273. Go to article or read summary (PDF).
Fiske, S.T., Cuddy, A.J.C., Glick, P. & Xu, J. (2002). A model of (often mixed) stereotype content: Comptence and warmth respectively follow from perceived status and competition. Journal of Personality and Social Psychology, 82(6), 878-902. Go to article or read summary (PDF).
Goldin, C. & Rouse, C. (2000). Orchestrating impartiality: The impact of “blind” auditions on female musicians. American Economic Review, 90(4), 715-741. Go to article or read summary (PDF).
Heilman, M.E. (1980). The impact of situational factors on personnel decisions concerning women: Varying the sex composition of the applicant pool. Organizational behavior and human performance, 26, 386-95. Go to article or read summary (PDF).
Hewstone, M., Crisp, R.J., Contarello, A., Voci, A., Conway, L., Marletta, G., & Willia, H. (2006). Tokens in the tower: Perceptual processes and interaction dynamics in academic settings with ‘skewed ’, ‘titled ’ and ‘balanced ’ sex rations. Group processes & intergroup relations, 9(4), 509-532. Go to article or read summary (PDF).
Huffcutt, A.I. & Roth, P.L. (1998). Racial group differences in employment interview evaluations. Journal of Applied Psychology, 83(2), 179-189. Go to article or read summary (PDF).
Moss-Racusin, C.A.; Dovidio, J.F., Brescoll, V.L., Graham, M.J., & Handelsman, J. (2012). Science faculty’s subtle gender biases favor male students. PNAS, 109(41), 16464-16479. Go to article or read summary (PDF).
Nosek, B.A., Banaji, M.R., & Greenwald, A.G. (2002). Harvesting implicit group attitudes and beliefs from a demonstration web site. Group Dynamics: Theory, Research and Practice, 6 (1), 101-115. Go to article or read summary (PDF).
Sackett, P.R., DuBois, C.L.Z., & Noe, A.W. (1991). Tokenism in performance evaluation: The effects of work group representation on male-female and white-black differences in performance ratings. Journal of Applied Psychology, 76(2): 263-267. Go to article or read summary (PDF).
Schmader, T., Whitehead, J., & Wysocki, V. H. (2007). Sex Roles, 57, 590-514.
Sommers, S.R. (2006). On racial diversity and group decision making: Identifying multiple effects of racial composition on jury deliberations. Journal of Personality and Social Psychology, 90(4), 597-612. Go to article or read summary (PDF).
Steinpreis, R.E., Anders, K.A., & Ritzke, D. (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), 509-528. Go to article or read summary (PDF).
Temm (2008). If you meet the expectations of women, you exceed the expectations of men, In L. Schiebinger (Ed.), Gendered innovation in science and engineering (pp. 131-149). Stanford., CA: Stanford University Press. Read summary (PDF).
Trix, F. & Psenka, C. (2003). Exploring the color of glass: Letters of recommendation for female and male medical faculty. Discourse & Society, 14(2): 191-220. Go to article or read summary (PDF).
Valian (2005). Beyond gender schemas: Improving the advancement of women in academia. Hypatia, 20(3), 198-213.
Van Ommeren, J., DeVries, R.E., Russo, G., & Van Ommerenet, M. (2005). Context in selection of men and women in hiring decisions: Gender composition of the applicant pool. Psychological Reports, 96, 349-360. Go to article or read summary (PDF).
Other Relevant Research Articles
Blackwell, L. V., Snyder, L. A., & Mavriplis, C. (2009). Diverse faculty in STEM fields: Attitudes, performance, and fair treatment. Journal of Diversity in Higher Education, 2(4), 195-205. Go to article (PDF) or read summary (PDF).
Deemer, E. D., Mahoney, K. T., & Ball, J. H. (2012). Research motives of faculty in academic STEM: Measurement invariance of the research motivation scale. Journal of Career Assessment, 20(2), 182-195. Go to article (PDF) or read summary (PDF).
Ginther, D. K., Schaffer, W. T., Schnell, J., Masimore, B., Liu, F., Haak, L. L., & Kington, R. (2011). Race, ethnicity, and NIH research awards. Science, 333, 1015-1019. Go to article (PDF) or read summary (PDF).
Xu, Y. J. (2008). Gender disparity in STEM disciplines: A study of faculty attrition and turnover intentions. Research in Higher Education, 49(7), 607-624. Go to article (PDF) or read summary (PDF).
Kaminski, D. & Geisler, C. (2012). Survival analysis of faculty retention in science and engineering by gender. Science, 335, 864-866. Go to article (PDF) or read summary (PDF).
Leboy, P. S., & Madden, J. F. (2012). Limitations on diversity in basic science departments. DNA And Cell Biology, 31(8), 1-7. Go to article (PDF) or read summary (PDF).
Malcom, L. E. & Malcom, S. M. (2011). The double bind: The next generation. Harvard Educational Review, 81(2), 162-171. Go to article (PDF) or read summary (PDF).
Oh, S. S. & Lewis, G. B. (2011). Stemming inequality? Employment and pay of female and minority scientists and engineers. The Social Science Journal, 48, 397-403. Go to article (PDF) or read summary (PDF).
Walters, J. & McNeely, C. L. (2010). Recasting title IX: Addressing gender equity in the science, technology, engineering, and mathematics professoriate. Review of Policy Research, 27(3), 317-332. Go to article (PDF) or read summary (PDF).
Other Resources
Useful resources for faculty search committees
For more information, please contact Diversity Programs Director Dragana Popovic.
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