Diverse Hiring Guide

The following toolkit can be used to support an equitable hiring process aimed at recruiting diverse faculty and staff who support the mission of the University of San Francisco. This checklist supports the Diverse Faculty Hiring Policy, elements of which are applicable to staff searches.

Recruitment Search Preparations 

  1. The Dean or Associate Dean meets with the Vice Provost and Chief Diversity Officer for an equity briefing to discuss proposed position search and the application of the Diverse Faculty Hiring Policy for the search.
  2. The Dean or Associate Dean selects a search lead and provides expectations for the individual in this role via Diverse Faculty Hiring Policy. 
  3. The search lead connects with a Equity Advocate (EA) through the Office of Diversity Engagement and Community Outreach or with the Vice Provost and Chief Diversity Officer to consult throughout the entirety of the process. The EA does not necessarily have to belong to the school through which the search is taking place.
  4. The EA or Vice Provost and Chief Diversity Officer provides and reviews the checklist with the appointed committee chair.

Job Description and Language

  1. The search lead facilitates a holistic review of the job description with the EA or Vice Provost and Chief Diversity Officer with particular attention to gendered, outdated, and biased language to further ensure a diverse and inclusive applicant pool (Tips on how to write an equity-minded job description - pgs. 1-3
  2. Sample language: 
    • This position seeks to help increase the presence of currently underrepresented racial and ethnic groups in the U.S. professoriate by supporting advanced doctoral candidates during completion of their dissertation.
    • Candidates in disciplines in which racial and ethnic groups are traditionally underrepresented will receive consideration for their work with marginalized and vulnerable communities.
    • Successful candidates will be expected to demonstrate expertise in working with underserved and marginalized populations.
    • Faculty job postings should include language about the program’s mission, the institutional support for diverse faculty, the values of our university (including the university’s commitment to social justice), and the desirability of candidates with clinical and research expertise with underserved populations. 
  3. Departments are encouraged to include a statement stating their commitment to equity, diversity, and inclusion. If your department does not have such a statement, consider working with the EA or Vice Provost and Chief Diversity to develop one. (Getting started with writing a diversity statement - pg. 4)
  4. Sample language:

Recruitment Committee 

  1. The search lead forms a search committee that has diverse representation from within the department and/or across disciplines, social identities, and institutional roles with commitment to an inclusive search process 
  2. Examine the extent to which diverse search committee members may already be at capacity in terms of institutional service.
  3. The committee meets with EA or Vice Provost and Chief Diversity Officer to review search process

Standardized Interview Process

  1. Lay out a plan to approach candidates (see Outreach in following section)
  2. Set criteria and schedule for reviewing candidates
  3. Develop interview questions, process, and accompanying rubrics
  4. Assess a candidate's commitment to diversity, equity, and inclusion
  5. Sample questions:
    • Provide examples of ways in which you have worked to address institutional inequity for marginalized and vulnerable populations in previous jobs.
    • What instructional strategies would you use in order to bring about the greatest understanding of equity among your students?
    • Describe a situation in which you worked on a project with people who were from backgrounds other than your own. What was challenging for you in this work? What did you do to make your work together successful?
    • How do you see yourself contributing to anti-racist work and advancing equity through your teaching and research?
    • In your opinion, how does diversity, equity, and inclusion align with our institution’s Jesuit values?
  6. Sample rubric:
    • See the sample rubric from UC Berkeley to assess candidates’ answers to DEI questions. 
  7. Contact candidates who interviewed via phone and were not offered an in-person interview to notify them of their status


  1. The committee circulates posting through professional and community listservs that intentionally serve people who are underrepresented in higher education 
  • Post to listservs of Historically Black Colleges and Universities (HBCUs), Asian American and Native American Pacific Islander-Serving Institution (AANAPISI), Hispanic Serving Institutions (HSIs), and Native American-serving Nontribal Institutions (NASNIs); advertise with affinity groups within professional organizations; post on social media platforms (LinkedIn, Facebook, Instagram, Twitter)
  • The committee encourages existing diverse faculty and staff to invite qualified and promising candidates
  1. Phone interview
    • Provide information about the communication method (voice only or video interview)
    • Provide and confirm a time slot that is optimal for caretakers of children, dependent adults, etc.
    • Provide the questions in advance of the phone interview
    • Committee confirms at the beginning of the call that the call is audible to all
    • Provides list of search committee members that will be on the interview, including pronouns
    • Introduce all search committee members at the start of the call, including pronouns
  2. In-Person Interview
    • Offer paid travel and lodging as needed for all on-campus candidates to mitigate financial impact and barriers
    • Provide the questions in advance of the in-person interview
    • Provide accessibility information about the campus and building(s) the candidate will be visiting
    • Provide detailed information regarding availability of gender neutral restrooms and the physical accessibility of the building(s)
    • Provide a private space for the candidate to store their belongings and/or decompress during break times
    • Designate a single point of contact that will support the candidate throughout the day(s) 
    • Provide an agenda and consider breaks and times  


Notification of Status


  1. Contact candidates who interviewed on campus and were not offered the position to notify them of their status after a candidate has accepted an offer or the search has been closed 


  1. The committee provides opportunities for mentoring, networking, and support that are of interest or needed by the new hire
    1. Direct new hires to campus affinity groups 


Review of the Process

  1. The committee consults with the assigned Equity Advocate to debrief the recruitment process 
  2. The committee chair reviews the hiring process with the Vice Provost and Chief Diversity Officer in a meeting