B. Evaluating the Choices: What To Look For

In deciding which type of institution would be most appropriate for you, questions such as the following may be helpful in your exploration of various institutions.

• What is the expected focus of the position for which I am applying?

• What are the exact promotion and tenure criteria upon which I will be evaluated?

• What is the potential workload associated with this type of institution?

• What resources are available for carrying out the responsibilities of the position?

• What level of training is required for this position?

• Are professional development opportunities available?

• Are exchange programs with other institutions available?

• Is mentoring by other ethnic minority and/or women faculty, senior faculty available?

• Are opportunities for continuing education available?

• Is it possible to obtain release time for research?

• Are junior faculty research funds available?

• What support mechanisms (e.g., statistical or computer services, seed grants) are available?

One of the first opportunities to get answers to some of these questions is the announcement of a position opening.

1. The position announcement

Job advertisements and position announcements vary, but most usually say something about welcoming applications from women and members of ethnic minority groups. This type of statement does not impart any information about the following, which you will want to know before you make an employment decision:

• The value of diversity to the hiring department;
• The extent to which departmental faculty may have explored issues of diversity relative to their department;
• The department's expectations of a woman and/or ethnic minority faculty member;
• Whether or not there are other female or ethnic minorities in the department;
• The kind of support there might be for female and ethnic minority faculty on the campus and in the community.

Academic departments are just beginning to learn how to convey in position announcements their values about diversity and commitment to hiring women and ethnic minority members. Many are starting to understand that simply saying they welcome applications from these groups will not successfully recruit candidates to their institutions. Boilerplate statements, often the result of EEOC requirements, convey too little information about institutional values, practices, and environment to prospective candidates.

Position announcements may now contain additional information that will allow prospective applicants to make more informed choices about where to apply. Be aware of the various ways in which this information might be communicated. You may also want to note those institutions that do not take the care to provide this information. While it may not be the deciding criterion about whether or not to apply to a particular institution, you will at least want to carefully evaluate the institutional climate around issues of diversity.

Position announcements typically convey three primary pieces of information: (1) overview of the department/institution, (2) primary job responsibilities, and (3) qualifications for the position. According to the APA Commission on Ethnic Minority Recruitment, Retention, and Training in Psychology's pamphlet How To Recruit and Hire Ethnic Minority Faculty (Caldwell-Colbert et al., 1996), a well-written announcement can accomplish these goals and convey the institution's ethnic sensitivity as well. The following is an example of an announcement that successfully conveys this information. Note especially the wording in bold face.

Psychology

Applied Psychology

The Department of Psychology invites applications for two tenure track position openings at the assistant or associate professor level in nonclinical applied psychology to begin August [ ]. PhD required. $32,712 to $57,156 AY. The university and department have a strong commitment to achieving diversity among faculty and staff. We are particularly interested in receiving applications from members of underrepresented groups and strongly encourage women and persons of color to apply for these positions. Applicants should have expertise in one or more of the following areas: survey research, applied measurement, program evaluation, impact assessment, personnel organizational behavior, group and team process, cross-cultural issues. Applicants should have an established research program in a substantive area such as community psychology, applied social psychology, public health, or industrial/organizational psychology. Candidates should be prepared to teach undergraduates and graduates as well as supervise in core competency area (theory, assessment, multicultural issues, research, and both master's and doctoral project development) and be committed to diversity as a core value. Initial review of materials begins [ ]. Applicants should send letter of application, a statement of teaching and research interests, curriculum vita, reprints/manuscripts in progress, and three letters of recommendation to: [ ].

Affirmative Action/Equal Opportunity

Title IX Employer

This position announcement conveys the value of ethnic diversity to the hiring institution by emphasizing the importance of attracting candidates who bring that added dimension and who can facilitate further growth in creating a more culturally and ethnically diverse setting (Caldwell-Colbert, et al., 1996).

2. Researching diversity in the institution

Once you have chosen an institution to explore, carefully review its descriptive literature (both printed and electronic) and consider the following with relation to diversity:

Is diversity a prominent priority in the mission statement, programs, initiatives, administrative policies, and other activities of the institution?

What proportion of faculty members on campus are ethnic minority and/or women?

How many of these are tenured?

Are there members of ethnic minority groups and/or women represented in the administration of the campus?

Do public statements by the administration reflect a commitment to diversity on the campus?

What is the racial/gender makeup of the student body?

Is diversity evident in the type and composition of student organizations on campus? If the position announcement mentions diversity but you find no other information that supports that interest, it is wise to question the depth of the commitment. You should also make some detailed inquiries about the position. Talking to colleagues, professors, and professional contacts will be important at this point. If your application was solicited, find out how the institution obtained your name.