With the implementation of the Standards of Accreditation (SoA) in 2017, each accredited program is responsible for making systematic, coherent and long-term efforts at the program-level to attract (i.e., recruit) and retain students/trainees and faculty/staff from diverse backgrounds. Programs may participate in institutional-level initiatives aimed toward achieving and maintaining diversity; however, these alone are not sufficient. The program should document concrete actions it has taken to achieve and maintain diversity, addressing the areas of diversity recruitment and retention in which it excels as well as the areas in which it is working to improve. It should demonstrate that it examines the effectiveness of its efforts to attract and retain trainees and faculty/staff who are diverse and document any steps needed to revise/enhance its strategies. Per Standard II.B.2.a in the SoA’s Guiding Principles of Accreditation, the Commission on Accreditation is committed to a broad definition of cultural and individual differences and diversity that includes, but is not limited to, age, disability, ethnicity, gender, gender identity, language, national origin, race, religion, culture, sexual orientation and socioeconomic status.
The table below identifies where the specific requirements for diversity recruitment and retention are located in the SoA and IRs:
| Training level
| Population
| Focus
| SoA
| IR
|
| Doctoral | Students | Recruitment | Standard III.A.1 | IR C-21 D |
| Retention | Standard III.C.2 | |||
| Faculty/Staff | Recruitment | Standard IV.B.5.a | ||
| Retention | Standard IV.B.5.b | |||
| Internship | Interns | Recruitment | Standard III.A.2 | IR C-19 I |
| Retention | N/A* | N/A* | ||
| Faculty/Staff | Recruitment | Standard IV.B | IR C-19 I | |
| Retention | ||||
| Postdoctoral | Residents | Recruitment | Standard III.A.3 | IR C-6 P |
| Retention | N/A* | N/A* | ||
| Faculty/Staff | Recruitment | IV.B.2 | IR C-6 P |
*There are no retention guidelines for interns or postdoctoral residents.
Programs regularly consult with the Office of Program Consultation and Accreditation about issues related to diversity recruitment and retention, and this article addresses some of the most frequently encountered questions.
How should programs think about their efforts at student and faculty/staff recruitment and retention as separate from the department or school’s existing efforts?
Programs are encouraged to participate in institutional-level efforts to attract and maintain diversity; however, it is important that the program makes concerted efforts that are emphasized at the program level. There are a variety of ways in which programs can do this, including the following:
- Actively utilize institution-level recruitment and retention resources and specifically tailor them to the program. Programs can also suggest and advocate for resources and efforts at the institution level.
- Open the pipeline to more diverse applicants.
- Pursue assistantships, fellowships, etc. specific to underrepresented groups.
What kind of efforts are acceptable for recruitment and retention of diverse trainees and faculty/staff?
Programs should implement multiple efforts, which can be categorized into three broad areas:
- Opening the pipeline to get diverse trainee and faculty/staff applicants into the applicant pool.
- Utilizing strategies during the applicant review and interviewing process to allow accessibility to diverse populations.
- Implementing intentional efforts towards maintaining a climate that is inclusive and welcoming to all.
How can a program evaluate the effectiveness of recruitment and retention efforts when no faculty lines have recently opened, and no faculty have left the program?
Regardless of a program’s success in retaining diverse faculty/staff, a plan still needs to be in place for evaluating how such efforts are carried out. Evaluation of efforts is not solely based on retention and/or turnover; for example, evaluations can include evaluation of the program climate and culture.
Additional questions about diversity recruitment and retention should be referred to the Office of Program Consultation and Accreditation.