Appendix Ill: Job Description

The job description defines the specific duties and functions of the position to be filled. Check the previous job description for updates in duties, but also look for demonstration of inclusive excellence, inclusive language, equity, opportunity to include a request for diversity statements, etc… Please review the following site for examples: https://buffer.com/resources/inclusive-language-tech/

The requisition contains the parameters of the hiring process. The description in the requisition conveys the necessary and preferred qualifications to potential applicants, in accordance with the job description as it defines the dimensions on which the candidates are screened and, once hired, how they are assessed. Additionally, a well-crafted job description should attract a diverse pool of candidates, even in shortened form. Therefore, considerable effort and thought is required in crafting the job description. The checklist below provides areas and wording to aid in the construction of such a job description.

Faculty

A. Candidate Skills

1. Education and Experience
   • State educational requirements in the most inclusive terms. Example: PhD in Finance or related fields required
   • Determine whether work experience substitutes for degrees held. Example: PhD in Finance or related fields, OR five years or more work experience in investment banking.
   • Stress skills over degrees. Example: Must be able to teach courses in undergraduate investments
2. Contributions to Diversity and Inclusion
   • Experience working with diverse groups. Example: Demonstrated success working with diverse communities (e.g. gender, race, religion, and ethnicity).
   • Participation in diversity and inclusion programs and/or activities. Example: Experience developing and implementing programs, services, and/or courses that are designed to meet the needs of the increasingly diverse university community.
   • Experience mentoring diverse groups. Example: Demonstrated ability to work effectively with students, from the full range of diverse populations
3. Research
   • How are unique areas of expertise treated? Example: Faculty doing research in sub-fields, such as social entrepreneurship will be given preference.
   • How is interdisciplinary work considered? Example: Candidates who demonstrate innovative and interdisciplinary research will be given preference
   • How is collaboration with existing faculty considered? Example: Candidates whose research and teaching interests complement the strengths of our existing faculty will be given preference.
4. Teaching
   • State teaching expectations in broad terms. Example: Teaching expertise and experience must contribute to the Department's undergraduate and graduate teaching programs' missions.
   • Will the faculty be expected to supervise graduate students? Example: Dissertation supervision is expected.
5. Grant Writing
   • How is grant writing and obtaining grant funding considered? Example: Evidence of success in obtaining grant funding is necessary/will be given preference.

Staff

Staff position descriptions are created and maintained within PeopleAdmin, UNL’s applicant tracking system. PeopleAdmin will guide you through the process of creating a position description. Below are some areas that should be considered prior to completing the PeopleAdmin form.

• State the required education and experience in inclusive terms: Example: BS in Finance or related field and 2 years’ experience with cost accounting or similar area.
• Decide if work experience can be substituted in lieu of education: Example: BS in Finance or related field and 2 years’ experience with cost accounting or similar area, 4 years’ relevant experience in lieu of degree.
• Ensure requirements listed are directly related to performance of the functions of the position.

Contributions to Diversity and Inclusion

• Experience working with diverse groups. Example: Demonstrated success working with diverse communities (e.g. gender, race, religion, and ethnicity).
• Participation in diversity and inclusion programs and/or activities. Example: Experience developing and implementing programs, services, and/or courses that are designed to meet the needs of the increasingly diverse university community.
• Experience mentoring diverse groups. Example: Demonstrated ability to work effectively with students, from the full range of diverse populations.

B. Job Description and Posting Language

The language and tone of a job description and posting has been shown to influence the composition of a candidate pool. Consequently, the words chosen, and the tone of the posting should be formally assessed.

1. Examples of Inclusive Job Description

   Many job descriptions are written as a series of "bullet points" the candidate must meet. The same information can be conveyed in a broader, more inclusive way that may attract a diverse set of qualified candidates.¹⁸Below are two examples of such job announcements.

   The "broad" or "open" descriptions listed below were used for actual faculty searches in the English and Anthropology departments. They reflect different degrees of "openness" and different strategies for signaling their openness, but they are all more open than traditional job descriptions in these fields.

   Example One: English Department
   The English Department a the University of XX expects to make an appointment .in Composition and Rhetoric in [date]. We are particularly interested in innovative scholars at the entering or advanced Assistant or beginning Associate level, and we are excited to consider a broad range of areas of specialization, including, for example, rhetorical theory and/or history, genre studies, technologies of literacy, discourse studies, and new media writing. The successful candidate will contribute to vibrant and expanding programs at the graduate and undergraduate levels.
   Send letter of application, c.v., statement of current and future research plans, statement of teaching philosophy and experience, writing sample, and three letters of reference by October 20th, Attention: [address]. The University of XX is an equal opportunity/affirmative action employer and is supportive of the needs of dual career couples. Women and minority candidates are encouraged to apply. All applications will be acknowledged.

   Example Two: Anthropology Department
   The Department of Anthropology invites applications for one or more full-time faculty positions in sociocultural anthropology, rank open, to begin in [date], pending administrative approval. We seek creative scholars who integrate ethnography and theoretical analysis, and who deepen our dialogue with other disciplines and debates. Successful candidates will be able to teach introductory and higher-level undergraduate courses in addition to graduate seminars, strengths of our existing faculty (for more information consult our website at [URL]). The PhD must be completed before the beginning of the appointment. Since we expect to conduct some interviews at the [date] meeting of the American Anthropological Association, applications received before [date] will be at an advantage. Please send hard copies only of : (1) a cover letter; (2) a c.v.; (3) a statement of current and future research plans; (4) a statement of teaching philosophy and experience; (5) a sample of scholarly writing; (6) evidence of teaching excellence and their research and teaching interests should complement the; (7) and the names and addresses of three references

2. Use gender-inclusive language

   Write the posting without using gender-specific pronouns, titles, etc., such as “he/she”. Also, avoid words that have been associated primarily with masculinity (i.e., dominant, leader, competitive, strong, analytical, proven) or primarily feminine words (i.e., collaborative, supportive, committed) in female-dominated areas. Gaucher, Friesen, and Kay (2011, p.110) described that women are seen as “more communal and interpersonally oriented” and men are more associated with characteristics of “leadership and agency.” To open more possibility of whom will apply, avoid words that imply the job is more masculine or more feminine in nature.

   Examples include:

1. Other examples:

   • Draftsman – Drafter
   • Deliveryman – Delivery Staff
   • Chairman – Chair or Chairperson

   (Please also see: https://medium.com/diversity-together/70-inclusive-language-principles-that-will-make-you-a-more-successful-recruiter-part-1-79b7342a0923 and https://buffer.com/resources/inclusive-language-tech/ for other examples).

C. Statement of Institutional Values for Inclusive Excellence

Every external posting must include our compliance statement as written:

The University of Nebraska-Lincoln is an EO/AA employer and encourages minorities, women, veterans, and individuals with disabilities to apply. The University of Nebraska does not discriminate based on race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation in its programs, activities, or employment.

The job posting should also include other statements of the institution's core beliefs regarding diversity and inclusion. Sample statements include:

• At the University of Nebraska, we strive for excellence in all that we do. True excellence requires that each individual be able to work and learn in an atmosphere of respect, dignity, and acceptance. Our commitment to diversity and inclusion requires each of us to continuously ensure our interactions be respectful, protect free speech, and inspire academic freedom
• The University of Nebraska-Lincoln (UNL) seeks to achieve a working and learning environment that is open to all people. Diversity is the hallmark of great institutions of learning and has long been one of the strengths of our society. Dignity and respect for all in the UNL community is the responsibility of each individual member of the community. The realization of that responsibility across the campus is critical to UNL's success. For UNL's non-discrimination information, see: http://www.unl.edu/equity/notice-nondiscrimination
• The University of Nebraska – Lincoln (UNL) College of Engineering (COE) is committed to increasing diversity and inclusion amongst our faculty and student body. Our goal is to increase the percentage of faculty and students from underrepresented groups in science and engineering, with the long-term goal of reaching the same percentages found in the greater community. Having more diverse faculty strengthens our ability to educate and develop the future workforce of Nebraska, by providing role models for diverse students and a place at the table for diverse opinions to be considered as we move the College forward.
• The faculty, staff, and students of the Department of Educational Psychology are unified in our stance against racism in all its forms; against injustice toward the underserved and underrepresented of our society; and against hatred and discrimination on the basis of race, ethnicity, and culture. We stand for inclusiveness, fairness, and advocacy, and against racism, prejudice, and injustice. We acknowledge our privileged position as a mostly white faculty within the University of Nebraska-Lincoln, and strongly vow to use that privilege to support tenets and actions associated with anti-racism…Additionally, we are vigorous and persistent advocates for people of color and acknowledge the inequities they face in our community. We understand the importance of respect and support of individuals, including students, clients, staff, and faculty who are different from us in age, gender, gender identity, race, ethnicity, culture, national origin, religion, spirituality, sexual orientation, disability, language, and socioeconomic status. Department students, faculty, and staff are committed to exercising cultural humility, and creating an atmosphere of equality, safety and trust for everyone.
• "An inclusive learning environment is where diverse perspectives are recognized and respected. Conversations in this course must be respectful and civil. According to our Student Code of Conduct, speech that is abusive, harassing, intimidating, or coercive is prohibited. Students who engage in such speech will be asked to leave the classroom and further disciplinary actions may be taken." For more information on Diversity and Inclusion statements for the UNL College of Arts and Sciences, see: https://cas.unl.edu/diversity-and-inclusion-statements
• Athletics aims to align with UNL’s Office for Diversity and Inclusion. Definitions, support and guidance are provided by UNL’s office, and the office provides the following information. The University of Nebraska - Lincoln is committed to cultivating an inclusive excellence mindset across our institution. We believe in fully embracing diversity in all forms seen and unseen, making inclusion a top priority, promoting equity across our policies and practices, and ultimately ensuring that excellence is inclusive. To accomplish this, we recognize the importance of understanding exactly what we mean by inclusive excellence. Inclusive Excellence builds on the notions of diversity, inclusion, and equity. For more information on Diversity and Inclusion statements for the UNL College of Arts and Sciences, see: https://huskers.com/sports/2017/4/18/210494493.aspx?path=diversity

D. Dual Career and Cluster Hiring

The job posting should include the possibilities for dual career or cluster hiring. “So, what exactly is cluster hiring? The concept is neither new, nor revolutionary. It is an aggressive approach to capture large and diverse pools of candidates who bring with them impressive research and teaching portfolios. While increasingly common, it is not without opposition or challenges.

Cluster hiring can take multiple forms, but its goals and general structure are straightforward: Prioritize and invest in multiple positions in a broad field, or across a range of related fields, rather than hiring faculty members one by one in specific subfields. This increases the likelihood of a diverse pool of candidates, identifies synergistic connections among candidates and, by recruiting faculty cohorts together, fosters collaboration and a shared experience.”¹⁹ For more information about cluster hiring please see: https://www.aplu.org/members/commissions/urban-serving-universities/student-success/cluster.html; and, https://www.chronicle.com/article/the-case-for-cluster-hiring-to-diversify-your-faculty/

UNL has a Dual Career Program with a set of guidelines and other helpful information. For more information, please visit: https://executivevc.unl.edu/faculty/life/dual-career-program.

E. Information from the Applicant

The posting should be specific as to what the applicant must provide. Common faculty requirements include curriculum vitae and teaching philosophy, research, and/or diversity statements. Common staff requirements include cover letter, résumé or CV, and reference contact information. Some staff positions require samples of work to be submitted with the online application. If additional information is requested from the applicants, ensure all applicants are aware of the requirement.

¹⁸ Stewart, A. and V. Valian (2018). An Inclusive Academy. Cambridge: MIT Press.

¹⁹ Freman, C. (2019). The Case for Cluster Hiring to Diversify your Faculty. Chronicle of Higher Education. Retrieved on 10/4/2020 from https://www.chronicle.com/article/the-case-for-cluster-hiring-to-diversify-your-faculty/