Additional Resources

On institutional and/or unintended bias

  • Bertrand, M., & Mullainathan, S. (2004). “Are Emily and Brendan more employable than Latoya and Tyrone? Evidence on racial discrimination in the labor market from a large randomized experiment.” American Economic Review, 94(4), 991-1013.
  • Dovidio, J. F., & Gaertner, S. L. (2000). “Aversive racism and selection decisions: 1989 and 1999.” Psychological science, 11(4), 315-319.
  • Moody, Joann. Faculty Diversity: Removing the Barriers. Routledge: New York and London, 2012. See especially “Cognitive Errors That Contaminate Academic Evaluations and Block Faculty Diversity” and “Negative Bias and Positive Bias,” 3-55.

On stereotype threat

  • Cohen, Geoffrey, and Claude M. Steele. “A Barrier of Mistrust: How Negative Stereotypes Affect Cross-Race Mentoring.” In Improving Academic Achievement: Impact of Psychological Factor on Education, ed. Joshua Aronson  (Academic: San Diego, 2002), 303-28.
  • Steele, Claude. “A threat in the air: How stereotypes shape intellectual identity and performance.” American Psychologist, Vol 52(6), Jun 1997, 613-629.

On faculty/institutional diversity

The Office of Institutional Diversity & Equity has a library of volumes on faculty/institutional diversity that College faculty are invited to borrow. Sample titles include:

  • Ahmed, Sara.  On Being Included: Racism and Diversity in Institutional Life. Duke University Press, 2012.
  • Guttierez y Muhs, Gabriella, et al, eds. Presumed Incompetent: The Intersections of Race and Class for Women in Academe. University Press of Colorado: Boulder, 2012.
  • Hale, Frank W. Editor. What Makes Racial Diversity Work in Higher Education. Stylus, 2004.
  • Moody, Joann. Faculty Diversity: Removing the Barriers. Routledge, 2012.
  • Smith, Daryl. Achieving Faculty Diversity: Debunking the Myths. AACU, 1996.
  • Turner, Caroline Sotello Viernes. Diversifying the Faculty: A Guidebook for Search Committees. AACU, 2002.

Other institutions have websites with useful examples of hiring strategies and practices, sometimes tailored to particular underrepresented groups (e.g, women in the sciences). Chairs of search committees are encouraged to explore some of these websites; the Office of Institutional Diversity & Equity can provide suggestions tailored to the challenges of particular units.