Employee Hiring and Retention

New Positions

  • Created new position for associate provost for diversity, equity and onclusion (2021-22);
  • Created position for assistant director of Admissions and Student Affairs focused on diversity recruitment and engagement in the School of Law (2021-22);
  • Currently recruiting candidates for three new DeLaney Postdoctoral Fellowships in economics, philosophy and the Shepherd Program for 2021-22;
  • Added three full-time staff positions to the Office of Inclusion and Engagement (2020-21);
  • Added Spanish-speaking undergraduate admissions counselor with responsibility for recruiting Latinx students and helping with first-generation student recruitment.

Recent Success

  • From 2017-2020, 46.5% of faculty hired are faculty of color; over 21% are African American;
  • Conducted 2020-21 tenure-track searches resulting in seven new faculty members of color, five of whom are women and four of whom are underrepresented minorities; 
  • Continue to seek diversity in non-tenure track faculty appointments and visiting scholars, appointing underrepresented minorities to visiting faculty positions in one department so far for 2021-22 and four departments in 2020-21;
  • Added diverse staff in a number of administrative positions in Undergraduate Career and Professional Development, the University Counseling Center, Admissions and Financial Aid, Law School Career Strategy, and the Law Library.

Initiatives

  • Convened a Recruitment and Retention Task Force to establish new protocols for hiring and retaining diverse faculty and staff, including:
    • Increased emphasis on diversity-focused affinity groups within professional associations;
    • New protocols for developing and reviewing diverse candidate pools;
    • An ambassador program to support diverse candidates throughout the recruitment process;
  • Joined the Consortium for Faculty Diversity and the Ph.D. Project to generate more diversity within applicant pools;
  • Created a Professionals of Color Network, encouraging community-building, fellowship, resource-sharing, professional development, collaboration, and advocacy. The group supports W&L's commitment to diversity and equity and works to create a climate where all of its members can thrive.
  • Established annual reporting to Board of Trustees on faculty composition and recruiting outcomes;

Training

  • Implemented Diversity and Implicit Bias training for senior administration, new employees, new supervisors, and members of search committees. Additional departmental and organizational trainings are available on request;
  • Offered Safe Zone Ally Training for faculty, staff and students interested in learning more about LGBTQ+ identities and being recognized as a university-sponsored ally to the LGBTQ+ community.