Hiring for Diversity and Inclusion
East Tennessee State University (ETSU) is an Equal Opportunity/Affirmative Action employer and does not discriminate on the basis of race, color, national origin, veteran status, sex, disability, or age in its programs and activities. ETSU specifically finds that diversity of faculty, administrators, and staff is a crucial element of the educational process and reaffirms its commitment to enhancing education through affirmative action to increase diversity at all levels.
The Office of Human Resources provides assistance to the campus community to ensure equality of the recruitment process for all hires, and is committed to promoting and advancing equal opportunity, diversity, and inclusion for all.
What is Diversity?
The range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin, veteran status, and political beliefs. Diversity encompasses complex differences and similarities in perspectives, identities, and points of view among members of an institution as well as among individuals who make up the wider community.
What is Inclusion?
Involvement and empowerment, where the inherent worth and dignity of all people are recognized. An inclusive university promotes and sustains a sense of belonging; it values and practices respect for the talents, belief, backgrounds, and ways of living of its members.
What is a Protected Class?
A group of people with a common characteristic who are legally protected from employment discrimination on the basis of that characteristic. Protected classes are created by both federal and state law.
Advertising and Recruiting Resources
Recommended places to advertise
Other ways to recruit
- Advertise in field-specific journals, associations and listservs
- Direct contact with qualified candidates in your network or from similar/previous searches
- Department website or social media sites
- Special interest organizations or groups
- Job fairs
- Recruiting agencies
How to fill the Recruitment Plan Section in eJobs
See Guidelines for Filling Faculty, Administrative, and Clerical/Support Vacancies for full procedure.
Method of Directing the Search
Search Committee: Search Committees are required for all benefited faculty and high level administrative and executive searches. The committee membership should be diverse as appropriate for the particular position. The only identifier required is the committee chair. The demographics of the search committee members is not required.
Individual Supervisor: For support staff and some administrative positions, the supervisor may manage the search including reviewing applicants, checking references and selecting a candidate.
Describe how you will achieve diversity on your Search Committee.
This section is filled out only if you chose to direct the search via a search committee.
State how your committee is diverse without using specific identifiers. E.g. "The committee includes both men and women, a student in the program, and both clinical and academic faculty."
Describe how you will seek requests for nominations and make direct contacts to ensure minority participation in the applicant pool.
Explain how your recruitment plan will reach a diverse audience. E.g. "The job will be posted in nation-wide faculty recruiting websites, listservs and professional journals. Search committee members and faculty will make direct contact with qualified candidates in their networks."
List places to be advertised.List the names of publications, websites, newspapers, social media sites, etc. where you will advertise. All jobs are automatically posted the following:
Requesting Applicant Pool Certification
In accordance with the university's Affirmative Action Plan the search committee/ supervisor must create a broad and diverse pool of applicants. The interviewee pool should be representative of the applicant pool. Human Resources reviews and approves all applicant pools prior to the scheduling of interviews.
After reviewing all candidates, the search committee chair/supervisor or hiring manager will update the status of all applicants to 'Recommend for Interview', 'Does not meet minimum qualifications' or 'Not Recommended for Interview'.
The committee chair/supervisor will then submit an email (including the posting number) through their appropriate approval process to Human Resources at firstname.lastname@example.org requesting to certify the pool of candidates. If the reason for not interviewing a candidate is ‘Other’, please contact HR before submitting your pool for approval or provide additional information in your email.
Human Resources will review the applicant pool and may request additional information and/or refer applicants who meet stated required qualifications to the hiring unit for interview. Human Resources will approve the pool via email to the committee chair/supervisor.