Diversity Search Advisors

Diversity Search Advisors (DSA) engage early in the Faculty Search Process to foster a diverse and inclusive faculty body, ensuring a fair and equitable process, and applying outreach strategies that result in broad and strong faculty candidate pools.

Getting Started

Lead Diversity Search Advisors

The Lead Diversity Search Advisors report jointly to the Vice Dean of Inclusion and Diversity, & Equity, and the Executive Director of the Office of Academic Affairs (FAPD).

Lead DSA Roles and Responsibilities	Resources & Support
1. Serve as resource for DSAs in promoting the goals of the Perelman School of Medicine (PSOM) and the University for faculty diversity and inclusion, and regarding faculty searches, faculty tracks and appointments.	General Resources University Affirmative Action Guidelines (provost website) Perelman School of Medicine Plan for Faculty Diversity and Inclusion Search Committee Resource Manual (coming soon) Penn's Action Plan for Faculty Diversity and Excellence Faculty Tracks National Search for Clinical Educator, Research, and Tenure Track Faculty Limited Search for Academic Clinician Faculty
2. Assess, develop, and promote best practices in developing the broadest and strongest faculty candidate pools and attracting diverse, qualified candidates	Office of Academic Affairs (OAA) Office of Inclusion, Diversity & Equity (OIDE) Diversity Search Advisors (DSA) in Departments Department leadership
3. Work with departmental leadership and PSOM leadership to ensure that appropriate and compliant searches are conducted; Provide information and training to DSAs on Penn and PSOM faculty recruiting guidelines, particularly those related to unconscious bias;	DSAs in Departments Office of Academic Affairs (OAA) Office of Inclusion, Diversity & Equity (OIDE) Vice Dean for Faculty Affairs
4. Work with PSOM leadership to develop retention programs to enhance faculty diversity	Office of Academic Affairs (OAA) Office of Inclusion, Diversity & Equity (OIDE) PSOM leadership Department leadership Vice Provost for Faculty Affairs Penn's Action Plan for Faculty Diversity and Excellence
5. Serve as the DSA Representative to the Advisory Council of the Office of Inclusion and Diversity	Office of Inclusion, Diversity & Equity (OIDE)
6. Collaborate with Vice Dean, OIDE and Academic Affairs Office to update school-wide agenda in faculty diversity	Office of Academic Affairs (OAA) Office of Inclusion, Diversity & Equity (OIDE)

Diversity Search Advisors

DSA Roles and Responsibilities	Resources & Support	Best Practices
1. Maintain a working knowledge of Penn and PSOM policies and procedures related to faculty searches, faculty tracks and appointments	Lead Diversity Search Advisor Faculty Coordinator Search Committee Chair Department Chair Office of Academic Affairs (OAA) Office of Inclusion, Diversity, & Equity (OIDE) Search Guidelines National Search for Clinical Educator, Research, and Tenure Track Faculty Limited Search for Academic Clinician Faculty and Academic Clinician-Part Time Tracks General Resources Search Committee Resource Manual (coming soon) University Affirmative Action Guidelines (provost website) Penn's Action Plan for Faculty Diversity and Excellence	Works with Department leadership, the Vice Dean for Inclusion, Diversity, & Equity (OIDE) and Office of Academic Affairs (FAPD) to ensure that appropriate and compliant faculty searches are conducted Attends first search committee meeting for each faculty search in the department
2. Provide unconscious bias training and information to Search Committee Members	Lead Diversity Search Advisor Faculty Coordinator Office of Academic Affairs (OAA) Office of Inclusion, Diversity, & Equity (OIDE) General Resources Implicit Association Test (Project Implicit) Unconscious Bias for Penn Faculty, Staff, and Students, One (1) hour, Knowledge Link Unconscious Bias in Faculty and Leadership Recruitment (AAMC) Unconscious Bias for Health Professionals (AAMC) Perelman School of Medicine Plan for Faculty Diversity and Inclusion	Works diligently to promote the goals of the Perelman School of Medicine Plan for Faculty Diversity and Inclusion
3. Serve as a resource for Search Committee composition and defining the faculty position	Faculty Coordinator Search Committee Chair Department Chair/Division Chief	Work with the Department Chair to identify the Search Committee Chair and the composition of the Search Committee Members Review Search Committee for diverse membership Consult with Department Chair and Search Chair on the Faculty Position Description, aligning the responsibilities and goals with the faculty track
4. Review and approve the faculty position description in Interfolio Faculty Search before advertising	Faculty Coordinator Search Chair Office of Academic Affairs (OAA) Interfolio Faculty Search	Ensure that the faculty position description is sufficiently broad to capture all qualified individuals, while still providing candidates with a sufficiently specific description of the job and its requirements.
5. Ensure that the Search Chair and Committee Members take steps to expand the applicant pool and conduct outreach to diverse audiences	Faculty Coordinator Search Committee Chair Office of Academic Affairs (OAA) Office of Inclusion, Diversity, & Equity (OIDE) Database of Diverse Candidates General Resources AAMC National Pool Information AAMC Pool Data for PSOM Faculty Searches (spreadsheet) Diverse Advertising Resources	If there are concerns about a search being potentially out of compliance, the DSA should contact their designated Lead DSA or the Office of Academic Affairs (FAPD)

Resources

For questions or additional information on any of these resources, please contract our office.

Diversity Search Advisor Program

The Diversity Search Advisory program is a collaborative initiative of the PSOM Office of Academic Affairs (OAA) and the Office of Inclusion, Diversity, and Equity (OIDE)

DSA Best Practices (handout)
Lead DSA Roles and Responsibilities (handout)

Interfolio Faculty Search – Faculty Positions

Login to my.med
Select ‘Interfolio’ under ‘Faculty Administration’
Select ‘Positions’ under ‘Faculty Search’ to view Faculty Positions

Unconscious Bias Resources

Implicit Association Test
Unconscious Bias for Faculty, Staff, and Students - 1 hour on Knowledge Link
Understanding Unconscious Bias in the Health Professions and How to Mitigate It (webinar, AAMC)
Unconscious Bias in Faculty and Leadership Recruitment (AAMC)
What You Don't Know: The Science of Unconscious Bias and What to Do About in in the Search and Recruitment Process (e-learning seminar, AAMC)

Diversity Outreach Resources

AAMC National Pool Information
AAMC Pool Data for PSOM Faculty Searches (spreadsheet)
Diverse Advertising Resources. (memo). Diversity advertising resources for faculty recruitment and outreach, with contacts listed. The Provost's Office pays for postings on the sites listed.

Faculty Search Guidelines

National Search for Tenure, Clinician Educator & Research Faculty Appointments
Limited Search for Academic Clinician Faculty Appointments
Affirmative Action (AA) Guidelines for Faculty Appointments, Promotions and Terminations
Search Waiver Standards (provost office). Information about the categories that may be eligible for a faculty search waiver request

Diverse Faculty Recruitment Resources

Key for Recruiting: The Dual Career Program: The Vice Provost for Faculty will work with Deans and Departments seeking to support the placement of a faculty recruit's partner / spouse. Contact our office for more information.

Faculty Opportunity Fund Request (form). Funds for diverse faculty recruitment, retention and enhancement.
Faculty Opportunity Fund Policy and Procedures Memo
Presidential Professorships, Faculty Opportunity Fund and Dual Career Descriptions