Unconscious Bias and Assumptions in Hiring, Promotion, and Tenure

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dc.contributor.authorAdvanceVTen
dc.contributor.departmentVirginia Tech. Office of the Executive Vice President and Provosten
dc.date.accessioned2016-08-08T19:07:05Zen
dc.date.available2016-08-08T19:07:05Zen
dc.date.issued2015-05-01en
dc.description.abstractEven when we are committed to promoting diversity in the workplace, research indicates that we bring our personal experiences and cultural histories into the hiring and employment process. How is it that women are now nearly half of all doctoral recipients, but only 37% of the faculty at research intensive institutions in 2011, and 29% of tenured and tenure-track faculty at Virginia Tech in 2014? How is it that the progress in hiring ethnic minority faculty has been so slow and difficult, and gains are so quickly eroded when retention fails? The reasons are subtle and often not visible to those in the majority culture. Unrecognized biases and assumptions play a powerful role in maintaining the status quo.en
dc.description.notesThis material is based on work supported by the National Science Foundation ADVANCE program grant SBE0244916. Findings and recommendations are those of the authors and do not necessarily reflect the views of the National Science Foundation.en
dc.description.sponsorshipNational Science Foundationen
dc.format.extent2 pagesen
dc.format.mimetypeapplication/pdfen
dc.identifierunconscious_bias.pdfen
dc.identifierSBE-0244916en
dc.identifier.urihttp://hdl.handle.net/10919/72106en
dc.language.isoen_USen
dc.publisherVirginia Techen
dc.rightsIn Copyrighten
dc.rights.holderVirginia Techen
dc.rights.urihttp://rightsstatements.org/vocab/InC/1.0/en
dc.source.urihttp://www.advance.vt.edu/documents/other/unconscious_bias.pdfen
dc.titleUnconscious Bias and Assumptions in Hiring, Promotion, and Tenureen
dc.title.alternativeResearch and Tips for More Equitable and Effective Hiring Practicesen
dc.typePamphleten
dc.type.dcmitypeTexten

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