Selection Processes

Feb 13 2014 Published by under Uncategorized

In a twitter conversation I mentioned that my department had a decent record bringing in a gender balanced set of speakers. That was silly of me. Since people tend to overestimate diversity I figured it was possible I misremembered. So I checked the last 8 years of speakers in the big department colloquium.


For last year I was correct. About 50/50. For previous years...not so much. That's a pretty dramatic jump towards parity (the talk series is very broad including areas with high % of women researchers. no real excuse).

Related, I highly recommend the quick read There's No Excuse for all White Male Panels. Print it out. Put it in your chairs's mailbox. Email spam it to your society listserv. I'm guessing that the committee here took some of the suggestions to heart (or someone told them to).  Trust me, if the fine fellows here can get their act together and look beyond their golfing buddies, you can too.

Adapted from the linked article:

1. Examine your Selection Process. Who makes the list of possible invites/sources/etc? Do a few grey beards just throw names around during their weekly squash date?
2. Improve you Selection Process. Just because you 'got some good people' last year doesn't mean the process doesn't have room for improvement.
3. Look Beyond the usual suspects. Take Chances. Maybe not every invitation needs to be a known big name.
4. Get Help. Ask for recommendations. Ask widely. Again, step outside of your immediate network.
5. Approach people. You don't need to wait until the perfect opportunity is available to develop connections. Write down names. Keep contact info. Develop a stable of interesting people that's perhaps not as homogenous as the members club at Augusta National. Just a thought. You know depending on your priorities.

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