Manager's Toolkit Diversity Conversation
One of Westmont’s long-range priorities is to diversify the campus, both in terms of its programs and its people.
As a liberal arts college rooted in Christ, we celebrate diversity as an aspect of God’s creation; we strive to create community out of rich diversity as an aspect of building God’s Kingdom in the world; we value the range of perspectives on the world that stimulates intellectual and personal growth; and we seek for faculty and staff to apprentice students in the art of dealing with diversity in constructive ways.
As we work together to identify and hire a greater number of diverse applicants, please keep in mind that Westmont is simultaneously committed to:
- Hiring the best candidates
- Including ethnicity and gender as factors in determining which candidates are best; and
- Working harder at identifying diverse applicants who would be the best candidates
Our short-term goal is to identify for each position at least one diverse candidate in the finalist pool. To assist with this process, each hiring manager will meet during recruitment with the Provost or with the Vice President for Enrollment, Marketing, and Communications before general recruitment for the position begins. This conversation is intended to determine what special efforts, if any, will be taken to alert underrepresented groups about the opening and to recruit members of their groups as candidates, and to develop an agreed-upon recruitment strategy. In searches where multiple finalists are proposed to be brought to campus but none of the proposed finalists is a diverse applicant, then the hiring manager must update the Provost or VP for Enrollment, Marketing, and Communications on efforts to identify diverse applicants before the proposed finalists are brought to campus.
Diversity recruiting sources are provided in the requisition memo sent to the Hiring Manager by HR.
Diversity Conversation Resources