Our affirmative action obligations apply to each position we post, and they begin before the job is posted. In this section, you will find guidance on writing job descriptions, selecting search committees, obtaining training for search committee chairs and members, and posting open positions, all with an eye toward ensuring that our process provides equal opportunity for all applicants.
Research has shown that language used in a job description can exclude certain groups of people, particularly women, from applying for the job. Likewise, while men are likely to apply for a job if they meet 60% of the listed qualifications, women are unlikely to apply for the same job unless they meet 100% of the qualifications. Thus, it is important when you are drafting your job descriptions to pay attention to the language you use and be mindful of how it might impact potential applicants. You should write your description broadly to attract a wide range of applicants, while at the same time ensuring that the required and preferred qualifications you choose are measurable, demonstrable, and job-related. Avoid using terms like "culture fit," as that may send a message that we are only interested in candidates who are just like our current workforce. Also avoid using gendered terms - for example, say "chair" or "chairperson" rather than "chairman." You can use this tool to evaluate the language contained in your job description.
Consider including a minimum or preferred qualification related to diversity and inclusion. Some examples are:
You might also consider reviewing the job descriptions posted by peer institutions that have been designated as Diversity Champions for inspiration.
All Job descriptions should include the following language:
Diversity and Equity:
The University will provide reasonable accommodations to applicants with disabilities throughout the employment application process.To request an accommodation pursuant to the Americans with Disabilities Act, please contact the ADA Coordinator via email at firstname.lastname@example.org.
The CU Denver | CU Anschutz Medical Campus is committed to recruiting and supporting a diverse student body, faculty and administrative staff. The university strives to promote a culture of inclusiveness, respect, communication and understanding. We encourage applications from women, ethnic minorities, persons with disabilities and all veterans. The University of Colorado is committed to diversity and equality in education and employment.
Research has shown that we tend to hire people who look like us. In addition, diverse teams make better decisions. As a result, it is important to consider the make-up of your search committee to ensure that you have not chosen members who all look the same and come from the same background. While representation does not equal inclusion, and while you can never expect a person from a particular social group to represent the views of that entire social group, you should put considerable effort into selecting search committee members who will bring diverse perspectives and experiences to the conversation. Consider asking someone outside of your department to serve on your committee. Also consider asking someone with expertise in diversity and inclusion issues to participate. If you would like suggestions for possible search committee members to help you work through potential biases, contact Lauren Fontana.
Once the search committee members have been selected, they should review the Search Committee Guidelines for Interaction together to establish ground rules for how the committee will function.
All search committee members should complete the Inclusive Recruiting Practices training in Skillsoft.
The Office of Equity also trains search committees regarding affirmative action obligations. To request a training for your search committee, contact Lauren Fontana.
If you are on a search committee but unable to request a personalized training, here are some resources that may be useful:
One of the best ways to diversify our applicant pool is by widening our advertising of open positions. All positions posted to CU Careers are automatically "scraped" and posted to a variety of diversity-related recruiting websites. While these websites are useful, simply posting to them without any additional outreach is insufficient. Your particular needs will depend on the type of job you are trying to fill and your school/college/department/unit, but there are some techniques that can be used for most searches. It is always useful to circulate job postings to your own personal and professional networks, including any organizations of which you are a member. An invaluable resource at CU Anschutz is the Hire Local Program within the Community-Campus Partnership. Our Hire Local staff can connect you with pre-screened applicants who are a good fit for your open position. For more information or to discuss a specific job opening, contact Lisa Jensen via email at email@example.com. In addition, you can share job postings with the following groups (or groups like them):
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