Faculty Hiring and Development

The Diversity Imperative

Dr. Jatin Ambegaonkar teaches a class in the Athletic Training Education Program at George Mason University.

Dr. Jatin Ambegaonkar teaches a class in the Athletic Training Education Program.

Photo credit:
Photo credit
Evan Cantwell, Creative Services, George Mason University

While Mason has diversified its executive administration with respect to race and gender, there is still work to be done at the dean, assistant vice president, and director levels. Success will come through active recruitment and retention efforts, along with ongoing professional development.

On May 1, 2016, the Office for Diversity, Equity and Inclusion (DEI) -- formerly the Office of Compliance, Diversity and Ethics -- partnered with Human Resources to implement a number of hiring initiatives aimed at improving diversity among Mason's faculty and staff.

Search committee requirements and best practices now include:

  • DEI review and approval of all job announcements before posting. DEI staff will work with search committees to provide a “diversity snapshot” of the applicant pool and provide technical assistance to panels.
  • Search committee training, led by DEI and Human Resources, as a requirement for all members of a search committee. Training must have occurred within the 12 months prior to the assignment. Hiring managers and coordinators are also encouraged to attend.
    • Sessions are conducted at least twice a month, as well as by request for groups of 15 or more, and last approximately 90 minutes. Training covers all steps of Mason’s hiring process, including best practices for conducting legal and efficient searches as well as information on overcoming unconscious biases and assumptions within the candidate evaluation and selection process.
  • Search committees reflective the diversity of the community with regards to gender and race/ethnicity.

Under very limited circumstances, search waivers are granted when in the best interest of the university. A waiver is considered if there is an opportunity to hire a candidate who strategically advances the institutional commitment to diversity and inclusion. This would include individuals who offer diversity in under-represented areas, or bring a unique perspective due to professional or personal background, interests, or expertise. This flexibility allows hiring departments to expedite the search process to fill an immediate need while offering an additional incentive for candidates.

For questions or to register for an upcoming session, please contact sctrain@gmu.edu.