Strategic Diversity in Faculty Recruitment

Provided below are policies, strategies, and resources for recruiting faculty, cultivating diverse applicants, and fostering diversity and inclusivity at the College of Charleston. For more information, questions, or suggestions, please contact our Associate Provost for Faculty Affairs, Deanna Caveny (cavenyd@cofc.edu).

Commitment to Equal Opportunity

It is the Policy of the College of Charleston to promote and protect a learning and living environment where civil discourse, respect for the individual, and appreciation for the diversity of human experiences are valued as compelling academic interests. We are committed to providing leadership in the attainment of equal employment rights for all persons.  In order to establish equal opportunities, the Office of Equal Opportunity Programs ensures immediate response to complaints of discrimination based on age, disability, gender, sexual orientation, gender identity or expression, genetic information, national origin, pregnancy, race/color, religion, sex, and veteran status and uniform services and protection against retaliation and sexual harassment for all persons, including students, employees, and/or applicants for employment and admission. Since its inception, the Office of Equal Opportunity Programs has sought to eliminate discrimination and harassment and has overseen the College's policies and investigation process for faculty, staff, and students. As an Affirmative Action/Equal Opportunity employer, the College of Charleston is committed to nondiscriminatory practices consistent with federal and state requirements and objectives, including Title VII of the Civil Rights Act of 1964, as amended; Executive Order 11246, as amended; Title IX of the Education Amendments of 1972; Title VI of the Civil Rights Act of 1964; South Carolina Human Affairs Law; Age Discrimination Act of 1975, as amended; Sections 503 and 504 of the Rehabilitation Act of 1973; and Americans with Disabilities Act of 1990, as amended. 

Contact the Director of the Office of Equal Employment Opportunity Programs, Kimberly Gertner (gertnerka@cofc.edu | 843.953.5758), and visit the website at eop.cofc.edu


Strategic Diversity Recruitment

At the College of Charleston, we believe that fostering diversity in our campus community is essential to educating students for life in today’s global economy. An effective way to support a diverse-faculty recruitment strategy is to ensure that leaders and the larger climate are supportive of diversity and inclusion. The College of Charleston hosted the College of Charleston's Strategic Diversity in Faculty Recruitment Workshop for deans, chairs, and program directors who recruit faculty, and a copy of the workshop presentation is linked below. The workshop was led by Kecia Thomas, a professor of industrial-organizational psychology and associate dean of faculty leadership and development in the Franklin College of Arts and Sciences at the University of Georgia. 

View our Strategic Diversity Recruitment Presentation for strategies in the following areas

  1. Reframing Recruitment
  2. Cultivating the Applicant Pool
  3. Search Committees
  4. Unconscious Bias
  5. Impression Management
  6. Recruitment Follow-Through
Also, please contact Deanna Caveny (cavenyd@cofc.edu) for additional information about any aspect of this workshop and strategic diversity recruitment. Also, all departments, programs, and school are asked to share this presentation and information with your search committees and colleagues on a regular basis. 

Commitment to creating an inclusive and diverse workplace

At the College of Charleston, diversity is more than just human differences. Diversity is our strength and the bond that unites us together as a campus community. Our students represent approximately 49 states, several U.S. territories, and 62 foreign countries. You will meet students, faculty, and staff from different cultures, ethnic backgrounds, beliefs, and sexual orientations. We are specifically looking for future community members who will enrich our campus in a variety of ways and support our diversity goals. 

We highly value candidates who would bring diversity to the faculty of your department, school or college, and we recognize that the needs of each unit are different in this regard. Please contact Deanna Caveny if you need assistance with resources to recruit a truly outstanding candidate who would bring diversity to your unit.

The Board of Trustees affirmed our institutional commitment to diversity when it adopted the College’s ten-year Strategic Plan in 2009 and again in 2020 with the College's current Strategic Plan which includes the following core values:

  • Integrity: We take accountability for our actions and adhere to the highest ethical standards in all our professional obligations and personal responsibilities. We demonstrate respect for self, others, and place.
  • Academic Excellence: We are committed to a dynamic intellectual community, high academic standards, strong academic programs, exceptional teacher-scholars, engaged students and lifelong learners.
  • Liberal Arts Education: We encourage intellectual curiosity and foster each student’s ability to think creatively and analyze, synthesize, apply, and communicate knowledge from many sources.
  • Diversity, Equity & Inclusion: We create and nurture a diverse and inclusive community demonstrated through our thoughts, words, and actions. We value and respect the unique perspectives, backgrounds, and experiences every individual has to offer.
  • Student Centeredness: We are devoted to nurturing thriving scholar-citizens through the intellectual, ethical, and social development of each individual student.
  • Innovation: We act with an entrepreneurial spirit to imagine and implement creative, bold, and sustainable solutions in our pursuit of excellence and continuous improvement.
  • Public Mission: We demonstrate social responsibility in meeting the educational and professional needs of our community, our state, our nation, and the world.

Our current plan outlines our goal to create an inclusive workplace that inspires excellence and innovation resulting in a thriving faculty and staff community. We strive to recruit, retain, and promote more women and underrepresented populations into faculty, staff and management positions.

In 2010, the President formed the Commission on Diversity, Access, Equity, and Inclusion to act as a catalyst for the Institutional Diversity Strategic Plan with the goal of achieving “Inclusive Academic and Institutional Excellence” within a campus climate that is diverse, inviting, and supportive of social justice for all.

As outlined in our Diversity Strategic Plan, the College has prioritized the following seven goals:

  • Recruit, retain and graduate greater numbers of qualified minority, first generation and international students.
  • Recruit and retain greater numbers of women and minorities into faculty, staff, and administrative positions (including deans, chairs, and vice presidents).
  • Create a supportive environment that is diverse, inclusive, and welcoming to all.
  • Infuse diversity into the curriculum.
  • Collect and organize data to create data bases in order to systematically and effectively assess progress and align or re-align programs to achieve diversity goals.
  • Develop a financial plan for funding diversity initiatives in the diversity strategic plan.
  • Produce and disseminate an annual report on the status of diversity at the College.

See also, College's Recruitment and Diversity Profile on InsideHigherEd.com.


Cultivating a Diverse Applicant Pool

Note that we automatically post advertisements for all approved faculty searches to Inside Higher EdDiverse: Issues in Higher Education, and the College of Charleston PeopleAdmin (jobs.cofc.edu) site. The following venues are targeted at underrepresented candidates more broadly, or in specific disciplines. While we do not specifically endorse any of these particular venues, you may find them to be a good choice for your search. A strong, diverse applicant pool rarely if ever happens by chance.  It takes real effort to build a pool of outstanding candidates. Member of the search committee should all be engaged in building that pool.

Most academic disciplines have professional organizations associated with them, and many have subcommittees on women, ethnic groups, and/or other subgroups or special interest groups. In addition, many have national and regional meetings, newsletters, email mailing lists and web sites. These organizational resources may be used in departmental recruiting efforts. Examples above are only a few of the discipline-based organizations that may be available to you. 

Additionally, the following publications and websites may be used in your department/program’s strategic diversity plans.

  • Earned Doctorates by Gender and Race: These data are compiled each year by NSF for all earned doctorates in the United States in Science and Technology disciplines.  This can give you an idea of the “pipeline” for women and racial and ethnic minorities in your discipline.  It always takes 2 years to compile and release the data, so the data available in 2018 represents doctorates awarded in 2016. 2016 Doctoral Recipients by Race2016 Doctoral Recipients by Gender.
  • NORC Career Outcomes of Doctoral Recipients: Each year the National Science Foundation, the National Institutes of Health, the National Endowment for the Humanities, the US Department of Education and the US Department of Agriculture issue the results of their Survey of Earned Doctorates (SED). Their report includes data on the number and characteristics of individuals receiving research doctoral degrees from U.S. institutions. It is  used frequently to determine the availability of new scholars in a specific field. The data is listed by gender and field, and by race/ethnicity and field.
  • nemnet: Nemnet is a national minority recruitment firm committed to helping schools and organizations in the identification and recruitment of minority candidates. Since 1994 it has worked with over 200 schools, colleges and universities and organizations. It posts academic jobs on its web site and gathers vitas from students and professionals of color.
  • IMDiversity.com: Formerly known as the Minorities' Job Bank, IMDiversity.com was established by the Black Collegian Magazine. The site is dedicated to providing career and self-development information to all minorities, specifically African Americans, Asian Americans, Hispanic Americans, Native Americans and women. It maintains a large database of available jobs, candidate resumes and information on workplace diversity.
  • The WISE Directory: An on-line directory of women students and postdocs in the science, engineering, and mathematics disciplines at schools that are a part of the Committee on Institutional Cooperation (CIC). This directory is a valuable resource for those looking to hire women from these fields. Women interested in being included need to have completed the Ph.D. within the last two years, expect to complete the degree within a year, or currently be in a postdoctoral position at one of the CIC institutions.
  • The Directory of Minority Candidates: An directory of minority Ph.D, M.F.A., and M.L.S. candidates and recipients at schools that are a part of the Committee on Institutional Cooperation (CIC). The Minority Directory, which is open to Native Americans, African Americans, and Hispanic Americans in all fields and Asian Americans in humanities and social science, is a valuable resource for those looking to hire minorities from these fields. Those listed have completed the Ph.D. within the last year or expect to complete the degree within a year at one of the CIC institutions.
  • Ford Foundation Fellows: Ford Foundation Fellows recipients include Alaskan Natives (Eskimo or Aleut), Native American Indians, Black/African Americans, Mexican Americans/Chicanos, Native Pacific Islanders (Polynesian or Micronesian) and Puerto Ricans in physical and life sciences, mathematics, behavioral and social sciences, engineering, and humanities. This directory contains contact information for Ford Foundation Postdoctoral fellowship recipients awarded since 1980 and Ford Foundation Predoctoral and Dissertation fellowship recipients awarded since 1986. This database only includes those awards administered by the National Research Council.
  • The Faculty for The Future Project: The program, launched in 2004, awards fellowships to women from developing and emerging economies to pursue PhD or Post-doctorate studies in science, technology, engineering and mathematics (STEM) disciplines at leading universities worldwide.
  • THE MINORITY & WOMEN DOCTORAL DIRECTORY: A registry that maintains information on employment candidates who have recently received, or are soon to receive, a Doctoral or Master's degree in their respective field from one of approximately two hundred major research universities in the United States. The current edition of the directory lists approximately 4,500 Black, Hispanic, American Indian, Asian American, and women students in nearly 80 fields in the sciences, engineering, the social sciences and the humanities.
  • Rice University ADVANCE Prospective Women Faculty Database: This searchable database contains application entries and CVs of female graduate students and postdocs in various science and engineering fields.

Also, reputable publications such as the Chronicle of Higher Education or those distributed by national discipline-based organizations can be counted on to actually reach intended audiences. The growth of the Internet has introduced a large number of additional venues for placing ads. We welcome you to share the resources and publications you have found most useful with our office and your colleagues.


College of Charleston Community and Environment

The College of Charleston is located in heart of the city of Charleston. We welcome visitors to our vibrant, historic campus. Prospective students, faculty, and friends who visit our campus will find plenty of ways to enjoy it—from a stroll through the live oaks draped with Spanish moss, to a step back in time as they enter the threshold of Towell Library, to a glimpse of the future in the School of Business Beatty Center or the Cato Center for the Arts’ new performance, rehearsal, and studio space. In both the weathered buildings and state-of-the-art facilities, you can almost feel the presence of those who have gone before – students and faculty, who, like those today, questioned yesterday's theories and tested tomorrow's ideas.

Charleston is America's most beautifully preserved architectural and historical treasure. Our location on the best harbor along the South Atlantic coast has made it a notable port of commerce for three centuries. We are grateful to live, work, and study in one of the greatest cities in the world. In fact, Charleston was voted USA's No. 1 city for the third consecutive year and the No. 1 “Friendliest” city by the Condé Nast Traveler magazine’s prestigious Readers’ Choice Awards. Additionally, Travel & Leisure Magazine deemed Charleston the No. 3 destination in the world and the No. 1 city in the U.S. and Canada, leading the rankings over New York, San Francisco, Vancouver, and Montreal. (Read more about visiting Charleston here).

Charleston’s culture, history, and natural resources provide a strong foundation for the College's dedicated learning community, furthering exploration, discovery, and creativity. The College of Charleston fosters a culture that emphasizes experiential learning and development through participation in a supportive yet challenging environment where students benefit from a talented, accomplished, and diverse faculty and staff. With our stellar location, vibrant student life, and devoted faculty, the College of Charleston is truly one of the nation’s great public universities in the country’s finest city.

Diversity by the Numbers

5 of 8 of deans are women or minority

15% minority faculty population

47% women faculty population

62 countries represented by students

12 faith-based student organizations on campus

20% under represented minority student population

Office of Institutional Diversity

With the support of, and in collaboration with the College community, the Office of Institutional Diversity promotes the total integration of diversity into the life of the College. Led by our Chief Diversity Officer, Renard Harris, the Office implements comprehensive programming that includes educational, cultural, social, and outreach events, diversity training workshops, and campus-wide intergroup dialogues.

Learn more about Diversity InitiativesDiversity ProgramsDiversity Events, and Diversity Education and Training at the College of Charleston. Contact the Office of Institutional Diversity at OID@cofc.edu or 843.953.5079, or visit us online at diversity.cofc.edu.

Campus resources

Related organizations, clubs, and social networks: 

  • Arabic ClubCampus Event Aims to Welcome LGBTQ Students
  • Asian Student Association (ASA)
  • Black Student Union
  • Black Alumni Caucus
  • Baha'i Faith and Friends (BFF)
  • Gay-Straight Alliance
  • Jewish Student Union/ Hillel (JSU)
  • Hispanic Latino Club (HLC)
  • Indian Culture Exchange
  • LGBTQ Faculty/Staff Coalition
  • Muslim Student Association (MSA)
  • National Organization for Women (NOW)
  • Religious Life Council
  • Student Government Advocacy Committee for Diversity on Campus
  • Student Union for Multicultural Affairs (SUMA)
  • Women Reaching Independence Through Support and Education (WeRISE)
  • ...and many more