Best Practices

Emory University is committed to a diverse and inclusive environment and nowhere is that commitment more important than when it comes to recruiting new faculty. Building an excellent and diverse faculty however, will require us to be intentional.

Each department, school, or unit must decide how diversity and inclusion will be deployed as part of its strategic goals. Those conversations need to occur before an effective search can begin and best practices suggest that leaders should initiate and be an integral part of those conversations.

The department, school, or unit must see the value of a diverse and inclusive culture. Without a consensus in the department, school, or unit that diversity and inclusion are important strategic goals to be considered in each search, it is unlikely that the search will result in positive outcomes.

Guidelines for Search Committees

These guidelines, developed by the Faculty Advisory Committee on Excellence and Diversity, are designed to assist with those efforts and are based upon research regarding what works when it comes to diversity as well as peer experience in the area.

  • Part One: The work of the search committee up to extending invitations to campus to interview
  • Part Two: The role of the search committee as well as the faculty and greater university community once the applicant comes to campus and will continue to be important factors throughout the offer and acceptance period

If you have any questions or comments, please contact:

  • Dorothy A. Brown | Professor of Law and Chair, Faculty Advisory Committee on Excellence and Diversity | Email or phone: 404-712-8218
  • Lynell Cadray | Vice Provost, Equity and Inclusion | Email or phone: 404-727-2611

The Faculty Advisory Committee gratefully acknowledges sources that include: