Space physics guide to STRIDE: Strategies and tactics for recruiting to improve diversity and excellence

Frontiers in Astronomy and Space Sciences

Astronomy and Space Sciences

Jennifer J. Linderman¹  Michael W. Liemohn²  Isis H. Settles³ 

[1] ADVANCE Program, University of Michigan, Ann Arbor, MI, United States;Department of Chemical Engineering, University of Michigan, Ann Arbor, MI, United States;Department of Climate and Space Sciences and Engineering, University of Michigan, Ann Arbor, MI, United States;Department of Psychology, University of Michigan, Ann Arbor, MI, United States;Department of Afroamerican and African Studies, University of Michigan, Ann Arbor, MI, United States;College of Literature, Science, and the Arts, University of Michigan, Ann Arbor, MI, United States;

关键词: space physics;    equity;    DEI;    NSF ADVANCE;    hiring;    demographics;   

DOI  :  10.3389/fspas.2023.1152567

 received in 2023-01-27, accepted in 2023-03-13,  发布年份 2023

来源: Frontiers

【 摘 要 】

The space physics research community is not diverse. This is especially true at the senior experience levels, but is even true for our student populations, which are also not matching the demographics of the general public. Striving towards a demographic shift to match the general population promotes equity and inclusion. In addition, diversity increases research productivity. Unfortunately, bias exists, including within the space physics research community, and this negatively impacts hiring practices and perpetuates the demographic mismatch. Yet there are many strategies and tactics that can be adopted to counter this problem. A number of these methods are presented and discussed, specifically those regarding the search process for hiring new research group members. The key methods for achieving an equitable search process are as follows: develop a holistic rubric early, even before the job ad is posted; slow down the downselect from the full applicant pool to the short list of finalists so that the rubric can be carefully applied to each candidate; make the interview process as equitable as possible by considering the ways in which it could be biased; and conduct a fair decision-making process that focuses on the job-relevant criteria and avoids global rankings until the final vote.

【 授权许可】

Unknown   
Copyright © 2023 Liemohn, Linderman and Settles.