All job postings are required to include Penn State’s EEO statement, which indicates that we do not discriminate against individuals.

You may also choose to include a Diversity Statement (optional). The following is a sample optional diversity statement (beyond the required EEO statement):

Penn State is committed to and accountable for advancing diversity, equity, inclusion, and belonging in all of its forms. We embrace individual uniqueness, foster a culture of inclusion and belonging that supports both broad and specific diversity initiatives, and leverage the educational and institutional benefits of diversity. We value inclusion and belonging as core strengths and essential elements of our public service mission.

Tenure track positions must be posted in Workday, and in one publication of national distribution. Fixed Term I and Multi-Year positions need to be advertised in at least one external source. All academic positions are required to be posted for a minimum of 30 days.

AAO Forms: The Academic Recruitment Form and Short List Approval Form need to be completed for academic searches.

Per federal guidelines, there are four criteria which have to be met for someone to be considered an applicant:

1. Expression of Interest: An individual must submit an expression of interest in the position (application materials) through an applicant tracking system (Workday).
2. Consideration: The organization reviews the information provided in the expression of interest (open and read the application materials).
3. Basic Qualifications: The expression of interest must indicate that the individual has the basic qualifications for the position, which means that the basic qualifications need to be advertised by the employer to all potential applicants.
4. Continued Interest: The individual at no point in the selection process prior to receiving an offer of employment removes themselves from consideration or otherwise indicates that they’re no longer interested in the position.

If an individual hasn’t met all four of these criteria, they cannot officially be considered an applicant for the position.

Advertising and Recruitment

• Network aggressively, both internally and externally, to recruit applicants.
• Recruit differently to attract a more diverse pool of applicants – make sustainable connections and recruit in places where there are higher percentages of diverse individuals.
• Including DEI competencies in the job description increases the likelihood of a more diverse pool, and of hiring a candidate, regardless of demographics, who is committed and adept at demonstrating these skills. Example statements include:
  • Demonstrated ability to work with diverse populations.
  • Demonstrated commitment and ability to advocate for diversity, equity, inclusion, and belonging.

Search Committees

• Search Committees should come to a collective decision in advance of the search about what applicants are expected to know, communicate, and do regarding the promotion and advancement of DEIB efforts.
• During interviews, ask questions which address what you expect the culturally competent and agile candidate to know or be able to do.
• Be sensitive to biases in evaluation that can inadvertently screen out otherwise competitive applicants – don’t ignore applicants because of a non-traditional career path or a break in service, or because they didn’t attend a top school or publish in all the top journals.
• Be careful not to ask applicants inappropriate questions regarding marital or parental status, age, religion, race, ethnicity, disability, etc.
• When arranging on-campus interviews, explore the candidate’s possible need for a reasonable accommodation for a disability, by asking: “Will you need any special accommodations for your interview?” Always ensure that interviews, presentations, lodging, and dining arrangements are accessible.
• Provide underrepresented candidates with the opportunity to meet privately with similar employees who can provide relevant information and personal experience, by asking: “Are there other individuals with whom you’d like to meet during your visit?”
• When determining the best qualified candidate, legally that individual must:
  • Meet the minimum qualifications
  • Fit the substantive parameters of the position announcement (e.g., academic rank, area of teaching and research concentration, etc.).
• Beyond the minimum requirements, “best qualified” is an open-textured concept, which gives employers significant latitude. When a department is underrepresented for particular populations, affirmative action data and other factors may be considered to make selections among candidates that are equally well qualified.

Interviews

• During interviews, ask questions which address what you expect the culturally competent and agile candidate to know or be able to do.
• Be careful not to ask applicants inappropriate questions regarding marital or parental status, age, religion, race, ethnicity, disability, etc.
• When arranging on-campus interviews, explore the candidate’s possible need for a reasonable accommodation for a disability, by asking: “Will you need any special accommodations for your interview?” Always ensure that interviews, presentations, lodging, and dining arrangements are accessible.
• Provide underrepresented candidates with the opportunity to meet privately with similar employees who can provide relevant information and personal experience, by asking: “Are there other individuals with whom you’d like to meet during your visit?”
• Applicant materials, evaluation rubrics and other search committee materials should be given to the Committee chair or HRSP for records retention.
• Maintain confidentiality throughout the entire process.