Diversity Initiatives

Diversity Recruitment Initiatives/Diversity Adjunct Process

The Office of Equal Opportunity has created a Diversity Adjunct Committee. The Committee works in partnership with the OEO and Human Resources. The Committee is comprised of diversity adjuncts from each division whose charge is to implement and monitor the established search procedures within each division and to ensure broad outreach and equitable impact. The ultimate aim is to address discrepancies in utilization of employees of color within the Wellesley College workforce, and to monitor hiring procedures within divisions.

When a position becomes vacant or a new position is created, the hiring manager must first complete the position request process and have approval from the President before posting the position. If the position is approved, the following steps need to take place:

• The hiring manager is to meet with Human Resources to begin the recruitment process. In conjunction with Human Resources, the hiring manager will complete a requisition form to be signed by Senior Staff and will complete the search plan.
• Human Resources will assist the hiring manager to develop a diverse search committee, as well as standard and field -oriented minority outreach.
• Human Resources will send a copy of the requisition, search plan and job description/ad copy to the diversity adjunct and the EEO Office.
• Once received, the EEO Office and the diversity adjunct will review the search plan and offer additional suggestions for outreach and/or suggestions for the search committee.
• Any requested amendments to the search plan should be made and forwarded to the EEO Office, diversity adjunct and HR.
• Human Resources will begin advertising the position as outlined in the search plan.
• Diversity adjunct will assist in following up on outreach. The adjunct will be keeping track of which sources of outreach are most effective for the division.
• Resumes will be received in Human Resources and logged into database. All applicants will be acknowledged and sent a voluntary EEO form with which applicants have the opportunity to disclose ethnicity. Complete EEO forms are forwarded to Human Resources and added to database.
• When hiring manager is ready to interview, she/he and the Search Committee (when applicable) should be making every effort to interview a diverse pool of candidates.
• As candidates are interviewed, all candidates should complete an Application for Employment and be given an opportunity to complete the EEO form. Applications can be completed prior to the interview or can be mailed/emailed to the applicant well before the interview and completed applications can be brought with the candidate to the interview.
• All applications should be forwarded to Human Resources.
• Once a final candidate is identified, the hiring manager will work with Human Resources regarding an offer of employment.
• At the conclusion of the search, a hiring proposal form must be completed by the hiring manager. The form requests information regarding the number of applicants and the ethnic breakdown of those applicants (where that information has been disclosed). The hiring proposal should be forwarded to Human Resources, the diversity adjunct and EEO.