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Department of Psychology

Department of Psychology

DEI: Promoting Inclusivity Header Image

Promoting Inclusivity

Inclusive Faculty and Hiring

  • American Council on Education (1988). Educating one-third of a nation: The conference report. Washington, DC: Author.
  • American Psychological Association Commission on Ethnic Minority Recruitment, Retention and Training in Psychology (1995). Valuing diversity in faculty: A guide. Washington, DC: American Psychological Association.
  • Bernal, M. E. (1994). Integration of ethnic minorities into academic psychology: How it has been and what it could be. In E. J. Trickett, R. J. Watts, & D. Birman (Eds.), Human diversity: Perspectives in people in context (pp. 404-423). San Francisco: Jossey-Bass.
  • Bernal, M. E., & Castro, F. G. (1994). Are clinical psychologists prepared for service and research with ethnic minorities? Report of a decade of progress. American Psychologist, 49, 797-805.
  • Bernal, M. E., & Padilla, A.M. (1982). Status of minority curricula and training in clinical psychology. American Psychologist, 37(7), 780-787.
  • Carter, D. J. & Wilson, R. (1995). Thirteenth annual status report on minorities in higher education. Washington, DC: American Council on Education.
  • Duke University Office of Institutional Equity. Managing Diversity @ Duke: A Toolkit for Managers. Durham, NC: Duke University, 2011. Available at:  http://www.duke.edu/web/equity/resources/toolkit/diversifying_applicant_pools.pdf
  • Gaucher, D., Friesen, J., & Kay, A. (2011). Evidence that gendered wording in job advertisements exists and sustains gender inequality. Journal of Personality and Social Psychology, 101(1), 109-128. doi:10/1037/a0022530
  • Green, M. F. (Ed) (1988). Minorities on campus: A handbook for enhancing diversity. Washington, DC: American Council on Education.
  • Justus, J. B. (1987). The University of California in the twenty-first century: Successful approaches to faculty diversity. Berkeley, CA: President’s Office University of California.
  • Kay, K. & Shipman, C. (2014). The confidence code. New York: Harper Collins.
  • Marchese, T. J. & Lawrence, J. F. (1989). The search committee handbook: A guide to recruiting administrators. Washington, DC: American Association for Higher Education.
  • Mintz, S. D.(Ed) (1993). Sources: Diversity initiatives in higher education – A directory of programs, projects, and services for African Americans, Asian Americans, Hispanic Americans, and Native Americans in higher education. Washington, DC: American Council on Education.
  • Mohr, T.S. (2014, August 25). Why women don’t apply for jobs unless they’re 100% qualified. Harvard Business Review. Retrieved from https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified
  • Ridley, S. E. (1991). Faculty development and retraining: Some committee recommendations. In H. F. Myers, P. Wohlford, L. P. Guzman, & R. J. Echemendia (Eds.) Ethnic minority perspectives on clinical training and services in psychology (pp. 165-168). Washington, DC: American Psychology Association.
  • Shewchuk SR, Sherrill WW. Managing a Diverse Health Services Workforce. In S.R. Hernandez & S.J. O’Connor(Eds.), Strategic human resources management in health services organizations. Clifton Park, NY: Delmar Cengage Learning; 2010:117–132.
  • Silver, J. H. (1987). Minority faculty recruitment in Kennesaw College: 1976-1986. Athens, GA: Institute of Higher Education, University of Georgia.
  • Silver, J. H., Dennis, R. W., & Spikes, C. (1988). Black faculty in traditionally white institutions in selected Adams states: Characteristics, experiences and perceptions. Atlanta, GA: Southern Education Foundation, Inc.
  • Spann, J. (1988). Achieving faculty diversity: A source book of ideas and success stories. Madison, WI: The University of Wisconsin System.
  • Suinn, R. M. (1995). [Survey of recruitment and retention of ethnic minority faculty: A follow up]. Unpublished raw data.
  • Suinn, R. M. & Witt, J. C. (1982). Survey on ethnic minority faculty recruitment and retention. American Psychologist, 37, 1239-1244.
  • University of Michigan. Available at:https://hr.umich.edu/working-u-m/management-administration/recruiting-employment/recruiting-staff-diversity

Student Recruitment and Retainment

  • Bocanegra, J., Gubi, A., & Cappaert, K. (2016). Investigation of social cognitive career theory for minority recruitment in school psychology. School Psychology Quarterly , 31(2), 241–255.
  • Gardner, S. K. (2013). The challenges of first-generation doctoral students. New Directions for Higher Education , 2013(163), 43–54.
  • Ghee, M., Keels, M., Collins, D., Neal-Spence, C., & Baker, E. (2016). Fine-tuning summer research programs to promote underrepresented students’ persistence in the STEM pathway. CBE Life Sciences Education , 15(3), 1–11. http://doi.org/10.1187/cbe.16-01-0046
  • Ihme, T. A., Sonnenberg, K., Barbarino, M. L., Fisseler, B., & Sturmer, S. (2016). How university websites’ emphasis on age diversity influences prospective students’ perception of person organization fit and student recruitment. Research in Higher Education , 57(8), 1010–1030.
  • Milem, J. F., Chang, M. J., & Antonio, A. L. (2005). Making diversity work on campus: A research-based perspective. Washington, DC: Association American Colleges and Universities.
  • Olson, C. (1988). Recruiting and retaining minority graduate students: A systems perspective. The Journal of Negro Education, 57(1), 31-42.
  • Rosenberg, J. M., Terry, C. A., Bell, J., Hiltz, V., & E. Russo, T. (2016). Design guidelines for graduate program social media use. TechTrends , 60(2), 167–175.
  • Sundeen, T., Vince Garland, K. M., & Wienke, W. D. (2016). A multi-year evaluation of student perceptions of university and special education doctoral websites. Teacher Education and Special Education , 39(4), 259–275.

Job Posting Sites

  • Historically Black Colleges and Universities: Established in the 1800s to provide higher education opportunities for African Americans.
  • Black Grad Student Association: The nation’s largest interdisciplinary graduate organization for students of African descent. Provides critical resources to ensure the academic success of African American students and aids in developing a powerful network of emerging Black scholars to diversify the academy.
  • Blacks in Higher Ed: A job board to connect college and university employers with Black professionals.
  • Black Owned Diversity, Equity, and Inclusion Companies + Consultants Currently Accepting New Corporate Clients
  • National Association for Equal Opportunity in Higher Education: A non-profit umbrella organization of the nation’s Historically Black Colleges and Predominantly Black Institutions (PBIs). NAFEO was founded to provide an international voice for the nation’s HBCU’s; to place and maintain the issue of equal opportunity in higher education on the national agenda, and to increase the active participation of Blacks at every level in American higher education.
  •  The National Black Chamber of Commerce: Dedicated to economically empowering and sustaining Black communities through entrepreneurship and capitalistic activity within the United States and via interaction with the Black Diaspora.
  • Black Enterprise: The premier resource for Black entrepreneurs, Black-owned businesses, and career, tech, and money content.
  • Hispanic Association of Colleges and Universities (HACU): Established in 1986 with a founding membership of eighteen institutions. HACU is the only national educational association that represents Hispanic-Serving Institutions (HSIs). HACU is committed to Hispanic success in education, from primary education through graduate school and into the work force.
  • Hispanics in Higher Education: A job board to connect college and university employers with Hispanic professionals.
  • The Latino Professional NetworkThe Latino Professional Network: Founded in Los Angeles in September of 1999, stands as one of the largest and preeminent associations of Latino professionals, community leaders, and students in the country. The guiding precept is to galvanize and unify the ever-growing community of Latino professionals in the United States.
  • Hispanic Jobs: Bilingual jobs for English/Spanish-speaking professionals. Opportunities range from entry level to executive level.
  • Latino Professional: For 10 years, LatPro has produced a series of job fairs and recruitment events where career-minded professionals find access to top-level employers in search of bilingual and multicultural candidates for employment.
  • American Indian Graduate Center: The premier national resource in funding and empowering the next generation of American Indians and Alaska Natives seeking higher education by supporting them in attaining undergraduate, graduate, and professional degrees.
  • Native Americans in Higher Education: A job board to connect college and university employers with American Indian professionals.
  • Asians in Higher Education: a job board to connect college and university employers with Asian professionals.
  • The Asian Chamber of Commerce: A diverse, multicultural group focused on increasing business with the Asian community locally and abroad for all Asian countries.
  • American Arab, Middle Eastern, and North African Psychological Association (AMENA-Psy): A non-profit organization dedicated to the development of Arab/MENA psychologists and psychological research and interventions in North America.
  • Middle East Studies Association: A non-profit association that fosters the study of the Middle East that brings together scholars, educators, and those interested in the study of the region from all over the world.
  • The Women in Higher Education: The goal is to enlighten and empower women on campus as well as to win the acceptance of women in higher education and the larger culture.
  • The Association of Black Women in Higher Education (ABWHE): An advocate for and celebrant of the accomplishments of Black women in higher education for more than three decades.
  • Women for Hire: The leading women’s and diversity career recruitment specialist, offers comprehensive products and services exclusively for top employer in every field that support and enhance the commitment to diversity.
  • Human Rights Campaign: America’s largest civil rights organization working to achieve lesbian, gay, bisexual, transgender, and queer equality.
  • LGBT in HIgher Education: A job board to connect college and university employers with LGBT professionals.
  • LGBT + Pride in Foreign Affairs Agencie: Represents lesbian, gay, bisexual, and transgender personnel, their families, and their allies (LGBT+) to advance diversity and workplace equity in U.S. foreign affairs agencies and human rights for LGBT people around the world.
  • Association of University Centers on Disabilities: A network of interdisciplinary centers advancing policy and practice for and with individuals with developmental and other disabilities, their families, and communities.
  • Academic Diversity Search: A diversity recruiting resource and job posting for faculty and administrative positions at colleges, universities, and scientific organizations. Specializes in identifying women and minorities for faculty and staff jobs in higher education.
  • Diverse Jobs: A source for diverse job seekers. Colleges, universities, and higher education recruitment agencies in the U.S., Canada, and across the globe use this site to reach a more concentrated pool of qualified candidates.
  • Inside Higher Ed: A leading digital media company serving the higher education space since 2004. Their mission is to serve all of higher education – individual, institutions, corporations, and non-profits- to transform the lives and those of the students they serve.
  • Higher Ed Jobs: Daily updates on listings of faculty and administrative positions at colleges and universities.
  • IM Diversity: Dedicated to providing career and self-development information to all minorities.
  • Employ Diversity: Specializes in minority employment and diversity job search opportunities
  • Diversity Inc .: Seeks to bring education and clarity to the business benefits of diversity.
  • Southern Regional Education Board: Works with 16 member states to improve public education at every level. SREB’s goal is a diverse workforce representative of the people that are served.