DePaul University's outreach efforts reflect its commitment to excellence in teaching, learning, and service. The mission and distinguishing characteristics of DePaul promote a values-based education. Among these values, diversity is a vital core component. Therefore, a proactive recruitment strategy, which ensures a diverse candidate pool, is our standard operating procedure.
Faculty Search Toolkit
Faculty Search and Implicit Bias Workshop
The workshop is led by Associate Provost for Diversity, Equity, and Inclusion, Valerie Johnson. Workshops are offered throughout the year to accommodate ongoing campus searches.
Below, please find the scheduled dates for AY 2025-26 Faculty Search and Implicit Bias training for faculty search committee members. Please note that upon receiving notification of an approved faculty search, academic units should appoint members to the search committee and contact the Associate Provost for Diversity, Equity, and Inclusion (AP-DEI) to schedule Faculty Search and Implicit Bias training for any members of the search committee who have not attended the training in the past two years. Please note that delaying this step may result in a delay in posting your ad. If you’re unsure whether search committee members have received the training in the past two years, don't hesitate to contact
Kate Gorveatte, Senior Administrative Assistant to the Associate Provost for Diversity, Equity, and Inclusion,
and she will check our training log.
Faculty Search and Implicit Bias training sessions will be held via Zoom for approximately one hour and 30 minutes on the following dates:
As indicated in the Faculty Search Guidelines, the search committee is required to write a job advertisement. Once the details of the positions are posted to Interfolio, the AP-DEI will receive a request for approval. Please note that the AP-DEI cannot sign off on the job ad unless all search committee members have attended the Faculty Search and Implicit Bias training within the past two years. In the past, search committees have included inclusive language in their ad. This is no longer required and is now provided universally in the ad shell by the Office of Academic Affairs.
Once the ad has been approved, the committee will develop a sourcing plan to determine where the job ad will be distributed, ensuring a pool of diverse candidates. In doing so, the search committee should distribute the ad to associations or organizations in their discipline, particularly those that support a diverse pool within their field. Search committees should always have their sourcing plan readily available in case the provost has questions.
Another essential step in the faculty search process requires search committees to request the demographics of the applicant and interview pool from the AP-DEI, after semi-finalists and/or finalists have been identified and before any candidates are interviewed in person or on Zoom. This step is crucial to ensure that the applicant pool's demographics align with those of the discipline.
Please feel free to reach out to
Valerie Johnson with any concerns you may have.
Sourcing Options
Academic Affairs advertises for full-time tenure and tenure-track faculty positions in the Chronicle for Higher Education, Inside Higher Ed, Hispanic Outlook, Higher Ed Jobs, Diverse Issues in Higher Education, and HERC. Additional resources are below and OIDE can send out the faculty postings to these resources.