Search Process

​ 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. An aggressive recruitment approach should be conducted in order to achieve recruitment objectives as stated in DePaul's Strategic Plan: Grounded in Mission: The Plan for DePaul 2024.

Faculty Search Toolkit

• Faculty Search Guide
  
• Avoiding Implicit Bias
• ​​State of Science Implicit Bias Review
• ​How to Think about Implicit Bias
• DePaul Faculty Disposition Codes​
• Guess Who Doesn't Fit In at Work - The New York Times
  
• 10 Illegal and Legal Interview Questions
  
• FRIP Application 
  
  

Faculty Search and Implicit Bias Workshop Schedule

Diversity Supportive language

A proactive search ensures the pursuit of highly qualified candidates. Effective search committees proactively seek and attract the best candidate(s) for the position. An important component of any search should include a good faith effort to recruit women and underrepresented groups, as well as, majority candidates. As you draft the job announcement, the job description should include diversity supportive language and DePaul’s EEO statement. Some examples of diversity supportive language include:

• The candidate must have demonstrated experience in working in a diverse urban environment.
• The candidate must have demonstrated experience in working in teaching in a diverse learning environment.
• DePaul seeks candidates with demonstrated cultural competencies to include teaching, service, and research in diverse learning communities.
• DePaul is an equal opportunity employer that values diversity and strongly encourages diverse candidates to apply. ​