We recommend reviewing the Planning and Recruiting microlearning unit and returning here to review notes for each section.

Preparation and pre-recruitment

• Review your advertising and posting language for names/gender markers.
• Review your posting/advertising language for inclusivity/gendered language.
• Encourage discussion about your team/workgroup's inclusivity.
  • E.g. How do you help your already inclusive team look and feel more inclusive to applicants?

Craft position descriptions and advertisements through a DEI lens

• Consider ensuring that your advertising language contains a clear and appealing description of your work group's commitment to Diversity, Equity, Inclusion, and Belonging. 

Outreach

• In addition to the websites listed  on this guide, consider reviewing the Division of Diversity, Equity, and Inclusion's recommended external advertising resources.
• Consider looking to student organizations as well when looking to diversify your hiring pool.*
  • Engineering Student Development Center
  • National Society of Black Engineers (NSBE)
  • Out In Science, Technology, Engineering & Mathematics (oSTEM)
  • Society of Hispanic Professional Engineers (SHPE)
  • Tippie Technology and Innovation Association
  • Women in Computing Sciences
  • Women in Stem Ambassadors (WiSA)
• In addition to these resources, a full list of campus organizations can be found here.
• For postings with internal interest, consider holding an open house or other event for your unit/workgroup to share your work and opportunities with potential on-campus candidates. If you do, the SPARK host checklist will help you plan the observation and ensure that everyone gets the most they can out of the experience. Don't forget to fill out the SPARK Open House Hosting form to provide valuable feedback on your event.

*Due to changes in membership every semester/year, engagement will vary.

Why you should do it

• To get more applicants.
• To make sure candidates can see our culture and values in the posting.
• More required attributes will cause otherwise qualified candidates to self-select out.
• Less overall research and development impact on the approachability of the posting.
• Showing your culture can help candidates overcome fears about qualifications or their ability to integrate successfully.