Earlier this year, Deborah Loewenberg Ball, a former University of Michigan dean, described how administrators can and should be “more forceful” in executing on diversity hiring goals.
What she describes is basically a clever and very effective assertion of power:
—Most importantly, she says, search committees just won’t move forward until they “bring back a pool that looks decent.”
—”You had to be very strictly rule-bound and create a bunch of very strict rules about what it would take to carry out a search. Who can be on the committee, what the charge looks like, what the description looks like, how you search.”