A Mindful Memo: unconscious bias in the recruitment process
In the world of academia, the process of recruitment, assessment, and hiring shapes not only the present but also the future of research culture. It's a domain where cutting-edge knowledge is shaped and where the seeds of innovation are sown. Within our community, there's a collective understanding of the responsibility of selecting colleagues, reflecting the Faculty's commitment to advancing knowledge. The Curriculum Vitae (CV) reflects a scholar's journey, providing a window to assess their contributions and potential. However, this tool is not immune to the human element, with biases that can cloud our judgment.
The Equality and Diversity Commission at the Faculty of Science initiated a reflective journey to address and mitigate these biases through a unique initiative 鈥� that can infiltrate the assessment process. Thoughtfully crafted cards highlight categories typically found in a CV, such as personal data, employment history, and scientific achievements. While acknowledging the broad spectrum of potential biases, this initiative focuses specifically on addressing gender bias in the assessment process. It plays a significant role in addressing the concerning trend of female talent attrition in academia, known as the "leaky pipeline".
The creation of these cards is not an end but a beginning 鈥� a step towards a more conscious and inclusive evaluation process. By specifically identifying and challenging gender bias, we can strive to transcend them, ensuring that our assessments are grounded in objectivity and respect for diversity. This tool encourages self-reflection, urging us to question the underlying reasons for our judgments and to consider whether we would reach the same conclusions if faced with a candidate of a different gender.
These cards are designed to prompt us to examine our assumptions about gender, leadership, and competence, pushing us to hold ourselves and others accountable. They invite us to recognize that likability does not equate to ability and to embrace the value of diverse perspectives in our culture.
In assessing a candidate, we are urged to critically evaluate system indicators such as current positions, project numbers, awards, and publications within the broader context of their competencies. The project by the Equality and Diversity Commission at the Faculty of Science is a pioneering step towards a fair, effective, and inclusive hiring process. It's a reminder that while unconscious biases are a part of human nature, our awareness and actions towards them define the integrity of our academic institutions.
This initiative represents a commitment to a sustainable research culture, one that is fair and diverse. It embodies the recognition that excellence in academia is not just measured by what is achieved but also by how it is achieved. As we assess the intricate details of a CV, these cards serve as a compass, guiding us towards a more equitable and reflective assessment, ensuring that our decisions contribute to a thriving and diverse academic future.
Contact: Equality and Diversity Commission -
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