Inclusive and Equitable Recruitment

Inclusive Hiring, Training and Practices

Faculty members who are recruiting have received new training on implicit bias and strategies for inclusive hiring. In addition, we are pilot testing some new best practices for hiring faculty, including formally asking for EDI statements as part of the application process, extending applicant pools and shortlists, and using standardized scoring rubrics for evaluating job candidates.

Diversifying Applicant Pools

Faculty

This year, UBC Sauder has joined The PhD Project as an academic partner. This is an internationally recognized program that supports minority groups that have traditionally been underrepresented in doctoral programs at business schools and helps universities to recruit broader pools of applicants. University partners with this project are committed to diversifying our own campuses, the academic community, and the corporate culture more broadly. The project helps universities to expand shortlists and attract a broader diversity of applicants, including those from Black, Latinx, and Indigenous backgrounds.

Robert H. Lee Graduate School

The Robert H. Lee (RHL) recruitment team participated in virtual recruitment events with a dedicated focus on enhancing the diversity of all RHL programs. The team attended over 70 virtual events in all continents, with presence in 38+ countries. In addition, women-specific recruitment events for the FTMBA and PMBA programs were held.

Undergraduate Office

The Undergraduate Office (UGO) works with UBC Enrolment Services to enhance recruiting of Indigenous students, which includes promoting higher education, exploring interests, and finding the right fit before connecting students with appropriate faculties. In addition, the UGO hosts Destination UBC which connects with Indigenous, Black, and Beyond Scholars and works with programs such as the UBC-Langara Indigenous Transfer Partnership.

UBC Sauder Staff

The UBC Sauder Human Resources team, particularly the EDI Recruitment Working Group, has integrated process improvements as it relates to diverse hiring of UBC Sauder staff. Some examples include: • Updated job description language to include a universal UBC

Sauder opening paragraph with land acknowledgement and an EDI closing statement. • Identified additional platforms to post UBC Sauder jobs to compliment the candidate pool. • Partnering with BC Partners in Workforce Innovation to recruit for people with disabilities. • Working with leaders to assist in diversifying candidate pools. • Updated hiring templates (phone screening interview, reference check, etc.) with gender-neutral language. • Recommending EDI focused-interview questions to hiring managers.

The EDI Recruitment and Retention Working Group (which reports to the Library’s Diversity & Inclusion Team) and Selection Committees have made recommendations to integrate processes to ensure greater inclusion practices in recruitment practices for librarians. These practices include: the Selection Committee collectively writing job descriptions, co-creating shortlisting and interview rubric tied directly to job descriptions, and the posting of job opportunities more widely.