Faculty Recruitment

Stanford's academic excellence is inseparable from the value a diverse faculty brings to the quality of the curriculum, the breadth and depth of research, the nature of collegial interactions, and the scope of service to the institution's civic mission. The tools and resources found in this section are intended to assist faculty recruitment efforts to enable broad and inclusive applicant pools and equitable decision-making processes. In addition to these resources, please consult school-level policies and requirements available at the dean's offices and the University-wide policies described in the Faculty Handbook.
Programs and Workshops

Faculty Search Committee and Administrator Checklist
Readings
Literature exploring biases that interfere with equitable outreach and decision making in the faculty search committee process, as well as promising practices to enable more equity in faculty hiring.
Promising practices
Blair-Loy, M., et al. (2022). "Can rubrics combat gender bias in hiring?" Science 377(6601): 35- 37.
Budden, A. E., Tregenza, T., Aarssen, L. W., Koricheva, J., Leimu, R., & Lortie, C. J (2008). "Double-blind review favours increased representation of female authors." Trends in Ecology & Evolution 23(1): 4-6.
Correll, S. J. (2016). "Reducing gender biases in modern workplaces: A small wins approach to organizational change." Gender & Society 31(6): 725-750.
Culpepper, D., et al. (2023). "Do rubrics live up to their promise? Examining how rubrics mitigate bias in faculty hiring." The Journal of Higher Education.
Dobbin, F. and A. Kalev (2022). Getting to diversity: What works and what doesn’t. Cambridge, Massachusetts, The Belknap Press of Harvard University Press.
Heilman, M. E. (1980). "The impact of situational factors on personnel decisions concerning women: Varying the sex composition of the applicant pool." Organizational Behavior and Human Performance 26(3): 386-395.
Holmes, M. A. (2015). Implicit assumption: What it is, how to reduce its impact. Women in the Geosciences: Practical, Positive, Practices Toward Parity. M. A. O. C. Holmes, Suzanne and Dutt, Kuheli, John Wiley & Sons, Inc. Special Publications 70.
Hugenberg, K., et al. (2006). "Framing discrimination: Effects of inclusion versus exclusion mind- sets on stereotypic judgments." Journal of Personality and Social Psychology 91(6): 1020-1031.
Johnson, S. K., et al. (2016). "If there’s only one woman in your candidate pool, there’s statistically no chance she’ll be hired." Harvard Business Review.
Martell, R. F. (1991). "Sex bias at work: The effects of attentional and memory demands on performance ratings of men and women." Journal of Applied Social Psychology 21(23): 1939- 1960.
O’Meara, K. C., Dawn; Templeton, Lindsey L. (2020). "Nudging toward diversity: Applying behavioral design to faculty hiring." Review of Educational Research 90(3): 311-348.
Posselt, J., et al. (2020). Evaluation and decision making in higher education: Creating equitable repertoires of practice. Higher Education: Handbook of Theory and Research. L. W. Perna.
Switzerland AG, Springer Nature. 35.
Smith, D. G. (2000). "How to diversify the faculty." Academe 86(5): 48-52.
Smith, D. G., et al. (2004). "Interrupting the usual: Successful strategies for hiring diverse faculty." The Journal of Higher Education 75(2): 133-160.
Smith, J. L., et al. (2015). "Now hiring! Empirically testing a three-step intervention to increase faculty gender diversity in STEM." BioScience 65(11): 1084-1087.
Stewart, A. J. and V. Valian (2018). An inclusive academy: Achieving diversity and excellence, MIT Press.
White-Lewis, D. K. (2021). "Before the ad: How departments generate hiring priorities that support or avert faculty diversity." Teachers College Record 123(010309): 36.
Implicit bias in grant funding, fellowships and awards
Chen, C. Y., et al. (2022). "Systemic racial disparities in funding rates at the National Science Foundation." ELife: 1-34.
Druffel, E. R. M. (1994). "Looking at gender distribution among AGU Fellows." Eos, Transactions American Geophysical Union 75(37): 429.
Erosheva, E. A. G., Sheridan; Chen, Mei-Ching; Lindner, Mark D.; Nakamura, Richard K.; Lee, Carole J. (2020). "NIH peer review: Criterion scores completely account for racial disparities in overall impact scores." Science Advances 6(eaaz4868): 10.
Ginther, D. K., et al. (2011). "Race, ethnicity, and NIH research awards." Science 333(6045): 1015-1019.
Wenneras, C., & Wold, A (1997). "Nepotism and sexism in peer-review." Nature 387(6631): 341- 343.
Implicit bias in teaching evaluations
Boring, A., et al. (2016). "Student evaluations of teaching (mostly) do not measure teaching effectiveness." ScienceOpen Research: 1-11.
Kardia, D. B., & Wright, M. C. (2004). "Instructor identity: The impact of gender and race on faculty experiences with teaching." Occasional Paper. University of Michigan Center for Research on Learning and Teaching.
MacNell, L., et al. (2015). "What’s in a name: Exposing gender bias in student ratings of teaching." Innovation in Higher Education 40: 291-303.
Storage, D., et al. (2016). "The frequency of “brilliant” and “genius” in teaching evaluations predicts the representation of women and African Americans across fields." PLoS ONE 11(3): 1- 17.
Implicit bias in letters of recommendation
Bernstein, R. H., et al. (2022). "Assessing gender bias in particle physics and social science recommendations for academic jobs." Social Sciences 11(74): 1-29.
Ceci, S. J., et al. (2023). "Exploring gender bias in six key domains of academic science: An adversarial collaboration." Psychological Science in the Public Interest: 1-59.
Dutt, K. P., Danielle L.; Bernstein, Ariel F.; Dillard, Joseph S.; Block, Caryn J. (2016). "Gender differences in recommendation letters for postdoctoral fellowships in geoscience." Nature Geoscience 9: 805-809.
Madera, J. M., Hebl, M. R., & Martin, R. C. (2009). "Gender and letters of recommendation for academia: Agentic and communal differences." Journal of Applied Psychology 94(6): 1591-1599.
Schmader, T., et al. (2007). "A linguistic comparison of letters of recommendations for male and female chemistry and biochemistry job applicants." Sex Roles 57: 509-514.
Trix, F. and C. Psenka (2003). "Exploring the color of glass: Letters of recommendation for female and male medical faculty." Discourse & Society 14(2): 191-220.
Structural biases
Clauset, A., et al. (2015). "Systematic inequality and hierarchy in faculty hiring networks." Science Advances 1: 1-6.
Wapman, K. H., et al. (2022). "Quantifying hierarchy and dynamics in US faculty hiring and retention." Nature 610: 120-127.
Weeden, K. A., et al. (2017). "Degrees of difference: Gender segregation of U.S. doctorates by field and program prestige." Sociological Science 4: 123-150
Shifting standards in decision making
Biernat, M., & Fuegen, K. (2001). "Shifting standards and the evaluation of competence: Complexity in gender-based judgment and decision making." Journal of Social Issues 57(4): 707- 724.
Gaddis, S. M. (2014). "Discrimination in the credential society: An audit study of race and college selectivity in the labor market." Social Forces 93(4): 1451-1479.
Hodson, G., Dovidio, J. F., & Gaertner, S. L. (2002). "Processes in racial discrimination: Differential weighting of conflicting information." Personality and Social Psychology Bulletin 28(4): 460-471.
Kobrynowicz, D., & Biernat, M (1997). "Decoding subjective evaluations How stereotypes provide shifting standards." Journal of Experimental Social Psychology 33(6): 579-601.
Norton, M. I., Vandello, J. A., & Darley, J. M. (2004). "Casuistry and social category bias." Journal of Personality and Social Psychology 87(6): 817-831.
Phelan, J. E., Moss-Racusin, C. A., & Rudman, L. A. (2008). "Competent yet out in the cold: Shifting criteria for hiring reflect backlash toward agentic women." Psychology of Women Quarterly 32(4): 406-413.
Rivera, L. A. (2017). "When two bodies are (not) a problem: Gender and relationship status discrimination in academic hiring." American Sociological Review 82(6): 1111-1138.
Uhlmann, E. L., & Cohen, G. L. (2005). "Constructed criteria redefining merit to justify discrimination." Psychological Science 16(6): 474-480.
White-Lewis, D. K. (2020). "The facade of fit in faculty search processes." The Journal of Higher Education.
Implicit bias in hiring
Bertrand, M., & Mullainathan, S. (2004). "Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination." The American Economic Review 94(4): 991-1013.
Blair-Loy, M., et al. (2017). "Gender in engineering departments: Are there gender differences in interruptions of academic talks?" Social Sciences 6(29): 1-19.
Ceci, S. J., et al. (2023). "Exploring gender bias in six key domains of academic science: An adversarial collaboration." Psychological Science in the Public Interest: 1-59.
Cheryan, S. and H. R. Markus (2020). "Masculine defaults: Identifying and mitigating hidden cultural biases." Psychological Review 127(6): 1022-1052.
Correll, S. J., & Benard, S. (2007). "Getting a job: Is there a motherhood penalty?" American Journal of Sociology 112(5): 1297-1339.
Dovidio, J. F., & Gaertner, S. L (2000). "Aversive racism and selection decisions: 1989 and 1999." Psychological Science 11(4): 315-319.
Goldin, C., & Rouse, C. (2000). "Orchestrating impartiality: The impact of "blind" auditions on female musicians." The American Economic Review 90(4): 715-741.
Hardy, J. H., et al. (2021). "Bias in context: Small biases in hiring evaluations have big consequences." Journal of Management: 1-36.
Kim, L., et al. (2022). "Gendered knowledge in fields and academic careers." Research Policy 51.
Leslie, S.-J., et al. (2015). "Expectations of brilliance underlie gender distributions across academic disciplines." Science 347(6219): 262-265.
Liera, R. and T. E. Hernandez (2021). "Color-evasive racism in the final stage of faculty searches: Examining search committee hiring practices that jeopardize racial equity policy." The Review of Higher Education 45(2, Winter 2021): 181-209.
Martell, R. F., Lane, D. M., & Emrich, C (1996). "Male-female differences: A computer simulation." American Psychologist 51: 157-158.
Mervis, J. (2005). "A glass ceiling for Asian scientists?" Science 310(5748): 606-607.
Milkman, K. L., et al. (2015). "What happens before? A field experiment exploring how pay and representation differentially shape bias on the pathway into organizations." Journal of Applied Psychology 100(6): 1678-1712.
Moss-Racusin, C. A., Dovidio, J. F., Brescoll, V. L., Graham, M. J., & Handelsman, J. (2012). "Science faculty’s subtle gender biases favor male students." Proceedings of the National Academy of Sciences 109(41): 16474-16479.
O’Meara, K. T., Lindsey L.; White-Lewis, Damani K.; Culpepper, Dawn; Anderson, Julia (2023). "The safest bet: Identifying and assessing risk in faculty selection." American Educational Research Journal: 1-37.
Reuben, E., et al. (2014). "How stereotypes impair women’s careers in science." PNAS 111(12): 4403-4408.
Rivera, L. A. (2012). "Hiring as cultural matching the case of elite professional service firms." American Sociological Review 77(6): 999-1022.
Rivera, L. A. (2017). "When two bodies are (not) a problem: Gender and relationship status discrimination in academic hiring." American Sociological Review 82(6): 1111-1138.
Rooth, D. (2010). "Automatic associations and discrimination in hiring: Real world evidence." Labour Economics 17(3): 523-534.
Rudman, L. A., & Glick, P. (2001). "Prescriptive gender stereotypes and backlash toward agentic women." Journal of Social Issues 57(4): 743-762.
Sheltzer, J. M. and J. C. Smith (2014). "Elite male faculty in the life sciences employ fewer women." PNAS 111(28): 10107-10112.
Steinpreis, R. E., Anders, K. A., & Ritzke, D. (1999). "The impact of gender on the review of the curricula vitae of job applicants and tenure candidates: A national empirical study." Sex Roles 41(7-8): 509-528.
Tilcsik, A. (2011). "Pride and prejudice: Employment discrimination against openly gay men in the United States." American Journal of Sociology 117(2): 586-626.
Valian, V. (1998). "Sex, schemas, and success: What's keeping women back?" Academe 84(5): 50.
White-Lewis, D. K. (2020). "The facade of fit in faculty search processes." The Journal of Higher Education.
White-Lewis, D. K. (2021). "Before the ad: How departments generate hiring priorities that support or avert faculty diversity." Teachers College Record 123(010309): 36.