Thread by @NeedhiBhalla

We also used the Berkeley model at UCSC w our recent, successful cluster hire. Importantly, we learned what worked AND what didn't.

https://twitter.com/mbeisen/status/1317722224581726208

BOTH of these pieces of information are important since dismantling the structural racism, sexism and biases that infuse our definitions of merit and excellence will be an iterative process

I also want to highlight two additional important lessons:
1) identifying allies and developing informal strategies to minimize those who would derail this process
2) there needs to be a corresponding focus on retention.

Too often we think our work is done with recruiting. But creating an environment that fosters the success of faculty from groups that have been historically excluded from faculty positions means that additional and consistent work at our institutions is required.

This work won't be accomplished by anonymizing. Having hard conversations about racism, sexism and other biases and recognizing that structures (funding, publishing, etc.) outside our depts may still contribute to exclusion when we consider promotion is an imp part of this convo.

for those interested in strategies that have worked at UC at the recruitment level, there is a symposium on advancing faculty diversity this Thursday: academicaffairs.ucsc.edu/afd_symposium_…