Enhance recruiting, hiring, and search committee processes to improve the diversity of our faculty, administration, and staff from underrepresented groups.
- Expand recruitment efforts to increase the number of full-time faculty and academic leadership hires that identify as Black, Latinx, Native/Indigenous, and Asian American/Pacific Islander (BIPOC).
- Expand recruitment efforts to increase the number of BIPOC staff and administrative leadership hires.
- Expand recruitment efforts and ensure equitable hiring practices to increase the number of BIPOC part-time faculty.
- Develop pipelines and proactive recruitment strategies to diversify applicant pools by race/ethnicity, gender identity, sexual orientation and disability status.
- Appoint Search Advocates and ensure diverse representation on all search committees.
- Develop Recruiting and Search Guidelines and train search committee members on equitable search and interview practices.
RESULTS TO DATE:
- Targeted Diversity Advertising through Higher Education Recruitment Consortium (HERC) and LinkedIn to expand Search Pools
- Association of Independent Colleges of Art and Design (AICAD) Post Graduate Teaching Fellowships
- Created DEI Librarian Position
- Leveraging HERC Search Committee Recruitment Guide
- Updated Gender Identity Question and added Sexual Orientation Question on Pratt Application
- Evaluating Faculty Candidates on DEI Commitment
- Launched Search Advocates Program for Dean, Faculty and Staff Searches
- Hosted Equitable and Inclusive Practices for Faculty and Staff Recruitment Workshop
- Created Ongoing Part-Time Faculty Postings for Academic Departments
- Offered Project Search Internships for High School Students with Disabilities
- Appointed a Talent Acquisition Manager
- Selected Faculty and Staff Diversity Benchmarking Data Vendor
- Launched DEI Dashboards with Faculty and Staff Data on Pratt Website
- Created “Diverse Voices for Just Futures” Cluster Hire
- Appointed a Director of People and Culture