University of Oregon

Resource Library

Recommended practices identified on the Diversity in Hiring website are based on a variety of sources including:

  • Findings from empirical research
  • Widely accepted conceptual and theoretical frameworks
  • Descriptions of promising practices from peer institutions
  • Identification of best practices based on empirical evidence and/or comprehensive reviews

If you have comments about these resources or suggestions for additional resources, please submit them at the bottom of the page.

Educational Advisory Board Study

Breakthrough advances in faculty diversity: lessons and innovative practices from the frontier. 2008 Education Advisory Board. [Registration required]


Advancement of Women in Science and Engineering Careers (ADVANCE) Resource Page on Bias

Bagues, M., Zinovyeva, N. (2010).  Does gender matter for academic promotion? Evidence from a randomised natural experiment.

Bertrand, M., & Sendhil Mullainathan. (2004). Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination. American Economic Review, 94, 991-1013.

Bielby, W.T., & Baron, J.N. (1986). Men and women at work: Sex segregation and statistical discrimination The American Journal of Sociology 91, 759-799.

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, 707-724.

Biernat, M., & Manis, M. (1994). Shifting standards and stereotype-based judgments. Journal of Personality and Social Psychology 66, 5-20.

Bilimoria, D., & Buch, K. (2010). The search is on: Engendering faculty diversity through more effective search and recruitment. Change, 42(4), 27-32.

Burgoyne, R., T.M. Shaw, R.C. Dawson, R. Scheinkman, A.R. Coleman, S.Y. Winnick, J. Rippner, S.R. Palmer, and J.L. Keith. (2010). Handbook on diversity and the law: Navigating a complex landscape to foster greater faculty and student diversity in higher education. Washington, DC: American Association for the Advancement of Science.

Butler, I., & Godsil, R. (2010). Best man For the job? How bias affects hiring.  Retrieved from

Cook, K.C.   (2002).  Recruiting new faculty? Change your rhetorical perspective. Complicating Binaries: Exploring Tensions in Technical and Scientific Communication.  29th Annual Conference Proceedings 2002. pp. 119-122.

Dettmar, D. (2004).  What we waste when faculty hiring goes wrong. Chronicle of Higher Education.

Diamond, R. M. (2002). Defining scholarship for the twenty-first century.  New Directions for Teaching and Learning,  2002: 73–80. doi: 10.1002/tl.57 [PDF]

Diversity, Equity, and Inclusion” Presentation at the 2014 CUPA-HR Eastern Region Conference, Baltimore, MD, March 23-25, 2014).

Dougherty, T. W., Turban, D. B., & Callender, J. C. (1994). Confirming first impressions in the employment interview: A field study of interviewer behaviorJournal of Applied Psychology, 79(5), 659-665. doi:10.1037/0021-9010.79.5.659

Dovidio, J.F., & Gaertner, S.L. (2000). Aversive racism and selection decisions: 1989 and 1999. Psychological Science, 11, 315-319.

Eagly, A.H., & Karau, S.J. (2002). Role congruity theory of prejudice toward female leaders. Psychological Review, 109, 573-598.

Fine, E.  (2010).  Benefits and challenges of diversity in academic settings.  University of Wisconsin-Madison.

Fine, E., & Handelsman, Jo. (2005). Searching for excellence and diversity: A guide for search committee chairs. University of Wisconsin-Madison.

Fine, E., Handelsman, J. (2005). Reviewing applicants: Research on bias and assumptions.

Goldberg, C. (2005). Relational demography and similarity attraction in interview assessments and subsequent offer decisions. Group and Organization Management, 30, 597-624.

Goldin, C., & Rouse, C. (2000). Orchestrating impartiality: The impact of “blind” auditions on female musicians. The American Economic Review, 90, 715-741. [PDF]

Hatch, Nathan O., (2013) Recruiting Talent in Higher Ed. Inside Higher Education.

Heilman, M.E. Wallen, A.S., Fuchs, D. & Tamkins, M.M. (2004). Penalties for success: Reactions to women who succeed at male gender-typed tasks. Journal of Applied Psychology, 89, 416-427.

Implicit Associations Tests Online:

Isaac, C., B. Lee and M. Carnes. 2009.  Interventions that affect gender bias in hiring: A systematic review.  Academic Medicine.  84 (10): 1440-1446.

Jaschik, S. (2014). The Bias for White Men. Inside Higher Education.

Jaschik, S. (2011). Impact of women on search committees.  Inside Higher Education.

Jaschick, S. (2010). Too nice to land a job. Inside Higher Education.

Jashchik, Scott. (2008). Keys to hiring women in scienceInside Higher Education.

Kolb, D. (1998). Gender and the shadow negotiation. Center for Gender in Organization Insights.

Kray, L..& , Thompson, L. (2005). Gender stereotypes and negotiation performance: An examination of theory and
research. Research in organizational behavior: An annual series of analytical essays and critical reviews. 26.

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, 1591-1599.

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, 1939–1960.

Matier, M. (1990). Retaining faculty: A tale of two campuses. Research in Higher Education, 31.

Milkman, K.F., Akinola, M., & Clugh, D. (2014). What happens before? A field experiment exploring how pay and representation differentially shape bias on the pathway into organizations.

Moody, J. 2010.  Rising above cognitive errors: guidelines to improve faculty searches, evaluations and decision-making.  Information about Dr. Moody’s publications can be found at

Nosek, B.A., Smyth, F. L., Sririam, N., Lindner, N.M. , Devos, T., Ayala, A., & Bar-Anan, Y. (2009). National differences in gender-science stereotypes predict national sex differences in science and math achievement. Proceedings of the National Academy of Sciences, 106, 10593-10597.

NSF ADVANCE, Cornell University. Effective pool development strategies.

NSF ADVANCE, University of Michigan. (2009). Handbook for faculty searches and hiring, 2007-2008. University of Michigan.

NSF ADVANCE, University of Washington. (2007). Faculty hiring: Diversity and excellence go hand-in-hand. Center for Institutional Change.

Olson, G.A. (2007). Don’t just search, recruit. The Chronicle of Higher Education.

Oregon State University Affirmative Action Search Advocate Handbook (2010).

Page, Scott E. (2007). The difference: How the power of diversity creates better groups, firms, schools, and societies.Princeton, NJ: Princeton University Press.

Reskin, Barbara. 2000. The proximate causes of employment discrimination. Contemporary Sociology, 29, 319-328.

Ryu, Mikyung. (2010). Minorities in higher education: Twenty-fourth status report.  American Council on Education. If you are interested in receiving a pdf copy of this ACE report, please contact the Office of Institutional Equity and Diversity at 541-346-3175.

Smith, D. (2000).  How to diversify the faculty.  Academe.  Vol. 86, No. 5 (Sep. – Oct., 2000), pp. 48-52
Published by: American Association of University Professors.

Smith, D., Turner, C., Osei-Kofi, O., Richards, S. (2004). Interrupting the usual: Successful strategies for hiring diverse faculty. The Journal of Higher Education.

Smith, W., Altbach, P., Lomotey, K. (2002).  The racial crisis in American higher education: Continuing challenges for the twenty-first century.  Albany, NY: State University of New York.

Sotello Viernes Turner, C. (2002). Diversifying the faculty: A guidebook for search committees. Washington, DC:
Association of American Colleges & Universities.

Steinpreis, R., Anders, K., & 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, 509-528.

Trix, F.& Psenka, C. (2003). Exploring the color of glass: Letters of recommendation for female and male medical faculty. Discourse & Society, 14, 191-220.

Tuitt, F. A., Sagaria, M. A. D., & Turner, C. S. V. (2007). Signals and strategies: The hiring of faculty of color. In J.C. Smart (Ed.), Higher education: Handbook of theory and research. New York: Agathon Press.

Turner, C. (2002) Diversifying the faculty: A guidebook for search committees.  Washington, DC: Association of American Colleges and Universities.

Tversky, A., Kahneman, D. (1990). Judgment under uncertainty: Heuristics and biases. Judgment and Decision Making: An Interdisciplinary Reader (2nd Ed). Edited by Connolly, Arkes, Hammond.

University at Albany, State University of New York.  Mentoring best practices:  A handbook.

University of Massachusetts at Amherst. Office of Faculty Development, Mutual Mentoring Guide.

University of Virginia Provost’s Search Committee Tutorial: A Primer.

Valian, V. (1999). The cognitive bases of gender bias. Brooklyn Law Review, 65, 1051-1062.

Wheeler, Daniel.  National Academy for Academic Leadership. Critical components of departmental success.

Wennerås, C., & Wold, A. (1997). Nepotism and sexism in peer-review. Nature, 387, 341-343.

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