Key Research Findings

Broadly composed search committees: A search committee with diverse perspectives and networks can reduce bias and attract more qualified candidates from underrepresented groups. When women and other individuals from underrepresented groups lead search committees, the number of applications from these groups tends to increase (Kazmi et al., 2022; Andersson et al., 2013).[i]

Critical mass: When women and other underrepresented groups constitute a critical mass among applicants, their candidacies tend to be assessed more fairly, which can contribute to increased representation of these groups (Fine et al., 2014; Isaac et al., 2009).

Subject area: Broadening the search process and recruiting from new and interdisciplinary fields can increase diversity among candidates. Departments that focus on established, narrowly defined areas may limit diversity and reinforce inequalities by making it more difficult for qualified women and minorities to be appointed, which may be related to their research sometimes being viewed as less central (White-Lewis, 2021; Andersson et al., 2013; University of Michigan ADVANCE Program, 2021).

Interdisciplinary collaboration: Such collaborations promote creativity and innovation by bringing together different perspectives and areas of expertise. More diverse teams tend to publish more articles and receive more citations, which are often used as indicators of higher levels of innovation and productivity (Newman, 2023; Specht & Crowston, 2022; Nielsen et al., 2017; Yang et al., 2022; Campbell et al., 2013; Dong et al., 2018).

Inclusive appointment specifications: Broader and more inclusive appointment specifications can attract a more diverse pool of candidates. Avoiding overly specific and unnecessary requirements increases the number of qualified applicants from different backgrounds (Smith et al., 2004; Andersson et al., 2013).

Clear qualification requirements: Clearly defining the qualifications and experience required for a position reduces subjective assessments and promotes a fairer recruitment process (Isaac et al., 2009; DO, 2016).

Diversity-oriented advertising channels: Advertising in publications and platforms that target underrepresented groups can help attract more qualified candidates from diverse backgrounds (Glass & Minnotte, 2010; O’Meara et al., 2020; Andersson et al., 2013).

Active recruitment: Personal outreach and proactive strategies, such as participating in conferences and networks where underrepresented groups are present, can broaden the recruitment base and increase diversity in the applicant pool (Smith et al., 2004; Gasman et al., 2011; Stewart & Valian, 2018; Bilimoria & Buch, 2010).

Training on unconscious bias: Training based on inclusive, interactive methods and evidence-based practices, integrated into everyday work, can reduce bias and contribute to increased recruitment of qualified women and minorities (Fine et al., 2014; Carnes et al., 2015; Devine et al., 2017; O’Meara et al., 2020; Smith et al., 2015; Sekaquaptewa et al., 2018; Sheridan et al., 2010).

[i] Andersson, E., Fältholm, Y. & Källhammer, E. (2013). Genusmedveten och hållbar kompetensförsörjning vid LTU. Luleå: Luleå tekniska universitet.