How a School Can Respond to Unconscious Bias in the Hiring Process

Winter 2010

By Christine Savini

  1. Provide bias awareness training for all who oversee the hiring process in the school. 
  2. Compile a list of faculty and professional staff of color, noting each person’s position, tenure, and culture.
  3. Analyze this data annually. Consider:
    • which cultures are represented and which are not;
    • in which departments and divisions;
    • how long people of color have remained at the school and in departments;
    • compare the adult percentages of color to the percentages in the student body.
  4. Document your procedures for hiring teachers and administrators to ensure that all departments and divisions are following the same process. Review these procedures annually with new department chairs and administrators.
  5. Document and track all candidates of color in all searches in all divisions/departments.
  6. Review this accumulated data at the end of each school year. The head of school, division heads, diversity director, and human resources director form the core of the review group.
  7. Use this compiled information to develop a strategic plan focused on the hiring and retentions of faculty of color.
Christine Savini

Christine Savini is principal consultant at Diversity Directions and director of the summer workshop, The Independent School Diversity Seminar. Diversity Directions has consulted to independent schools in 10 states, assessing school climate, mentoring diversity directors, and assisting with diversity strategic planning, recruitment and retention of diverse faculty, multicultural programming and professional development.