The Department of Ecology and Evolutionary Biology at the University of Connecticut (UConn) is pleased to invite applications for a tenure-track faculty position in Quantitative Ecology at the assistant professor level.
In addition to standard research and teaching statements, we are requesting that applicants submit a statement addressing diversity, equity, and inclusion. For guidance on what we are looking for in these statements, go here.
Over the past decade EEB has explored various ways of improving our approach to job searches, including by asking applicants to provide materials that leave out information that might create bias. We have also long striven to get away from overly-simplistic methods of assessing candidates, such as simply counting publications or totaling research funding, and moved towards more holistic approaches to assess the depth of an applicant’s experience and the quality of their research. With these concerns in mind, we are requesting that applicants provide research, teaching, and diversity statements that leave out identifiers to their race, ethnicity, and gender. To avoid other forms of bias, we also request the removal of all references to specific institutions, advisors, funding sources, awards, and journals in these statements. Our initial review of candidates will be based only on these three documents. For more information and an example of how to modify these statements, go here.
Addendum: We were recently asked about blinding of diversity statements in an online forum and wanted to make sure that our response is available to all:
“You make an important point. Our rationale for blinding is to limit implicit bias, which has a well-documented effect on search outcomes. We acknowledge there is a trade-off between our approach and candidates writing about personal experiences that have shaped their approach to DEI in ways that identify their race, ethnicity or gender. In the DEI statement, applicants are encouraged to discuss the impact of their efforts on specific groups that have been historically excluded; our assessment of these statements will emphasize awareness and actions (past and planned). We recognize that one’s identity will often impact one’s awareness of challenges. The cover letter is unblinded, and could be used to convey personal awareness of challenges and motivation for DEI efforts in ways that identify one’s race, ethnicity, or gender.”