2021
DOI: 10.1177/00380385211028064
|View full text |Cite
|
Sign up to set email alerts
|

Promoting Diversity but Striving for Excellence: Opening the ‘Black Box’ of Academic Hiring

Abstract: Scholars have described how neutral routines and ‘objective’ criteria in recruitment may result in an institutional preference for certain types of candidates. This article advances the literature on recruitment by conducting an in-depth study of how the criteria for assessing quality are applied in practice in the recruitment process. Through an in-depth study of 48 recruitment cases for permanent academic positions in Norway and 52 qualitative interviews with the recruiters involved, we stress the need to gr… Show more

Help me understand this report

Search citation statements

Order By: Relevance

Paper Sections

Select...
2
1
1
1

Citation Types

0
9
0
6

Year Published

2021
2021
2024
2024

Publication Types

Select...
4
3
1
1

Relationship

1
8

Authors

Journals

citations
Cited by 29 publications
(15 citation statements)
references
References 27 publications
0
9
0
6
Order By: Relevance
“…In the absence of a defined metric, the selection process is subjective in nature and biased. One can only begin to imagine the selection process as a “black box.” [ 43 ] Wright and Vanderford [ 44 ] drew attention to the need for transparency and highlighted university ranking as a powerful predictor in faculty search, further maintaining the robust social rank system. Our study is not associated with the intricacies of the selection process.…”
Section: Discussionmentioning
confidence: 99%
See 1 more Smart Citation
“…In the absence of a defined metric, the selection process is subjective in nature and biased. One can only begin to imagine the selection process as a “black box.” [ 43 ] Wright and Vanderford [ 44 ] drew attention to the need for transparency and highlighted university ranking as a powerful predictor in faculty search, further maintaining the robust social rank system. Our study is not associated with the intricacies of the selection process.…”
Section: Discussionmentioning
confidence: 99%
“…If not all, most high-ranked institutions attest to taking on sensitive and complex topics on diversity, equity, and inclusion and stressing the need for DEI as part of their diversity recruitment plans. If DEI is premised on accommodating differences, ensuring impartial and fair processes from beginning to end, and then privileging graduates of elite institutions in the hiring process cements the logic to exclusion [ 43 ]. In this case, the logic of exclusion alludes to intentionally excluding the candidate pool in the initial screening process that does not fall under the auspice of the top 20 ranked, Ivy League, Tier 1, and top globally ranked institutions.…”
Section: Discussionmentioning
confidence: 99%
“…The lack of diversity across all axes amongst university employees (including but certainly not limited to gender, race or disability), especially in academic and management posts, reflects prolonged systemic inequalities in policies and practices in Higher Education (Dowey et al, 2021;Orupabo and Mangset, 2021). Some efforts to improve recruitment, such as unconscious bias training, are a useful start but have limited evidence of material outcomes, and there are growing calls for more direct action (Cardel et al, 2020).…”
Section: More Considerate Recruitment Proceduresmentioning
confidence: 99%
“…De tidlige feministiske tilnaermingene tilbyr viktige redskaper for å forstå de underliggende driverne bak skjevheter som ser ut til å overleve utallige forsøk på å kompensere og tilrettelegge for likestilt representasjon. Også nyere studier peker i retning av at den kjønnede arbeidsdelingen forklarer en god del av den manglende kjønnsbalansen i akademiske toppstillinger (se for eksempel Orupabo & Mangset, 2022;. Akademisk virksomhet krever mentalt rom og konsentrasjon som muliggjør kompleks tenkning».…”
Section: Kjønnsarbeidsdelingens Epistemiske Splittelseunclassified