Justice, Equity, Diversity and Inclusion Search Advocates

SLCC Search Advocates are trained, external search committee members who promote efforts to improve equity, diversity, and inclusivity within valid, evidentiary-based searches and hiring processes. Their preparation involves an intensive training and continuing education to learn effective strategies to be an advocate on searches.

The SLCC Search Advocate program is one part of SLCC’s strategic plan to achieve equity in student participation and completion. SLCC intends to 1) Create an inclusive culture that values and uses the talents of all its employees; and 2) Mirror our community and cultures so we can better understand and anticipate the needs of our students.

SLCC is requiring Search Advocates for the following positions: Faculty, Administrators (above Director level), Advisors (student-facing), Associate Deans, and Deans. If possible, please review this position description with the search advocate prior to submitting to 2nd level supervisor.

Please contact Cha McNeil (charlen.mcneil@slcc.edu) for a search advocate.

The Search Advocate participates the SLCC hiring process by collaborating with hiring managers and committees to accomplish the following objectives across the stages of the hiring process:

  1. Position Description Recommendations: Position description review, before it is posted, to present a job or career opportunity that is attractive to applicants, invites diversity, and is forward-thinking.
  2. Establishing Evaluative Criteria: Evaluative criteria are developed collaboratively, focus on inclusivity standards, and prevent structural bias; and committee members are made aware of the role that bias plays in evaluating candidates.
  3. Recruiting Candidates: The pool of candidates is large, qualified, and diverse.
  4. Screening Applications: Applications are screened according to the evaluation criteria without interference from cognitive or unconscious bias.
  5. Interviewing Candidates: The hiring committee uses consistent behavioral-based questions to interview the candidates.
  6. Selecting the Candidate(s): The candidate(s) is/are selected through an analytical and inclusive discussion of priorities and evidence.
  7. Contacting References: References are contacted systematically and without structural, cognitive, or personal bias.
  8. Integrating the New Hire into the College: The newly hired employee feels welcomed and supported in their transition to the college.

Sign up to be a Search Advocate and encourage your faculty/staff to attend.

When you contact HR to work on a position, you will need to indicate in PARs who is the Search Advocate on your search committee. You can also have the AD/Chair of your committee reach out to request a Search Advocate. Email: Charlen.McNeil@slcc.edu.

Search Advocates advocate for the same equal opportunity laws of “AA” or “EEO reps” of the past. The goal of SLCC’s Affirmative Action Plan is genuine equality of opportunity in employment. Selection is based upon the ability of an applicant to do the work. All SLCC hiring managers, search chairs, and search committee members are responsible for implementing SLCC’s good faith efforts by making conscious efforts throughout the search process to be inclusive and to offset the effects of bias.

Original Search Advocate Program

Useful definitions on diversity, inclusion, equity - From AACU Making Excellence Inclusive

SLCC Diversity Hiring Links

Contact Information for Search Advocate Program

Cha McNeil, Charlen.McNeil@slcc.edu, Coordinator, EDI, Staff Development and Employee Experience, People & Workplace Culture