Commitment to Diverse Candidate Pools
About the metric
Cornell University's history of diversity and inclusion encourages all students, faculty, and staff to support a diverse and inclusive university in which to work, study, teach, research, and serve. We embrace diversity and make every effort to recruit qualified, talented, and diverse candidate pools inclusive of individuals from a variety of backgrounds, demographics, and perspectives who will contribute to a climate that supports students, faculty, and staff of all identities and backgrounds.
Cornell has an enduring commitment to affirming the value of diversity and by promoting an environment free from discrimination. We believe it is important to create a culture of inclusion, which also incorporates equity and fairness. Our policies and practices related to recruitment, hiring, retention, and promotion are structured to give all applicants an equal opportunity. Each individual candidate progresses through the hiring process in a fair and equitable manner, free from biases for or against any candidate.
Why having a diverse workforce is important to Cornell?
Cornell University takes immense pride in its founding principle to be “…a university where any person can find instruction in any study…” This historic commitment has placed the institution at the forefront of higher education by embracing and supporting students, faculty and staff of all races, ethnicities, nationalities, religions, and other identities. Diversity is also about including different ideas, backgrounds, perspectives, and opinions in key decision making.
In 2019, the university adopted a set of core values that were intended to serve as the foundation for a more equitable and inclusive atmosphere for all Cornell campuses. One of those core values included a commitment to be a Community of Belonging which means, we value diversity and inclusion, and we strive to be a welcoming, caring, and equitable community where students, faculty, and staff with different backgrounds, perspectives, abilities, and experiences can learn, innovate, and work in an environment of respect, and feel empowered to engage in any community conversation.
Actions and Initiatives
- Audit job ads. Ensure the language in position ads is inclusive and speaks to a broad range of candidates.
- Targeted outreach. Proactively connect with individuals and associations from a variety of different and diverse sources.
- Referrals. Tap into the diverse networks of current faculty and staff.
- Internships and fellowships. Offer internships or fellowships to targeted groups
Resources and Readings
- 12 ways to improve your diversity recruiting strategy
- 5 Steps to Improve Diversity Recruiting
- Want Diversity? 15 Recruiting Tactics To Attract A Wider Range Of Candidates