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opportunity : Diversity Positive recruitment
:
Tips and tools
Briefing selection committees
The following two memos, used
by IRRI and CIAT
respectively, are sent routinely to selection committees, reinforcing
each Center’s commitment to genuinely diverse recruitment efforts
and key principles in the selection process.
IRRI
MEMORANDUM
TO: (chair of search committee)
FROM: Ian M. Wallace
COPY: Search committee members
SUBJECT: Search for Rice Breeder (Africa)
For several years now, IRRI has been collaborating actively with the CGIAR
Gender and Diversity Program in a concerted effort to recruit more women
scientists and more professionals from developing countries. In 2001,
a Task Force on Gender and Diversity at IRRI noted that IRRI is under-represented
in both categories. Regrettably, it must be noted that the situation has
not improved dramatically in recent years. IRRI still has few female IRS
and, although there are many developing country nationals at the Institute,
they are not very evenly distributed and several key countries are not
represented, e.g., Indonesia and Thailand.
IRRI needs to redouble its efforts if progress is to be made on the G&D
front and our office is contributing in several ways, as recommended by
the Task Force on Gender and Diversity:
Search committee composition. A five-year + analysis
of IRRI search committees has revealed that women and developing country
citizens are under-represented, both as members and as chairs. I am happy
to report that search committees are gradually becoming more “balanced”.
When each new search committee is announced I plan to write to the Chair
to remind him/her of the importance of G&D. In this regard, I am writing
you this memo in your capacity as Chair of the Rice Breeder (Africa) search
committee.
IRRI policies. IRS and NRS policies, including
the Guidelines for search committees, have all been reviewed and updated
so that they are “G&D friendly”. In the Guidelines, search
committees are reminded that “..special efforts must be exerted
to look for qualified women candidates, as well as those from under-represented
rice-consuming and producing countries.”
Affirmative action. I have communicated with the
two DDGs and asked them to support our G&D efforts, in particular
by using their extensive international contacts to direct suitable candidates
to our search committees.
Position advertisements. It is now recommended
that all job announcements include the following statement: “IRRI
provides a gender-sensitive living and working environment and particularly
welcomes women applicants. Citizens of developing countries, particularly
rice-producing countries, are also encouraged to apply.”
Discriminatory questioning. During the interview
process, we need to remind committee members not to ask women candidates
any questions that might place them at a disadvantage vis-à-vis
male candidates. The CGIAR G&D Program can provide assistance through
its diversity positive recruitment guidelines.
Women’s networks. All position announcements
are now routinely sent to women’s networks, via the CGIAR G&D
program.
Spouse considerations. During the interview process,
candidates should be briefed about spouse employment opportunities at
IRRI and at other international employers such as ADB and the Brent International
School. Since January 2004, IRRI is an active member of PartnerJobs.Com
to help our employees’ spouses and partners find suitable employment.
Search committee report to the DG. Once the search
committee has interviewed short-listed candidates and if its recommendation
is to hire a man, the committee must state clearly in its report to the
DG what steps were taken to solicit applications from women candidates,
how many women were short-listed for interviews, and why the committee
was unable to recommend a woman candidate.
Past experience has shown that an “advertise-and-wait-for-applications”
approach to filling vacant international positions does not usually result
in large numbers of applications being received from qualified women and
developing country candidates. Search committees need to take a more pro-active
approach. Some suggestions:
- Consult IRRI staff about possible women/developing country candidates;
- Approach colleagues in the field, at IRRI offices, FAO country representations, ministries/departments of agriculture, government research organizations such as BRRI and ICAR, etc.
- Send the position announcement to Manila embassies.
- Contact prestigious agriculture faculties known to attract talented foreign students, e.g., Cornell, Wageningen, etc., and also leading universities in the region such as Kasetsart and the Chinese Agricultural University.
- Ask the IRRI Library to conduct a subject literature search in major databases to identify the major current authors or professional societies in a particular discipline (please see below)
- Similarly, request the Library to identify potential candidates in its Directory of Rice Workers (please see attached)
I am sure that you and your search committee colleagues
will have more ideas on how to attract a diverse array of qualified candidates.
Thank you for your commitment and support of IRRI’s G&D initiatives
and please let me know if our office can assist you in any way in your
search.
Thank you and regards.
----------------------------------------------------------------------------------------------------
CIAT
MEMORANDUM
TO: Chair of Selection Committee for the position: (COMPLETE)
FROM: Human Resources Manager
COPY: Selection committee members
SUBJECT: Search for (COMPLETE)
For several years now, CIAT has been collaborating actively with the CGIAR
Gender and Diversity Program in a concerted effort to recruit more women
scientists and more professionals from developing countries.
CIAT needs to redouble its efforts if progress is to be made on the G&D
front, especially in the search for internationally recruited positions.
Efforts are being made in several ways:
Selection committee composition. We would like to balance the number
of women and developing country citizens in selection committees, both
as members and as chairs. When each new selection committee is announced,
the Chair will be reminded of the importance of G&D. In this regard,
I am writing you this memo in your capacity as Chair of the above mentioned
selection committee.
CIAT policies and practices. IRS and NRS policies are being reviewed
and updated so that they are “G&D friendly”. In this context,
selection committees are reminded that special efforts must be exerted
to look for qualified women candidates, as well as those from developing
countries.
Affirmative action. CIAT’s directors and project managers
are being asked to support G&D efforts, in particular by using their
extensive international contacts to direct suitable candidates to our
selection committees.
Position advertisements. All job announcements include the following
statement: “As an international and equal opportunity employer,
CIAT believes that the diversity of its staff contributes to excellence,
and encourages applications from both women and developing country professionals”.
Also we have created the web site “Women leaders” that depicts
the Center's institutional life and shares the work experiences of a select
group of its women staff: http://www.ciat.cgiar.org/gender_diversity/women.htm
Discriminatory questioning. During the interview process, we need
to remind committee members not to ask women candidates any questions
that might place them at disadvantage vis-à-vis male candidates.
The CGIAR G&D Program can provide assistance through its diversity
positive recruitment guidelines at: http://www.genderdiversity.cgiar.org/publications/genderdiversity_WP36.pdf
Women’s networks. All position announcements are now routinely
sent to women’s networks, via the CGIAR G&D program.
Spouse considerations. During the interview process, candidates
should be briefed about spouse employment options. CIAT is an active member
of PartnerJobs.com to help our employees’ spouses and partners find
suitable employment.
Selection committee report to the DG. Once the selection committee
has interviewed short-listed candidates and if its recommendation is to
hire a man, the committee must state clearly in its report to the DG what
steps were taken to solicit applications from women candidates, how many
women were short-listed for interviews, and why the committee was unable
to recommend a woman candidate.
Past experience has shown that an “advertise-and-wait-for-applications”
approach to filling vacant international positions does not usually result
in large numbers of applications being received from qualified women and
developing country candidates. Search committees need to take a more pro-active
approach. Some suggestions:
- Consult CIAT staff about possible women/developing country candidates;
- Approach colleagues in the field, at CIAT offices, regional NGOs, local research organizations, etc.
- Contact prestigious agriculture faculties known to attract talented foreign students, e.g., Cornell, Wageningen, etc., and also leading universities in the region.
- Ask the CIAT Library to conduct a subject literature search in major databases to identify the major current authors or professional societies in a particular discipline, as well as any directories in the field.
I am sure that you and your selection committee colleagues
will have more ideas on how to attract a diverse array of qualified candidates.
Thank you for your commitment and support of CIAT’s G&D initiatives
and please let me know if our office can assist you in any way in your
search.
Thank you and regards,
© CGIAR Gender & Diversity
Program 2006