Many organizations offer such information free to members and at a nominal fee to nonmembers. A few organizations, such as the American Association of Law Schools and the American Political Science Association, keep rosters of jobseekers with voluntary identification of sex and ethnicity. These are useful resources for targeting outreach letters about job openings in your department. Networking can also be done by calling or writing to individuals on the agency's board of directors or by contacting regional representatives. Screening and Selection UH Manoa procedures have several safeguards to insure affirmative action.
Deans receive annual reports on faculty diversity, underutilization, and hiring goals.
Where women and minorities are underrepresented, certain affirmative measures must be taken. For example, if the top candidates have relatively equal qualifications, the woman or minority should be selected. Vice presidential review and sign-off is also required when filling a position at a rank that is underutilized for women or minorities. The following suggestions can also help to prevent bias and insure an affirmative action perspective in the screening process. Invite women and minority colleagues to chair or participate on search committees.