They keep departments informed about accomplished women and minorities in the field. Some newsletters carry a regular column on new appointments, including brief write-ups about the person's accomplishments and academic background. A collection of these articles can serve as a list of contacts for future job openings. Sponsor an individual membership in the women's or minority committee of your professional association, with the understanding that this person will be asked to share information, assist in recruitment networking, and represent the department at professional meetings. Post job notices in minority and women's journals that feature classified advertising.
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.