The Office of Diversity, Equity and Inclusion – in partnership with Human Resources and the Office of the Provost and Executive Vice Chancellor – have implemented new hiring procedures for faculty and staff positions.
Hiring procedures now include implicit bias training for search committee members and an applicant pool certification process for staff and academic positions. Additionally, the university has an established committee to ensure an equitable process for hiring procedures for new positions and existing position reclassifications. For information on UMSL's academic search procedures for full- and part-time positions, please refer to the appropriate tab below:
Inclusive Excellence in Recruitment/Hiring
More than Compliance
Faculty and Staff diversity drives innovation, creativity and excellence. Our vision of inclusive excellence is much broader. We believe that increasing faculty and staff diversity will:
- help us deliver the knowledge and skills our students need to thrive in the fast-changing, multicultural environment of the 21st century.
- attract individuals from a wide variety of backgrounds and experiences bring with them unique ways of seeing problems and possibilities.
- create the type of intellectually stimulating environment that allows us to push the boundaries of current knowledge and generate groundbreaking research and creative products.
Background and Purpose
The Inclusive Excellence Framework reaffirms the commitment at University of Missouri-St. Louis and UM System to grow and sustain a diverse and inclusive learning, living, and working environment. Access and Success, one of five dimensions in the framework, seeks to “Achieve a more diverse and inclusive undergraduate, graduate and professional student body, faculty and staff.” This dimension refers to the objectives and strategies, and activities related to recruitment and retention of our students, faculty and staff.
The University of Missouri-St. Louis will review applicant pools throughout the hiring and screening process of full-time Faculty, Academic Administrators, Staff in grades 10 and above, and any Job Group identified as ‘under-utilized’ in the University’s Affirmative Action Plan, to certify that the diversity in the pool of applicants is representative of that in the workforce as reported in the most recent Census.
When a job posting closes, the Office of Diversity, Equity and Inclusion (ODEI) and/or Human Resources will compare the ethnicity, gender, disability and veteran status of applicants with census workforce data to determine whether the diversity of the pool reflects that found in the workforce.
Partner with the Office of Diversity, Equity and Inclusion and Human Resources to discuss your Inclusive Recruiting Strategy
Note: To be included in EEO information section of e-Recruit
Note: If considering a Waiver request, please consult with the ODEI [314-516-5695] prior to completing this form. When submitting, please include a Provost Authorization form, a position description, and both ADA forms; email to firstname.lastname@example.org.
Note: Please include a position description and both the ADA forms, below, with this form; email to email@example.com.