Overview
CSUF is committed to attracting and recruiting a high-quality, diverse faculty, both to support academic excellence and to reflect the diversity of our student population and the larger community in which we are located. This commitment is clearly articulated in UPS Policy and CSUF Strategic Goal 3. Your service as a search committee member is instrumental to this commitment. Achieving faculty diversity does not happen by chance or good luck. Instead, it results from a concerted effort to identify diverse pools of qualified applicants, implement equitable search and evaluation practices, and create an inclusive environment attractive to a diverse faculty. The quality of a search’s applicant pool is a direct result of the search committee's efforts to reach out to as large and diverse a pool of potential candidates as possible. For this reason, it is essential to be thoughtful, comprehensive, and strategic in each stage of the search. This guide provides information to help ensure that an equitable and effective standardized process is followed as you recruit our future colleagues.
Equal Opportunity and Excellence in Education and Employment
The positions are open to all, regardless of race, sex, color, ethnicity, or national origin. Consistent with California law and federal civil rights laws, California State University, Fullerton (CSUF) provides equal opportunity in education and employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Our commitment to equal opportunity means ensuring that every student and employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. CSUF complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU’s Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices.
Inclusive Excellence
We affirm and elevate our campus community, respect and learn from each other’s perspectives, and build an environment that promotes excellence for all.
Diversity in a group of people refers to differences in their demographic characteristics and cultural identities. There is no such thing as a “diverse candidate.” Diversity refers to aspects of a group, and an individual candidate can increase or decrease the group’s level of diversity. Equity recognizes and addresses the unique experiences and challenges faced by marginalized groups to create fair treatment, access, opportunity, and advancement. Inclusion refers to creating an environment that fosters acceptance and involvement of diverse people with multiple perspectives, experiences, and values.
As stated above, CSUF provides equal employment opportunity for all applicants in all job classifications without regard for race, ethnicity, gender identity or expression, age, (dis)ability, sexual orientation, religious or political belief, sex, marital status, national or ethnic origin, veteran status, or status within the University. Recruitment of tenure-track faculty shall be in accordance with applicable equal employment opportunity policies and procedures. To assist with this, all position announcements should prominently feature language regarding CSUF’s commitment to inclusive excellence as one of our values and as we strive to become the employer of choice.
Departments shall recruit from a wide variety of educational institutions to provide a broad range of backgrounds and experiences. Ideally, applicant pool demographics will align with national pools of appropriately qualified candidates, and the pool should also be evaluated relative to the department's student population. Recruitments shall be shaped by the Strategic Plan’s goals for faculty hiring and retention. The Dean and Talent Acquisition and Recruitment must approve the applicant pool before the search can continue.