Enhancing Tools for Diversity Recruitment: Why Posting Without Action Fails

Charlene Alexander

VP & Chief Diversity Officer at Oregon State University

Learning Objectives

Harvard’s Implicit Association Test (IAT) reveals that 70% of individuals who complete the IAT have either a strong, moderate or slight automatic preference for White people. How these preferences show up during the search process is important to note. This presentation will outline one Higher Education Institution’s efforts to raise awareness and develop unit level toolkits for diversity recruitment.


Key Takeaways:



  • Participants will have an understanding of Harvard’s Implicit Association Test (IAT) and how results of the test can be used to raise awareness

  • Understand the Diversity Bonus (Scott Page)

  • What are the key elements of diversity How to prepare an individualized Toolkit for Recruiting Diverse Employees