Definition:
Updates:
Provided on March 4, 2022 by Eduardo Olivo, Associate Director Diversity, Equity and Inclusion (DEI) for Residence Education and Housing Services (REHS)
We will work with Student Life & Engagement (SLE) Human Resources (HR) and the Office for Institutional Diversity and Inclusion (IDI) to have an Equal Employment Opportunity (EEO) advocate in all searches.
Our associate director for Diversity, Equity and Inclusion, Eduaro Olivo, has worked with SLE Human Resource in the conceptualization, planning and implementation of a DEI Advocate role, framework and training process to assist search teams in the division. The DEI Advocate initiative has been already piloted in search teams across the division. We use a vetted DEI Advocacy training module with a slide deck and case studies, anchored on the principles of the DEI RH Tool Kit. This is still a work in progress. As indicated above, the DEI HR Tool Kit needs to be approved and a communication and training plan for the entire division needs to be put in place. We do have DEI Advocates in the majority of our REHS searches.
- APA and APSA positions will be posted for a minimum of 2-4 weeks both internally and externally (social media and professional job sites e.g. diverse jobs.net)
- The HR Manager, in collaboration with the supervisor, will update the job description.
- Search committee will include a DEI Advocate.
- Minimum of 5 people on every search committee, names should be submitted to Search chair: From another unit or department with or without REHS.
- DEI advocate: can be from any unit
- 1 from within the unit
- 1 from another unit or department
- 1 outside the division
- Vetted pool of DEI questions
- DEI will be infused in all questions
- Candidates will be asked to submit their “DEI vision” in application materials
- The Selection Committee will make a recommendation for hire to the HR Manager.
- The recommendation for hire will be provided to the supervisor for review and approval. If there is a disagreement, a discussion will take place to come to an agreement.
- HR Manager (or designee*) will conduct a reference check with the candidate’s previous or current supervisor.
- HR Manager (or designee*) will submit all hiring information to RHS HR for processing and MSU HR approval.
- Process Evaluation: HR Manager (or designee*) will solicit feedback from the DEI Advocate and selection committee about the process.
In 2020, we revamped the entire RA hiring process which included virtual interviews; interviews spread out over longer periods of time; involved more external partners in the interview process; incorporated essays into the process (one question specifically on DEI issues) and the interviewees went through implicit bias training. Specific recruitment, hiring and training for RAs places in LLCs and gender inclusive floors
RA representation data for the past 3 years are provided as follows:
(We will ask Paul Goldblatt to do a similar analysis for REHS full time and graduate employees.)
| Race/Ethnicity | 2019-2020 | 2020-2021 | 2021-2022 | Average 2019-2022 Percentage of Offerees | Percentage of MSU Undergrads, 2020 |
| African American/ Black | 0 | 36 | 66 | 9.18% | 7.70% |
| American Indian/Alaska Native | 0 | 0 | 1 | 0.09% | 0.20% |
| Asian | 44 | 49 | 65 | 14.22% | 6.70% |
| Black (Non-Hispanic) | 79 | 64 | 20 | 14.67% | Included in African American/ Black percentage |
| Caucasian (Non-Hispanic) | 162 | 107 | 46 | 28.35% | 68% |
| Hispanic | 17 | 14 | 3 | 3.06% | 5.60% |
| Hispanic/ Latino/a/x (of any race) | 3 | 10 | 17 | 2.7% | Included in Hispanic percentage |
| Multi-Racial | 20 | 14 | 8 | 3.78% | |
| Native American | 2 | 2 | 0 | 0.36% | Included in American Indian/Alaska Native percentage |
| Two or More Races | 0 | 5 | 10 | 1.35% | 3.60% |
| White | 5 | 46 | 101 | 13.68% | Included in Caucasian (Non-Hispanic) percentage |
| Not Disclosed | 32 | 32 | 31 | 8.55% | N/A |
Our REHS CORE leadership team has also become more diverse (racially and ethnically) during the last 1 ½ year. We do have an extensive list of resources from minoritized communities that we now use in our outreach efforts.
In addition to increasing the number of staff members from marginalized communities within the REHS leadership team, we will also continue to interrogate what conditions (and we are in the process of creating action plans to address these conditions) we have created to hire and retain a higher number of individuals from minoritized identity groups within our team.
Additionally, our associate director for Diversity, Equity and Inclusion is working with RHS Human Resources to develop practices to better attract diverse candidates to the REHS hiring pool for leadership positions. A DEI HR Toolkit has been created as the SLE DEI HR framework for the future; the next step is to operationalize its implementation.
RA RECRUITMENT AND SELECTION PRACTICES:
Three strategies are utilized in an effort to create a diverse applicant pool.
- Work with campus partners who work closely with marginalized students to have them help promote the RA position. When invited, we will participate in workshops and other sessions to explain the application process.
- Utilize hosting a series of information session to provide tools and information that will help applicants succeed as they participate in the recruitment process.
- Word-of-mouth recruitment, where tools are provided to current RAs to encourage their peers to apply. Because we have such a diverse RA team, this peer-to-peer recruitment has helped to ensure our applicant pool remains diverse.
Multiple conscious steps are taken to ensure that Resident Assistant applicants are considered in an equitable manner, and that applications are scored without bias. Applicant names and personal information are hidden to prevent bias when application essay questions are scored. In addition, the essays are scored by two separate individuals, with the final result being the average of the two scores.
Interview Process
During the interview process, we utilize STAR/behavior-based-interview questions to evaluate candidates and ensure there are DEI related questions associated with the interview process. Staff that participate in the interview process are also required to participate in an implicit bias training program. All DEI questions are vetted and reflect our aspirations of becoming an antiracist, multicultural department at MSU.
It’s worth noting that we do not disqualify candidates or make selection decisions based on a candidate’s political affiliations or views. Per MSU Policy political persuasion is not allowed to be a determining factor during recruitment.
Resources: