Academic recruitment practices have been on the agenda since almost two decades, including the idea that recruitment committees have to be trained on the issue of implicit bias. However, what has been neglected so far are the social practices through which bias against female academics is performed by the members of the recruitment committees. As research shows, criteria and the best fit to these criteria are created, criticized and also stabilized in situ in the recruitment committee.
In the proposed workshop Julia Nentwich first provides a concise introduction to the concept of social practices in recruiting committees and as well an overview on empirical findings so far. Second, Verena Witzig introduces St. Gallen’s recently developed training tool tackling implicit bias in social practices. The online simulation takes players through situations in appointment processes and provides training on how to recognize and to react to biased decision-making. Third, Nina Jakoby provides further insights to how the University of Zurich is approaching recruitment practices based on the EU’s concept OTM-R: Open, Transparent and Merit-Based Recruitment for Researchers.
The panel is focused on academic recruitment, however, many insights are applicable to general recruiting practices as well.
Verena Witzig, Julia Nentwich, (University of St. Gallen)
Nina Jakoby (University of Zürich)
Panel duration: 120 minutes
Thematic Field: Institutionalized inequality and discrimination