Editor’s note: The 2024 General Legislature remains in session until March 1. This FAQ will be updated as we learn more.
On Jan. 5, 2024, University of Utah President Taylor Randall sent a message to campus that said, “In light of recent statements made by elected leaders and directives from the Utah Board of Higher Education to eliminate diversity questions or statements used in hiring at Utah’s higher education institutions, all hiring units at the university should discontinue the use of any type of diversity statements or similar practices as part of their unit-level applicant or employee hiring processes.”
With the passage of HB 261, "Equal Opportunity Initiatives," that guidance also becomes state law. Changes to hiring practices, including the use of EDI statements, are effective immediately. The rest of the new law will take effect on July 1, 2024.
This FAQ document addresses how to implement that directive for faculty searches. Please keep in mind that this FAQ document may be revised from time to time, as circumstances in the state and any communications from the Utah Board of Higher Education or the University of Utah president evolve.
Below are some frequently asked questions.
Frequently asked questions
In a letter to faculty and staff on Jan. 17, the senior leadership of the U reiterated the university’s values by saying, “We reaffirm today that we are a campus that welcomes everyone, across geography, ideology and identity. The things that make us different are a source of strength, central to furthering our mission to create new knowledge and prepare students for success. We believe in the power of a place where everyone belongs. While some of our processes may change to comply with state laws and Utah System of Higher Education policies, we remain committed to building bridges between communities, creating opportunities for connection, and fostering a healthy campus environment where everyone has an opportunity to succeed.”
Yes. The relevant Office for Faculty (main or health campus) reviews all postings and will reach out if edits are necessary. However, please review your template for faculty postings and modify it before submitting your new postings.
The Offices for Faculty have reviewed all open faculty job postings and removed references to requirements for candidates to discuss equity, diversity, or inclusion (EDI). In addition, the Offices for Faculty have removed the ability for applicants to upload an “EDI Statement.”
In your job posting you may note that your department teaches students and trainees with a wide variety of backgrounds and that it is important to the department that all students and trainees succeed in their endeavors. You may ask applicants to describe their experience with teaching or mentoring students with different educational or other backgrounds. You may also ask them to describe their strategy for teaching and/or mentoring the students/trainees that your department serves. Interviews can follow up on these questions.
We encourage leaders to respond to inquiries with the following statement: ”The University of Utah is no longer requiring that candidates submit statements discussing equity, diversity and inclusion. Therefore, you do not need to upload an EDI statement.”
Yes, this is a legitimate reason to exclude a candidate. As a reminder, University Regulations prohibit discrimination (see Policy 1-012).
Search committee members should disregard the EDI statements and focus their evaluation of candidates on all the responsibilities of the job as articulated in the job posting.
Search committees should not review any EDI statements submitted by candidates who had the option to do so. If search committee members have reviewed any statements, they should disregard them.
In your job posting, describe the position and ask candidates to describe their expertise and successes in these areas. In your interviews, request evidence of success in these areas.
To encourage a variety of applications, job postings could say: “Candidates from all backgrounds are encouraged to apply,” or, “We strongly encourage applications from candidates from all populations, including those who have been underrepresented and candidates with nontraditional backgrounds.” It is acceptable to indicate the University of Utah values candidates who have experience working in settings with students from different backgrounds and possess a strong commitment to improving access to, and success in, higher education for all students.
If the process is in an early stage and applicants have not yet been invited to campus, the pool should be re-examined and all applicants should be evaluated without regard to whether an EDI statement was submitted.
No. Since you have identified a highly qualified candidate for the position, you do not need to re-examine other candidates.
Candidates must be evaluated in relation to the job description. Discussions of equity, diversity and inclusion are not required criteria for advancing a candidate.
You may include a description of your values in your job description. For example:
“The U values candidates who are committed to fostering and furthering the culture of compassion, collaboration, innovation, accountability, diversity, integrity, quality, and trust that is integral to our mission.”
You may also ask job candidates how they will contribute to the mission of your department. During the evaluation process, you can include a criterion regarding the candidates’ alignment with department values. All criteria in the rubric should be explicitly included in the job description.
The best approach to recruitment is honesty. You can also discuss your department’s values and activities as they relate to the questions that candidates may ask.
Yes, revisions are in process. For the time being, please rely on this FAQ for guidance on immediate changes to the hiring process.