Equity & Diversity

Faculty Hiring

Equal Employment Opportunity

California State University, Northridge has maintained a longstanding commitment to the principle and practice of equal opportunity in all aspects of employment wherein all personnel decisions are made without consideration of race, color, religion, national origin, gender, gender identity or expression sexual orientation, age, disability, genetic information or veteran status.

Chief Diversity Office (CDO)

We recognize that diversity is to be acknowledged, appreciated, encouraged, and embraced.  Sustained, institutional diversity requires thoughtful and purposeful commitment from all administrators, faculty, staff and students.  The Chief Diversity Office works with all facets of the university to help achieve the goal of creating a culture that respects and celebrates a community of individuals with an array of human qualities and varying personal and professional experience.

CDO and the Search Process

Chief Diversity Office in the Search Process

  • Helping to ensure equal employment opportunity and consideration in the search process is one way in which the CDO supports diversity as a core value of the university.  We provide support and tools for every step of the search process, including helping departments and search committees:
  • Assess institutional data and previous applicant pools (before a search begins) for purposes of developing improved recruitment strategies;
  • Construct a position announcement that carefully reflects the needs of the position and the department;
  • Aggressively implement a comprehensive recruitment plan that uses multiple strategies and advertising mediums to increase the diversity of the applicant pool, and in turn, better ensure that the University invests in faculty excellence that is responsive to the diversity of our student population;
  • Develop interview questions that seek information from candidates about their experience and cultural competencies in working with diverse populations;
  • Develop evaluation instruments which adequately assess a candidate's qualifications for the position and are applied consistently;
  • Describe the search process in sufficient detail to demonstrate equitable consideration of all applicants.

Search and Screen Forms

Tenure-Track Positions

Part-Time Positions

Academic Administrative Positions (Section 600 Searches) - NEW

 

Search Committee Resources

Evaluating Intercultural Competencies and Contributions to Diversity and Inclusion

California State University, Northridge strives to be an institution that is recognized for the accomplishments of its faculty, the reputation of its programs, and the preparation of its students as world citizens.  Consequently, all of our employees are required to demonstrate cultural competencies.

Reconciling Affirmative Action with Proposition 209

Affirmative Action is a federal mandate.  As a matter of federal law, all employers receiving federal contract money must take action (i.e., implement and enforce policies) to ensure equal employment opportunity.  If discrepancies are found between department profiles and the labor market availability of qualified candidates, CSUN must show it made a good faith effort to reduce or eliminate the discrepancy.  Affirmative Action is one measure used to show such good faith.

Affirmative Action relates to the RECRUITMENT phase of the search and appointment process.  

  1. Search committee should reflect diversity in its composition.

  2. Search committee should search and recruit broadly.

  3. Availability data should be noted

  4. Applicant pool and search process should be reviewed to ensure outreach has been broad and inclusive.

Proposition 209 is a California State Law implemented in 1997 which prohibits discrimination against or preferential treatment for any individual or group on the basis of race, color, ethnicity, or national origin in the operation of public employment, education, and contracting.

Proposition 209 relates primarily to the SELECTION phase of the search and appointment process.

  • Evaluation of applicants and rationale for selection may not take into consideration their membership in a protected group (i.e., race, gender, national origin, religion, age, disability, sexual orientation).
  • No preferential treatment during the search process on the basis of a protected category.