Recruitment Initiatives

Departmental Initiatives

  • Advertise in journals, on websites and listservs that are targeted to minority physicians and PhDs:
  • Include representatives from our diversity categories on search committees.
  • When possible, engage women and minority faculty in interviews for faculty with identified similar backgrounds.
  • When minority or women candidates visit campus, highlight supportive resources for diversity, including (a) the cultural diversity of CNY; (b) opportunities to serve diverse populations, including traditionally underserved patients; (c) the proximity to larger urban areas; (d) the excellent quality of life.
  • Require search committees to participate in implicit bias training in order to recognize implicit bias and value diversity. This includes requiring that departmental leadership and others having input into recruiting decisions view the AAMC webinar about unconscious bias.External Link Icon
  • Look to our trainees- mentor our minority and women residents/fellows/post docs to consider Upstate for their next step.
  • Identify institutions that may have exiting faculty and seek out their qualified women and minority faculty.
  • Be alert to the potential need to find a position for the spouse/partner. Utilize our connections with Upstate NY HERC (Higher Education Recruitment Consortium), a website that lists all jobs (not just academic jobs) in all of the academic institutions in the surrounding area, where partners can post their CV and can search for available positions.
  • Review websites and make sure the people pictured represent a diverse group and provides links to diversity resources.
  • Consider flexibility in the work week or shared positions to attract faculty with children.
  • Seek contacts at national professional meetings, e.g. Society for Black Academic Surgeons.
  • Require that department chairs commit to specific minority recruitment initiatives and develop others, and attest to that commitment bi-annually.

    Template for the Minority and Women Recruitment Plan Department

    As chair of the department, I commit to taking the following steps to promote recruitment of women and minority candidates for positions on our faculty:

    ___ We will advertise in at least one journal, website and/or listserv that is targeted to minority or women physicians and/or PhDs. We will identify a site/journal that is appropriate to our discipline. When we are recruiting for an open position, I will inform the Dean’s office and confirm that we have placed an ad on that site. [Note: Upstate has a generic ad listed on The National Registry of Diverse and Strategic Faculty (formerly the National Minority Faculty Identification Program) and the Journal of the National Medical Association, a group that focuses on minority MDs. You may submit a department- and position-specific ad to these sites, if appropriate.]

    ___ We will add the following language to all faculty recruitment ads:

    At SUNY Upstate Medical University we strive to promote a professional environment that encourages varied perspectives from faculty members with diverse life experiences. A respect for diversity is one of our core values. We are committed to recruiting and supporting a rich community of outstanding faculty, staff and students. We actively seek applications from women and members of underrepresented groups to contribute to the diversity of our university community in support of our teaching, research and clinical missions.

    ___ All of our departmental leaders (i.e., chair, vice-chairs, division chief, program directors) and search committee members will review the AAMC online training module to better understand the concept of unconscious bias, and how to minimize its negative effects on the recruitment process. I will confirm their participation in a report to the Dean. The training module can be found at: Link Icon

    ___ Other diversity recruitment efforts include:

    Signed: ________________________________ Date________


University-Wide Initiatives

Office of Diversity & Inclusion

Person Responsible:  TBH, Chief Diversity Officer

Description:  is committed to the principles of equal employment opportunity, affirmative action, and diversity and inclusion. Our mission is to ensure a campus environment that respects and values the diversity of all who work, learn and receive care here. Learn more... 

Affirmative Action Office

Person Responsible:  TBH, Chief Diversity Officer

Description: Upstate Medical University is committed to the practices of principles of affirmative action/equal opportunity in all aspects of employment, student admissions and student life. T Affirmative Action Programs assist in achieving diversity, preventing discrimination, and ensuring equal employment opportunity.  We have developed a Diversity and Affirmative Action Program in accordance with the rules and regulations of the Office of Contract Compliance Programs. All members of management are responsible for conducting personnel activities to ensure compliance with SUNY non-discrimination policies and in furtherance of the Diversity and Affirmative Action Program and our Strategic Plan. This program establishes result-oriented procedures to be carries out by good faith efforts to comply with affirmative action/equal opportunity laws. Progress toward the achievement of diversity and affirmative action goals will be monitored and reported to the President on at least an annual basis.

Diversity Recruitment Resources

Person Responsible:  Nakeia Chambers, Diversity Initiatives Specialist

Description:  This directory is intended to be an entry door to culturally diverse publications, internet/web resources, and job service agencies for employment recruitment purposes, and act as a resource in creating diverse applicant pools. Listing of a publication, web site, or job service agency does not imply endorsement by SUNY Upstate Medical University or the compiler of this directory. Upstate will partner with, or aggressively reach out to, medical schools that traditionally serve a large percentage of minority students to reach minority residents. There are 3 medical schools that are listed as HBCU (Historically Black Colleges and Universities), they are: Drew University in LA, Calif., Morehouse SOM and Meharry Medical College.

  • Establish support groups for faculty who have different cultural heritages.
  • Establish a central "recruitment office."
  • Provide financial incentives to departments to hire minority candidates, e.g. pay more of the salary from campus, rather than department, funds, for a few years.
  • Provide financial incentive for minority faculty candidate to come here when determining offer.
  • Establish requirement that departments define a plan to reach out to minorities and women and hold accountable for implementing the plan.

Learn more... PDF Icon

SUNY Office of Diversity, Equity and Inclusion (ODEI) Faculty Diversity Program

The Faculty Diversity Program is designed to assist campuses with the recruitment, retention, and promotion of outstanding scholars from different backgrounds, including individuals from groups that have been historically underrepresented in higher education.  Under this highly competitive program, state-operated campuses compete for salary support and start-up packages to recruit outstanding scholars who have attained a record of distinction.  The Faculty Diversity program provides state-operated campuses with a percentage of the faculty member’s salary for three years.  Effective for the 2011-2012 award cycle, the total amount that will be allocated for each faculty member appointed under this initiative will increase to $145,000.  Salary support will be allocated to the campuses as follows:

  • 2017-2018 - 80% of negotiated salary up to $80,000
  • 2018-2019 - 75% of negotiated salary up to $50,000
  • 2019-2020 - 25% of negotiated salary up to $15,000

Campuses are also eligible to receive up to $15,000 to develop competitive start-up packages for faculty appointed under this initiative.

Funding and Resources for Faculty Recruitment Initiatives

  • The funding sources that the medical school has available:
  • The time commitment of these individuals:
  • The organizational locus of the individuals involved in these efforts (e.g., the medical school dean's office, a university office):