via Inside Higher Ed:
Given the unsettled state of higher education, it is precisely the time for our institutions to recruit leaders who can best serve, no matter their backgrounds or orientations. Any comprehensive leadership search will likely have lesbian, gay, bisexual and/or transgender individuals on its candidate slate. LGBT candidates have reached the highest levels of college and university leadership, including the presidency. The group LGBTQ Presidents in Higher Education, formed in 2010, has grown to more than 60 openly LGBT presidents serving a variety of institutions. Progress has been made, and LGBT executives are more at home in academia than they have ever been.
Yet there is still farther to go – as there is with other underrepresented groups – in how LGBT candidates are treated as they interview and pursue leadership positions. In short, search committees can be savvier in their understanding of these candidates. It is not appropriate or, in most cases, legal for a search committee to inquire about sexual orientation or gender identity during the course of a recruitment. Increasingly, however, many candidates choose to make their orientation known during the search process, often leading to uncertain or awkward reactions and comments from search committee members. This will not change overnight. The education of search committees and campus representatives regarding LGBT job candidates is an ongoing process.
To that end, we offer below 10 guideposts that search committees can refer to when working with openly LGBT candidates. We present these rules of thumb as a way of generating conversation and greater awareness around the treatment of LGBT candidates in academic searches, in the spirit of making leadership recruitment as equitable and inclusive as it can be.
read the rest at Inside Higher Ed.
September 8, 2014
by Karen M. Whitney and Jon Derek Croteau