Inclusion Advocates

• Search committees need individuals to provide process expertise. 
• Review processes encounter visible and invisible biases which IA's address.
• IA's are continuously trained & supported on: 
  • Principles & strategies of LCC's strategic goals. 
  • EEO and Affirmative Action practices. 
  • Diversity values to enhance all areas related to the search process.

IAs will participate throughout the search and selection process, beginning with development of the position description, and continuing through integration of the new hire. They are voting members of the search process. (Preferably someone outside the hiring department) 

At every stage, their role is to advocate for the search process itself, and to assist committees in efforts to avoid unconscious, unintentional biases.  They actively promote diversity and inclusion principles by sharing information, recommending inclusive strategies, supporting the full committee and stakeholder participation, and consulting with the Office of Diversity and Inclusion as needed.  

In collaboration with search chairs/hiring managers, search committees, and hiring officials, they affirm LCC’s high standard for excellent and inclusive search/selection practices.

IAs will serve the campus community by actively contributing to institutional transformation by promoting and enhancing fairness, diversity, equity, and inclusiveness for all faculty and staff.

• • An Inclusion Advocate possesses good listening and excellent communication skills.
• • An Inclusion Advocate provides a rich networking opportunity for faculty and staff and is viewed as providing a highly valuable service by ELT.
• • An Inclusion Advocate is provided training and must commit to the position for at least one year, or one search committee dependent on availabilities.
• • Any full-time employee (Tenure Track faculty, Non-Tenure Track faculty, and Staff) may serve as an Inclusion Advocate.

Advocates prepare for their responsibilities by attending two training and one mentoring session. Additional training is provided as needed. An Advocate serves on an as-needed basis; time commitments will vary. Every effort should be made to keep responsibilities balanced among the pool of Inclusion Advocates. About 40-50 Inclusion Advocates are needed to serve at any one time at LCC.

Inclusion Advocate path in the interview process

The IA should be brought in the moment a job description is about to be created.

• Inclusion Advocates provide the ability to strengthen and expedite the entire search process.  
1. Instead of multiple components of the hiring process needing to be sent back and forth multiple times between hiring manager and human resources (HR) the IA can assist in developing effective and accurate items such as 
• Job descriptions 
• Interview Questions 
• Advertising and Posting Plans 
• Diverse search committee members 
• Inclusion Advocates will also provide evaluations of the search committees in order to strengthen the process of searching for all involved.