In partnership with the Foundation for California Community Colleges, and the College Futures Foundation, Bensimon & Associates hosted a two-day Equity-Minded Leadership Searches Institute (Institute) on October 29-30 2024 in Los Angeles. The Institute was a “master class” for search stakeholders on how to take an equity-minded, critically race-conscious approach to senior leadership searches that increase the chances that candidates of color are hired.

The Institute was designed in response to the findings of Whiteness Rules: Racial Exclusion in Becoming an American College President, a report that documented how the presidential search processes in California’s three public higher education systems—the University of California, California State University, and California Community College systems—are racialized, resulting in the increased likelihood that white presidents (white men in particular) are selected. 

INSTITUTE GOALS

• Introduce the concept of equity-minded leadership 

• Prompt critically race-conscious and equity-minded reflection on whether and how the search process at their institution fosters racial (in)equity in hiring outcomes.

• Guide participants through the application of tools in the Whiteness Rules toolkit.

• Provide customized support and coaching within the Institute so participants can adapt and implement the tools in current and future executive level searches.

• Support search stakeholders who have the will to hire critically race-conscious, equity-minded leaders of color who are equipped to support the racially minoritized students who will build California’s economic, social, and political future.

• Support the construction of a systemic effort to embed racial equity in hiring in the largest and most diverse community college system in the nation.

• Continue to fill the need for diverse, equity-minded college leaders who reflect the state’s learner populations, who can develop welcoming and inclusive campus climates, enact policies and practices that close equity gaps, support faculty of color, and better enable all students to access resources and graduate.

WHAT PARTICIPANTS ARE SAYING

“Our hiring policy should not assume that anyone, even those who meet min quals, began at the same starting line or arrived at their qualifications the exact same way. “

“You can't advocate for a community/population you are not engaging with.”

“It's important to de-center one's self in the hiring process so that equity, not replacement, is the goal."

“It has educated me and energized me to further look at our hiring practices and processes for whiteness bias and take action, which includes training the HR team, having conversations w/ stakeholders seeking input on where we could have blind spots.  Thank you!”