Chapter 2C

Officers of instruction and administration are responsible for ensuring that there is no discrimination in the employment or disparate treatment of qualified individuals on the basis of race, color, sex, gender identity, sexual orientation, religion, creed, national origin, ancestry, age, protected veteran status, disability, genetic information, military service, pregnancy and pregnancy-related conditions, or other protected status.

The federally mandated affirmative action plan for veterans and individuals with disabilities adopted by the University requires the Faculty to take appropriate steps to include individuals with disabilities and protected veterans in the candidate pool for most positions. The responsibility for compliance with federally mandated affirmative action procedures for individuals with disabilities and protected veterans resides in the first instance with the officer making the appointment recommendation. The following structures are in place to enhance the recruitment of faculty members from the diverse groups that have shaped America:

a.   The chairs of departments and the chairs of search committees are responsible for actively pursuing opportunities to identify veteran and disabled candidates.

b.   The Deans of Arts and Humanities, Science, Social Science, and the John A. Paulson Dean of the School of Engineering and Applied Sciences are responsible for supervising the implementation of federally mandated affirmative action policies for individuals with disabilities and protected veterans within their respective divisions/School.

c.   The FAS’s Office for Faculty Affairs reviews federally mandated departmental affirmative action efforts for individuals with disabilities and protected veterans, doctorates, and the department's efforts to identify and attract appropriate candidates. In addition, reports that directly address federally mandated affirmative action efforts for individuals with disabilities and protected veterans made in each search are submitted by the department chair to the divisional dean in advance of approval of candidates for campus visits and offers.

When hiring an employee from outside of Harvard, the position is advertised in order to reach the maximum pool of realistic applicants. Suggestions for publications in which to post teaching faculty positions include:

• Departmental websites
• HERC (New England Higher Education Recruitment Consortium) website
• Field-related Internet list-serves
• Field-related publications
• The Chronicle of Higher Education

Advertising copy must note that Harvard is “committed to equal opportunity and non-discrimination. We seek talent from all parts of society and the world, and we strive to ensure everyone at Harvard thrives. Our differences help our community advance Harvard’s academic purposes. Harvard has an equal employment opportunity policy that outlines our commitment to prohibiting discrimination on the basis of race, sex, ethnicity, color, national origin, religion, disability, or any other characteristic protected by law or identified in the university’s non-discrimination policy. Harvard’s equal employment opportunity policy and non-discrimination policy help all community members participate fully in work and campus life free from harassment and discrimination.” [1] Care should be taken to avoid language that could be construed as discriminatory with regard to age. For teaching appointments, it is strongly recommended that at least one form of the advertisement be published in print. For research appointments, print advertisements are not required; online advertisements are sufficient. (Please refer to the “Appointment of a Foreign National” section for more information on advertisement requirements in a search which may result in the hire of a foreign national.) Advertisements clearly list required documents, such as CVs, reference letters, evidence of teaching effectiveness, and writing samples. Advertisements also indicate the rank and field being sought, broadly defined; the start date of the appointment; teaching and advising expectations (for example, “The appointee will teach and advise students at the undergraduate and graduate level”); and the qualities being sought in a candidate. If a doctorate is required for the position, the ad should state, “Candidates are required to have a doctorate.” For appointment types where a doctorate is required and candidates may be hired prior to final completion of their doctoral programs, the ad should state, “Candidates are required to have a doctorate or terminal degree in [field] or related discipline by the time the appointment begins.” Ads should include a date after which departments will stop accepting applications, or departments can encourage candidates to apply by a specific date, while indicating that applications will be reviewed until the position is filled. Ads should include the ARIeS link or e-mail address to which applications are to be sent. Departments should not finalize their short lists of candidates before an application deadline has passed.

Advertisements must be reviewed and approved by the associate dean for the appropriate division/SEAS before being posted.

For information on Harvard University’s policy on work relationships (formerly “nepotism”), please see https://hr.harvard.edu/staff-personnel-manual/general-employment-policies/work-relationships.

Questions on the interpretation of this policy as it applies to faculty and professional research appointments in the Faculty of Arts and Sciences should be referred to the Office for Faculty Affairs.