ABSTRACT
Despite the established value of diversity, equity, and inclusion as critical components to achieving academic excellence, building diversity within nursing education remains a challenge. Institutional gatekeeping, overt racism, and implicit biases are barriers that perpetuate a low percentage of nursing faculty of color. From pre-search strategic prioritization to submission of the search committee report, a multi-prong, just, transparent, systematic, and strategic approach to hiring is needed to advance opportunities for hiring a diverse faculty. This article provides nursing administration leaders, search committee members, and faculty engaged in hiring practices with a stepwise review of specific strategies. Evidence and tools to mitigate bias, attract excellent and diverse applicant pools, conduct fair evaluations, and support ongoing reflection and improvement of hiring practices are described. An overview of types of implicit bias in hiring practices, descriptive evaluation rubrics, and self-reflection questions are included.
