Abstract
This article critiques passive affirmative action rhetoric and outlines a systematic recruitment program for diversifying communication faculties. Drawing on narrative evidence from multiple universities, it identifies structural barriers including limited doctoral pipelines, evaluative bias, and salary disparities that constrain minority and women hiring. The discussion advances eight recruitment strategies: forming cross level search teams, adopting flexible credential criteria, cultivating doctoral networks, advertising in targeted outlets, broadening evaluation beyond publications, promoting cultural inclusivity, budgeting competitive packages, and clarifying attainable tenure pathways. Emphasis is placed on institutional commitment, proactive attitude, and sustained innovation as levers for equity, organizational resilience, and academic excellence. By linking diversity goals with administrative practice, this article offers higher education leaders a practical framework for faculty development, policy implementation, and organizational change.
Recommended Citation
Makav, John J.
(1990)
"Strategies for Recruiting Women and Minority Faculty in Communication,"
Association for Communication Administration Bulletin: Vol. 71, Article 13.
Available at:
https://stars.library.ucf.edu/aca/vol71/iss1/13
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