The Department of Immunology and Microbiology Equity Policy statement represents our commitment to including a breadth of perspectives in all Departmental groups and committees.

1) Committee Composition

Committees will aim to represent all members of the Department, with the aim to achieve representation in line with our campus and greater community. Committees will include a student or post-doctoral trainee as relevant and appropriate. All faculty and all standing committee members will complete all required equity training and advocacy through the online CU Office of Access and Engagement.

2) Communication and Transparency

This policy will be posted on the department website and circulated to all committee chairs. Departmental policies will comply with institutional policies per CU Anschutz Office of Access and Engagement. Standing and new committee composition will be reviewed yearly.

3) Implementation

a. Each Committee Chair will act as an advocate for equity or will name an individual from the committee to do so. This role ensures raising and reviewing the makeup of the committee and any attendant plans/activities/events. Where balanced representation is not available, the Committee may seek to i) expand the committee, ii) seek ad hoc members or consultants outside the Department, and iii) reassign members to achieve balance.

b. Every effort will be made to arrange for committee meetings at times that will not disadvantage or preclude the participation of people with primary caregiving responsibilities or who are working part-time.

c. Each Committee Chair will conduct an annual scan of committee membership and will be reviewed by the Department Chair and Vice-chair.

d. Members will complete the CU Anschutz relevant trainings as required, and forward completion certificates to the committee Chair within 6 months of initial appointment to the committee.

4) Search Committees

a. All search committee members, including the Chair/Co-Chair(s), will make use of the Basic Science Hiring Rubric and will make use of relevant trainings, including Faculty Hiring Rubric Training Modules, or others, as specified by University of Colorado rules. 

b. Committee will review and discuss Department goals for the search to create a clear and equitable job description, evaluate applications based on predetermined criteria, and make use of a standard list of interview questions. Committee will post job advertisements to reach all qualified candidates.

c. Job description and application materials will clearly describe required components and metrics for excellence for each application component.

d. A report of the entire process, with a focus on how applicants were invited and selected, will be generated and submitted for review by the Department Chair and Vice-chair.

January 2025