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11+ Professional Diversity and Inclusion Cover Letter Example

Want to write a Diversity and Inclusion Cover Letter As someone with a passion for diversity and inclusion, I am excited to see that your company is looking for a professional to lead these initiatives. With my background in human resources and my commitment to promoting equitable workplaces, I believe that I am the ideal candidate for this role.

In my previous role as an HR generalist, I had the opportunity to work on a variety of diversity and inclusion initiatives. From developing training programs on implicit bias to partnering with our Employee Resource Groups, I have extensive experience creating and executing programs that promote an inclusive culture. In addition, I have a strong track record of building relationships with employees at all levels of the organization. This experience has prepared me to be an effective leader of your diversity and inclusion initiatives.

I am confident that I can hit the ground running in this role and am eager to put my skills and experience to work for your company. I would welcome the opportunity to discuss how I can contribute to your diversity and inclusion efforts during an interview. Thank you for your time and consideration.

Table of Contents

How To Write a Diversity and Inclusion Cover Letter?

In a diverse and inclusive workplace, everyone should feel like they have a seat at the table. But in order for that to happen, organizations need to take deliberate steps to create an environment where everyone can thrive. One way to do this is by ensuring that their workforce reflects the communities they serve. And one way to make sure you’re meeting this goal is by writing a strong diversity and inclusion cover letter.

When applying for jobs, it’s important to highlight your commitment to diversity and inclusion. In your cover letter, be sure to mention your experience with and dedication to promoting diversity. For example, you might discuss your work with student organizations or your efforts to help underrepresented groups in your field. You can also mention how you plan to contribute to the organization’s diversity efforts if you’re hired.

By taking the time to write a diversity and inclusion cover letter, you’ll show potential employers that you’re serious about creating a more diverse and inclusive workplace. And that’s a key step toward making sure everyone has a seat at the table.

Related: How To Write a Cover Letter (And Get Hired in 2022!)

Diversity and Inclusion Cover Letter Sample

To Whom It May Concern,

I am writing in regard to the open position for a diversity and inclusion manager. Based on my experience working with diverse populations and my commitment to social justice, I believe that I am the ideal candidate for this role.

In my current position as a community organizer, I have worked extensively with individuals from a variety of backgrounds. Through my interactions with these individuals, I have developed a deep understanding of the unique experiences and perspectives that each possesses. I have also worked to promote cooperation and understanding between different groups.

In addition to my experience working with diverse populations, I am also committed to promoting social justice. In my previous role as a case manager at a non-profit organization, I advocated on behalf of low-income and minority clients.So, I am passionate about ensuring that all individuals have access to the same opportunities and resources.

Also, I believe that my experience working with diverse populations and my commitment to social justice make me uniquely qualified for the role of diversity and inclusion manager. I am eager to put my skills to work in a new organization and contribute to a more diverse and inclusive workplace.

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Equality and Diversity Cover Letter

I am writing this letter to apply for the position of Equality and Diversity Officer. This role is very important to me, as I feel strongly about promoting equality and diversity in all aspects of life.

I have experience working with people from a variety of backgrounds and am passionate about championing their rights. Also, I believe that everyone should be treated fairly and with respect, regardless of their race, gender, sexuality, religion or any other personal characteristic.

So, I am confident that I have the skills and knowledge required for this role, and I am committed to making a positive difference in the workplace and beyond. If given the opportunity, I will work hard to create an inclusive environment where everyone can feel valued and respected.

Thank you for your time and consideration.

(Your name)

Related: Indeed Cover Letter: 07 Templates and Samples

Cover Letter For Diversity and Inclusion

I am writing to apply for the position of Diversity and Inclusion Manager with your company. As a highly motivated and experienced professional with a proven track record in diversity and inclusion initiatives, I am confident that I would be a valuable asset to your team.

In my current role as Diversity and Inclusion Specialist with ABC Corporation. I have been responsible for developing and implementing strategies to promote diversity and inclusion within the workplace. Through my efforts, we have been able to create a more inclusive environment where all employees feel valued and respected. I am confident that I could bring this same level of success to your organization.

In addition to my experience, I also hold a bachelor’s degree in Human Resources Management. This educational background has given me a strong foundation in the principles of diversity and inclusion. I am well-versed in the latest trends and best practices in this ever-changing field.

I would welcome the opportunity to discuss my qualifications and experience with you further. Please do not hesitate to contact me at (123) 456-7890.

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Cover Letter Examples For diversity and Inclusion Position

I am writing in regards to the open position for a diversity and inclusion specialist at your company. Based on my research, I believe that I would be a perfect fit for this role.

Throughout my career, I have been passionate about promoting diversity and inclusion in the workplace. In my previous role as an HR generalist, I led several initiatives to improve diversity and inclusion in our workplace. I am confident that I could do the same in this role at your company.

In addition to my experience. Also, I have a master’s degree in Human Resources Management with a concentration in Diversity and Inclusion. I am knowledgeable about the latest trends and best practices in diversity and inclusion. So, I am confident that I can help your company create a more diverse and inclusive workplace.

I would love to discuss this opportunity with you further. Please do not hesitate to contact me at (555) 555-1212 or email me at [email protected].

Related: Administrative Assistant Cover Letter: 15 Examples & Templates Included

Cover Letter For Diversity and Inclusion Job

I am writing this letter in regards to the job opening for a diversity and inclusion specialist that your company has posted. Based on the job description, I feel that I would be the perfect candidate for this position.

As someone who is passionate about social justice and equality, I have always been interested in working in a field where I can help others. In my previous job as a social worker, I worked with clients from a variety of backgrounds and helped them navigate the social services system.

I also have experience working with refugees and immigrants, which has given me a unique perspective on the challenges that they face.

So, I believe that my skills and experiences make me the ideal candidate for this job. I am committed to promoting diversity and inclusion in the workplace and I am confident that I can help your company create a more inclusive environment for all of its employees.

Thank you for your time and consideration. I look forward to hearing from you soon.

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5 Things To Include a Diversity and Inclusion Cover Letter

When applying for jobs, it’s important to make sure that your cover letter is diversity and inclusion friendly. Here are five things you can include to make sure that your cover letter is sending the right message:

Your commitment to diversity and inclusion.
Reasons why you believe that diversity and inclusion are important.
Examples of times when you have promoted or advocated for diversity and inclusion in your previous roles.
How you would approach challenges or difficult conversations regarding diversity and inclusion in the workplace?
Any relevant skills or knowledge that you have in relation to diversity and inclusion (for example, intercultural competence or experience working with diverse populations.)

By including these five elements in your cover letter, you can show potential employers that you are an advocate for diversity and inclusion and that you would be an asset to their team.

Related: What is Cover Letter? Complete Guide To Get any Job.

I hope you found this blog helpful! A diversity and inclusion cover letter is an important tool to have in your job search arsenal. It can help set you apart from the competition, and show that you are serious about working for a company that values diversity and inclusion. If you need any more help crafting your cover letter or resume, please don’t hesitate to reach out to us. We would be happy to assist you!

Cover Letter For Diversity and Inclusion

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5 Tips for Writing a Diversity Statement

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how to include diversity in cover letter

Diversity statements provide applicants an opportunity to explain their commitments and experiences with diversity. They are personal essays (about 1-2 pages in length) that depict past experiences and explain how those have contributed to your personal and professional development. This statement allows applicants to explain their understanding of the barriers faced by under-represented individuals, as well as their own experiences meeting the needs of diverse populations.

Why do employers ask for diversity statements?

It has become more common for employers to request a diversity statement. This document is just as important as the résumé, cover letter, and any other written statement. An employer who requests a diversity statement is most likely committed to inclusivity and supports diverse populations. They may be looking to hire someone who aligns with their values and is committed to diversity as well.

Where should you start?

It may be your first time writing a diversity statement and you may have no idea where to start. Luckily, we have compiled a list of 5 tips to help you get started!

1. Do some background research!

Terminology – Here are some words to consider learning about before you start writing: diversity, equality, equity, inclusion, social justice. It’s a good idea to become familiar with these words if you aren’t already and think about how you can incorporate them into your statement. There are also many identities to consider referencing or writing about in your statement. They could include (but are not limited to) race, ethnicity, gender identity, gender expression, sexual/romantic orientation, country of origin/citizenship, socioeconomic status, age, ability, and religion.
Company’s Diversity, Equity, and Inclusion Mission – It is important to learn what is important to the particular company you are applying to and see if you can align your values, or mention that you value what their company is working on in regards to diversity, equity, and inclusion. This information can often be found on the company website, social media, or news outlets.

2. Share your personal story

You can and should use your past experiences to explain how you can best empathize with others who confront challenges. Think about how you have contributed to diversity in your past. Here are some questions to consider: Have you worked with diverse or underrepresented populations? How do you embody diversity? If you have had to overcome obstacles to get to where you are today, don’t be afraid to talk about it. It’s your statement and you want it to be a reflection of who you are and what your character is.

3. Be concrete, use specific examples

Mention specific experiences that have allowed you to contribute to enhancing diversity & inclusion. If you have been involved in any organizations or programs that are committed to diversity, you should talk about your experience. Any rewarding experiences will help strengthen your statement.

4. Connect your personal/professional mission to your diversity statement

Think about how your values relate to your understanding and commitment to diversity. What is most important to you and how does that tie into your statement? Do you value inclusivity and equity? Connecting your diversity statement to your mission will show employers how you are unique and committed.

5. Discuss future plans

What is your plan to contribute to enhancing diversity in the future? How will you enact your values related to diversity and inclusion in your work at the company you are applying for? If you have no past experiences with diversity, here’s where you can dive deep and explain your willingness to contribute to diversity moving forward.

If you have questions about composing a diversity statement, you can schedule an appointment with a career coach to discuss and review!

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Director of Diversity and Inclusion Cover Letter Examples & Writing Guide

Updated January 23, 2023
Published January 22, 2023

Are you looking for a Director of Diversity and Inclusion cover letter example? Read our ultimate Director of Diversity and Inclusion cover letter writing guide and learn from tips, examples, and proven strategies to land a job interview.

A Director of Diversity and Inclusion, or Diversity Manager, is a Human Resources (HR) professional who oversees the developing and implementation of programs and services that promote diversity within a company or organization.

As a Director of Diversity and Inclusion, your duties include measuring and monitoring company diversity, developing new programs and practices that effectively increase diversity, and providing support to various groups within your organization.

You also administer training to help employees embrace and understand differing perspectives. Organizations, such as the Society for Human Resources Management (SHRM), offer relevant certifications in this area.

Director of Diversity and Inclusion Cover Letter

As the job market becomes increasingly competitive, a well-written cover letter can make all the difference in landing a job interview.

For those seeking a Director of Diversity and Inclusion position, it is especially important to craft a cover letter highlighting your experience and qualifications in promoting diversity and inclusion within an organization. This article will provide tips and guidelines for crafting a compelling cover letter for a Director of Diversity and Inclusion position.

As the Director of Diversity and Inclusion, you will lead and implement diversity and inclusion initiatives within the organization. This includes designing and implementing programs and initiatives that promote diversity and inclusion and developing strategies to foster a culture of inclusivity within the organization.

A strong cover letter will showcase your passion and dedication to diversity and inclusion and your ability to lead and drive organizational change.

By following the tips and guidelines outlined in this article, you can craft a cover letter that will set you apart from the competition and increase your chances of landing a job interview for a Director of Diversity and Inclusion position.

Director of Diversity and Inclusion Cover Letter Example 1

Dear [Hiring Manager],

I am writing to express my strong interest in your company’s Director of Diversity and Inclusion position. As a highly skilled and experienced diversity and inclusion professional, I am confident in my ability to lead your organization’s efforts to create a more inclusive and equitable workplace culture.

With a bachelor’s degree in human resources and a master’s degree in organizational development, I have a solid foundation in diversity and inclusion strategies and practices. In my current role as the Director of Diversity and Inclusion at XYZ Company, I have successfully implemented a number of initiatives to promote diversity and inclusion within the organization. These include creating a comprehensive employee resource group program, establishing diversity training and education programs, and developing and implementing diversity and inclusion metrics to measure the success of our efforts.

In addition to my education and experience, I am a highly motivated and results-driven individual who is dedicated to driving positive change within organizations. I believe that diversity and inclusion are key to driving innovation and creating a more productive and engaged workforce. I am confident that my skills and experience make me the ideal candidate for this position and I am eager to contribute to your company’s ongoing efforts to create a more inclusive and equitable workplace.

Thank you for considering my application. I look forward to discussing this opportunity further and how my skills and experience can benefit your organization.

Director of Diversity and Inclusion Cover Letter Example 2

I am writing to express my strong interest in the Director of Diversity and Inclusion position at [Company]. With over ten years of experience in diversity, equity, and inclusion, I am confident in my ability to lead and implement effective strategies for creating a more inclusive and diverse workplace.

As a member of the leadership team at [Previous Company], I was responsible for developing and implementing comprehensive diversity and inclusion initiatives. I worked closely with employees, management, and external stakeholders to ensure that our policies and practices reflected our commitment to diversity and inclusion. I am proud to have contributed to a significant increase in the representation of underrepresented groups in our workforce.

Furthermore, I am skilled in facilitating difficult conversations around diversity and inclusion and have a proven track record of building strong, cross-functional relationships. I understand the importance of creating a safe and welcoming environment for all employees, and I am committed to fostering a culture of respect, understanding, and inclusion.

I believe that [Company] is poised to make great strides in diversity and inclusion, and I am excited at the prospect of contributing my skills and experience to this effort. Thank you for considering my application. I look forward to the opportunity to discuss this position further.

Director of Diversity and Inclusion Cover Letter Example 3

I am writing to express my interest in the Director of Diversity and Inclusion position at [Company]. As a dedicated and passionate diversity and inclusion professional, I am confident that I have the skills, experience, and drive to excel in this role and contribute to the success of [Company].

Throughout my career, I have consistently demonstrated a commitment to diversity and inclusion in the workplace. I have a deep understanding of the issues facing underrepresented groups and have successfully implemented initiatives and programs to increase representation, equity, and inclusivity within organizations. I have a strong track record of building and maintaining relationships with diverse stakeholders, and I am skilled at creating a welcoming and inclusive culture for all employees.

In my current role as Director of Diversity and Inclusion at [Company], I have led numerous initiatives to improve diversity and inclusion, including implementing a diversity and inclusion training program, establishing employee resource groups, and developing partnerships with diverse organizations. I have also played a key role in increasing the representation of underrepresented groups within the company and have worked closely with leadership to develop and implement strategic diversity and inclusion plans.

I am excited about the opportunity to bring my skills and experience to [Company] as the Director of Diversity and Inclusion. I believe that my strong leadership skills, ability to build relationships and passion for diversity and inclusion make me an ideal fit for this role. I am eager to contribute to the success of [Company] and help create a more inclusive and equitable workplace for all.

Thank you for considering my application. I look forward to discussing this opportunity further with you.

Director of Diversity and Inclusion Cover Letter Example 4

I am writing to express my strong interest in the Administrative Assistant position at [Company]. With over five years of experience in administrative roles, I am confident in my ability to provide exceptional support to your team and contribute to the success of your organization.

In my current position at [Company], I have honed my skills in scheduling, data entry, and customer service. I am adept at juggling multiple tasks and deadlines, and I consistently go above and beyond to ensure that all tasks are completed accurately and efficiently. I am also skilled in using various software programs, including

Microsoft Office and Adobe Creative Suite to streamline my work and improve productivity.

In addition to my technical skills, I possess excellent communication and interpersonal skills. I am a team player who is always willing to lend a helping hand to my colleagues, and I am comfortable interacting with clients and customers in a professional manner. I am also highly organized and detail-oriented, qualities that have allowed me to excel in my previous roles and ensure that all tasks are completed to the highest standard.

I am excited about the opportunity to join the team at [Company] and utilize my skills and experience to contribute to the success of the organization. Thank you for considering my application. I look forward to the opportunity to further discuss my qualifications with you.

Director of Diversity and Inclusion Cover Letter Example 5

I am writing to express my strong interest in the Director of Diversity and Inclusion position at your company. With over 10 years of experience in the field of diversity and inclusion, I am confident in my ability to lead and advance your company’s diversity initiatives.

In my previous role as the Director of Diversity and Inclusion at XYZ Company, I implemented numerous successful initiatives that increased diversity and inclusion in the workplace. These included implementing a diversity training program for all employees, establishing employee resource groups, and implementing a supplier diversity program. As a result of these efforts, XYZ Company was recognized as one of the top 50 companies for diversity by Forbes Magazine.

In addition to my professional experience, I hold a Master’s degree in Diversity and Inclusion Management and am certified in diversity and inclusion training. I have a strong passion for creating inclusive and welcoming environments for all employees and have a track record of success in driving diversity initiatives forward.

I believe that my skills and experience make me an excellent fit for this role at your company. I am excited about the opportunity to bring my expertise to your organization and help drive positive change in the areas of diversity and inclusion. Thank you for considering my application. I look forward to the opportunity to further discuss my qualifications with you.

Director of Diversity and Inclusion Cover Letter Writing Tips

Below you will find some general and specific tips that you can use to your advantage when writing your cover letter.

General Tips:

Keep it concise : Cover letters should be no more than one page in length, so be sure to keep your writing concise and to the point.
Use a professional tone : A cover letter for a Director of Diversity and Inclusion position should be written in a professional tone and avoid using slang or colloquial language.
Tailor your letter to the position : It’s important to customize your cover letter to the specific position you are applying for. Mention specific skills and experiences that are relevant to the position and the company.
Use bullet points : Bullet points can help to organize your letter and make it easier for the reader to scan and absorb the information.
Check for spelling and grammar errors : Be sure to proofread your letter for spelling and grammar errors before submitting it.

Specific tips for a Director of Diversity and Inclusion cover letter:

Explain why you are interested in the position : In your cover letter, explain why you are interested in the Director of Diversity and Inclusion position and how it aligns with your career goals and values.
Highlight your relevant experience : Emphasize your experience in diversity and inclusion, whether in a leadership role or through volunteer work.
Mention any relevant certifications or training : If you have any relevant certifications or training in diversity and inclusion, be sure to mention them in your cover letter.
Share any achievements or successes : If you have any notable achievements or successes related to diversity and inclusion, mention them in your cover letter to demonstrate your expertise in this area.
Show your passion for diversity and inclusion : Be sure to convey your enthusiasm and passion for diversity and inclusion in your cover letter. This will help to show the employer that you are truly committed to this field.

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Crafting an Effective Diversity Statement and Cover Letter

In Spring 2019, the Office of Postdoctoral Affairs (OPA), Core Programs in the Graduate School, the Center for Teaching and Learning (CTL), and the Office of Minority Affairs and Diversity (OMA&D) co-sponsored an interactive workshop led by the UW Postdoc Diversity Alliance, Crafting an Effective Diversity Statement and Cover Letter . A panel of four speakers — Rickey Hall, vice president and university diversity officer, OMA&D; Evangelina Shreeve, director, STEM Education and Outreach, Pacific Northwest National Laboratory; Butch de Castro, professor and associate dean, School of Nursing; and Cynthia del Rosario, diversity, equity and access officer, Information School — shared insights on topics related to diversity statements and the job application process. We are summarizing the highlights from the panel discussion, including strategies to create effective diversity statements.

Diversity not only includes demographic characteristics like gender, race, and ethnicity; it includes all dimensions of one’s identity, such as first-generation status, economic background, immigration status and more. Some characteristics are more salient and visible than others. Inclusion means that diverse voices are included in the decision-making process. There are distinct differences between equality and equity. Equity involves giving people what they need to be as successful as non-minoritized groups; conversely, equality is to treat everyone the same. Diversity is extremely important in the science community, where different perspectives are and should be highly valued. Organizations that value diversity and inclusion strive to provide a space where all members are respected. If a system or structure perpetuates inequity and inequality, we should encourage one another to challenge this system or structure. While we are making strides to address diversity, equity, & inclusion (DEI) in academia, there is a lot of work ahead of us.

Diversity Statements need to be personalized: they are a reflection of your positionality, and a place where you demonstrate your passion and compassion. You can give examples about how to bring diverse perspectives into your inclusive teaching. While some organizations do not require diversity statements as part of the job application, you are encouraged to provide examples of how you uniquely prioritize DEI elsewhere in your application materials. For example, documents required by government jobs are standard. To distinguish your voice and highlight why you are the right person for a particular position, you can consider framing your cover letter (and all the other application materials) from your diversity perspective when appropriate. Use specific examples from your personal experiences. Think whether your research, teaching or public service addressed any diversity issues. Your statement works the best when you have an understanding of the diversity mission and the holistic strategic plan for your dream organization. If you haven’t had any experience with diversity, propose a plan on how you are going to be more involved when you get hired. Also consider asking your reference letter writers to address how you contributed to diversity. Authenticity is the key: be sure to let your true self come through in your application materials.

Diversity work is important. As Ricky Hall said, “Let’s hold ourselves and our colleagues accountable. We lead by engaging.” Good luck with preparing your application materials. And know that your efforts to improve the climate and culture at the UW and beyond are appreciated.

How To Address Diversity

How to Address Diversity in a Cover Letter

Depending on your field and the business you're applying to, you might find yourself in a position to discuss diversity and your role in it. Some companies have open "diversity hire" policies, where they make it clear that they'd like their employees to represent a broad spectrum, including people who are minorities when it comes to race, orientation, gender expression, and/or disability.

If you know that such diversity is important to your employer and the position you're applying for, there are two ways to address it. One way is to speak about your own minority status. There's no need to write paragraphs on your experiences or struggles as a minority-make sure you keep it relevant to the position and the ways in which it makes you better at your job. A simple line such as, "As a Latina journalist who does freelancing in [Town], I am familiar with the Lantinx community, culture, and representation both here and in [Adjoining Towns]. Being bilingual in English and Spanish has also helped me with my interviews in ["Story"] and ["Story"]." If your employers want to reap the benefits of a diverse workspace, you can lay out clearly how your unique perspective directly contributes to that goal.

The second way to talk about diversity is to address the ways in which you have helped promote it. If you do not fall into the category of a "diversity hire" (and it's important to research the employer to see what that entails, as it can differ), then don't try to force it. Instead, mention that you are educated or experienced in multicultural training, or that you have taught classrooms of children with diverse racial and cultural backgrounds. Your sensitivity toward and promotion of diversity can ultimately be an asset.

Index of Cover Letter Examples

Center for Teaching

Developing and writing a diversity statement.

What is a diversity statement, and what purpose does it serve?

What topics might be included in a diversity statement.

Getting Started

Writing Prompts

Adapting your statement for a job application, additional resources.

Increasingly, institutions of higher education are becoming more intentional and programmatic about their efforts to embrace principles of inclusion, equity, justice, and diversity throughout campus life. As they do so, they are more focused on finding faculty who have experiences and competencies that can contribute to these efforts. Consequently, universities and colleges frequently are requesting that job applicants address how they can contribute to a culture of inclusion and equity within the campus community in the form of a “diversity statement.”

Sometimes, a job ad will request that applicants address diversity in the cover letter or the teaching statement, but a request for a separate diversity statement is becoming more common. From the perspective of some universities, the purpose of such documents is to demonstrate that the applicant has commitments and capacities to contribute to the institution’s projects of inclusion and equity via their work, including scholarship, teaching, service, mentoring, and advising. Asking faculty applicants to speak to inclusive excellence in their application materials or during the interview process shows a university’s commitment to inclusion and ensures that new faculty share that commitment (2018). The document is also an opportunity for applicants to highlight their understanding of the barriers faced by under-represented or marginalized groups, as well as their own experiences meeting the needs of a diverse population of students, staff, and peers. For example, The University of California at San Diego requests a separate “Contributions to Diversity” statement from all faculty applicants, and its published guidelines suggest describing “your past efforts, as well as future plans to advance diversity, equity, and inclusion.” (2.1.18, https://facultydiversity.ucsd.edu/_files/c2d-guidelines.pdf ).

The wording that universities and colleges use in framing the request for a diversity statement varies widely. Below are a few examples from job ads posted in the 2017-2018 academic year.

St. Mary’s College of Maryland (public liberal arts college, faculty posting in Psychology):

Applicants should submit a statement explaining how their teaching at the College will contribute to a culture of inclusion and campus diversity .

Denison University (private liberal arts university in Ohio, faculty posting in Anthropology):

A description of how the applicant would contribute to the development of a diverse and inclusive learning community at Denison through her/his teaching, research, and/or service .

Angelo State (public university in Texas, faculty posting in Engineering):

The required Other Document should be no longer than 2 pages and should discuss how the candidate would help achieve Angelo State University’s goal to attract and graduate more women, Hispanic, and students from other underrepresented groups .

Georgia College and State University (public liberal arts college, faculty posting in Psychology)

Qualified candidates should submit a research statement, and a diversity statement (describing how you incorporate diversity into your teaching, research, and/or service). Teaching, research, and diversity statements should be limited to two single-spaced pages.

Franklin & Marshall College (private liberal arts college in Pennsylvania, Visiting Assistant Professor Position in Psychology)

Pursuant to the college’s vision for cultivating a diverse and inclusive community, the search committee will ask all applicants to address how their past and/or potential contributions might serve to advance F&M’s commitment to teaching and mentoring young people from a variety of personal experiences, values, and worldviews th at arise from differences of culture and circumstance.

Since the diversity statement is an emerging genre in the context of faculty job applications, there are few set guidelines on what must be included. Keeping in mind that the purpose of the statement is to demonstrate a commitment to fostering diversity, the following elements may be appropriate:

Statement of values as they relate to your understanding and commitment to diversity, inclusion, equity, and/or justice in higher education.
Examples of experiences that demonstrate your commitment to fostering the success of underrepresented students, staff, and peers, and supporting a diversity of perspectives in the classroom, lab, campus, or community.
Future plans for continuing to advance inclusive excellence, diversity, or equity in your research, teaching, and service.

Getting started

What are your values regarding diversity, inclusion, and equity in your professional life? Why do you think diversity is valuable in higher education settings? How about in your discipline specifically?
What kinds of student, staff, or faculty diversity are you thinking of as you answer this question, and are there other ways in which diversity manifests in campus communities that might be valuable to consider?
What elements of your own identity inform your teaching, research, or scholarship in a tangible way?

It is worth noting that diversity statements are fundamentally about your values, commitments, and capabilities, and not necessarily your identity and the ways it shapes your work. If you choose to disclose your identity in a diversity statement, you should be aware of some issues.

Should You Self-Disclose Elements of Your Personal Identity?

Note that some people wish to share elements of their personal background in their actual statement, and many do not. Reflecting on your own frame of reference can be useful regardless. Some degree of transparency may help readers contextualize the experiences and approaches you detail in your statement. For example, you may wish to share that you grew up in a bilingual household or that you attended graduate school as an international student, if either has influenced your approach to mentorship or teaching. A 2014 study investigated the content of 191 cover letters for faculty positions in which applicants were specifically asked to address diversity and inclusion; less than a quarter of applicants self-disclosed some aspect of their personal identity (Schmaling, Trevino, Lind, Blume, & Baker, 2014). Despite the low percentage of applicants who chose to self-disclose and despite the authors’ note that they could not determine which applications advanced as a function of the applicants’ choice to self-disclose, they write that “self-disclosing one’s diversity may reconceptualize membership in a previously stigmatized group as an advantage, particularly if the self-identification reinforces a coherent academic and professional identity (Schmaling et al., 2014, p. 10)..”

However, be advised that there is risk in disclosing details that may carry stigma or induce subtle biases on the part of readers. For example, some research confirms that biases toward African Americans and women influence evaluation of written application materials (Dovidio & Gaertner, 2000; Moss-Racusin, Dovidio, Brescoll, Graham, & Handelsman, 2012), specifically when the application is not exceptionally weak or exceptionally strong (Dovidio & Gaertner, 2000). The potential benefit of self-disclosing one’s mental health history or sexual orientation, for example, should be carefully weighed against the risk. To be sure, an excellent statement can be written without sharing elements of personal identity, and some universities that request statements are beginning to highlight this. The University of San Diego’s published guidelines to writing a diversity statement, for example, emphasize their desire to identify candidates who share the institution’s commitment to inclusive excellence, “regardless of personal demographic characteristics.”

The following prompts are meant to help you identify areas of strength to highlight in your diversity statement. For each of the following areas, think about your past experience and what you plan to do in the future. You don’t need to answer every question, as all may not apply.

Research and Scholarship

Does your research/scholarship directly address issues of diversity, inclusion, or equity? If so, how?
Does your research/scholarship address issues specific to marginalized groups? If so, describe the connection.
Has your research/scholarship been shared with the community or public in a way that promotes access to scholarship?
Has your scholarship involved collaboration with diverse groups of colleagues or commentators?

Mentorship and Advising

Have you worked with any students in a mentorship or advisory capacity who are from marginalized groups? If so, how did you help them identify and overcome barriers to success? Think about your experience with research mentorship, teaching or tutoring, academic advising, and community mentorship.
If you plan to train undergraduates and/or graduate students in your future role, what efforts will you make to recruit and retain students from marginalized and underrepresented groups?
How do you plan to serve a student body that is diverse in a multitude of ways? Think not just race, ethnicity, and SES, but about age, religion, academic preparedness, disability, gender expression, or other differences.
How does your approach to course design take into account considerations of diversity? You may wish to reflect on using a range of assessments, preventing bias in grading, diversifying course content, using inclusive language in the syllabus and classroom, or utilizing student feedback to improve classroom culture or tone. Try to generate at least one specific example of how your decision affects student’s learning in your course. (Note: One prominent example of inclusive syllabus language is diversity statements within syllabi; see examples from Brown University , Yale Center for Teaching and Learning , and The Eberly Center at Carnegie Mellon University )
What do you do as a teacher that creates a welcoming and inclusive atmosphere? How do you ensure that students in your class feel a sense of belonging?
How does your approach to facilitating discussion (and/or structuring active learning activities) take into account considerations of positionality, power, and/or diversity? You may wish to reflect on using semi-structured discussion techniques, online access points for student participation, classroom seating arrangements, or other ways in which you create opportunities for student engagement. Try to generate at least one specific example of how your pedagogical choice facilitates student engagement in a particular course.
Does your discipline lend itself to dialogue about diversity? If so, how do you incorporate this dialogue into your courses? Describe the impact of doing so on student learning and engagement.
How do you ensure that your course readings and sources reflect diverse perspectives? Have you had any experience diversifying/decolonizing content for your courses, and if so, what has been the impact on student learning?
Have you participated in any service activities (e.g. university committees, symposiums, workshops, volunteer work in the community) whose goals relate to diversity, inclusion, and equity? If so, describe your experience. What did you accomplish? What did you learn? What skills did you build in the process?
If you have engaged in diversity-related service, how will you incorporate your experience into the job for which you are applying? (Note: here is where – having done your research on the school to which you are applying – you might consider referencing an existing diversity-related initiative to which you could contribute or which you could expand)

After you have developed a statement that reflects your strengths and experiences related to diversity, inclusion, and equity, you may wish to tailor it for individual job applications. Be sure to do your homework about diversity-related programs and resources at the schools to which you are applying, and consider including how you plan to contribute to or expand existing programs at that institution. For example, if you have been particularly active in social justice initiatives and are applying to a school with no existing programs addressing race, power and privilege in higher education, it may be appropriate to propose a program modelled on something you’ve already done. However, you do not need to propose a new diversity-related program to write an effective diversity statement. Perhaps you envision your contribution as serving on faculty committees related to diversifying curriculum in your department or advising LGBT-student groups or research initiatives. Be honest about where you are and how you can contribute.

Golash-Boza, T. (2016). “ The Effective Diversity Statement .” Inside Higher Ed.
University of California: Contributions to Diversity
Dovidio, J. F., & Gaertner, S. L. (2000). Aversive racism and selection decisions: 1989 and 1999. Psychological Science, 11 (4), 315-319. http://dx.doi.org/10.1111/1467-9280.00262
Schmaling, K. B., Trevino, A. Y., Lind, J. R., Blume, A. W., & Baker, D. L. (2015). Diversity statements: How faculty applicants address diversity. Journal of Diversity in Higher Education, 8 (4), 213-224. http://dx.doi.org/10.1037/a0038549
Moss-Racusin, C., Dovidio, J. F., Brescoll, V. L., Graham, M. J., & Handelsman, J. (2012). Science faculty’s subtle gender biases favor male students. PNAS Proceedings of the National Academy of Sciences of the United States of America, 109 (41), 16474-16479. http://dx.doi.org/10.1073/pnas.1211286109

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How to write a Diversity Statement & Samples

What is a diversity statement in higher education.

When do you need a diversity statement?

How to write a good Diversity Statement?

Diversity statement writing tips, how long should a diversity statement be, how to write a diversity statement if you are white, adapting your diversity statement to job application.

There are two types of diversity statements that are regularly used, and they are very different in terms of who is writing it, and how it is being used.

The first type of diversity statement is in relation to different types of applications in the higher education context; while the second type of Diversity Statement is in relation to the type of “diversity position” an organization position herself in the context of equity, diversity, and inclusion .

In this article, we are focusing on the first type of diversity statement which is related to the higher education sector .

Creating a diverse environment is not a top-down process, it is an environment that is co-created by the people who participate in it. In an academic environment, the people are the students, faculties, staff, senior administrators, and also the principal. In order to hire or add new members to the community, the institution typically prefers to hire or recruit new members who appreciate diversity and inclusion. A diversity statement is a form of an artifact that allows the new member to express their view on diversity.

The most common situation that you need to write a diversity statement includes:

Undergraduate and Graduate admissions Diversity Statement

Top tier schools have more student applicants than they need, so they get to be picky and select only the ones that fit their target student profile. Diversity and Inclusion views of the student have become an important factor to gauge the quality of students, such as in Law school.

Fellowship, Grants, and Awards Diversity Statement

When a graduate student wants to apply for a fellowship, it is common that a diversity statement is required as part of the application package. A fellowship provides financial support to graduate students to pursue graduate studies without associated teaching or research responsibilities (as they are in a teaching or research assistantship). Fellowships are generally merit-based internal or external awards to support a student in a full-time course of study.

Similarly, a diversity statement is often required for a grant application. Grants are need-based awards that do not need to be repaid as long as the student maintains eligibility. For certain funds, disbursement is dependent on enrollment status. Grants tend to be need-based and are available to students based on criteria such as family income. Federal and state government are the primary sources of grants, The Pell Grant is a well-known federal grant program. State-funded grants ordinarily go to students pursuing an education in that state.

Postdoctoral and Faculty Position Job Application Diversity Statement

Faculty job postings are increasingly asking for diversity statements, in addition to research and teaching statements. Diversity statements have become an integral part of the materials submitted as part of an application for employment. They are just as important as the resume, cover letter and writing sample. A diversity statement is a personal essay that is a depiction of your past experiences and explains how these experiences have contributed to your personal and professional growth. It allows the applicant the opportunity to explain to a search committee the distinct qualities and commitment s/he can bring to the table.

Promotion to Tenure position with a diversity statement

It has become more popular to list a diversity statement as a requirement for tenure promotion in higher education. A tenured post is an indefinite academic appointment that can be terminated only for cause or under extraordinary circumstances , such as financial exigency or program discontinuation. Tenure is a means of defending the principle of academic freedom, which holds that it is beneficial for the society in the long run if scholars are free to hold and examine a variety of views . A tenure assignment is an important process because it can seldom be reversed once assigned, knowing the point of view of a tenure candidate is becoming an important factor in tenure assignments.

You can write a diversity statement using a systematic approach.

Research on the requirement
Know your values
Describe your experience
Detail your future plan
Draft, Revise, Revise, and Revise

Define your views on Diversity and Inclusion

When you write your diversity statement, you are to write what you believe. You shouldn’t write something that you don’t believe and otherwise, you are making a false statement or making a false representation of yourself. There are some questions that can help you to start.

What do equity, diversity, and inclusion mean to you ?
What quality of your personal experience inform your academia experience y?
Why do you think diversity and inclusion are important and the benefits of diversity ?
Why is diversity important to you or the classes you teach?
in your new role of student, faculty, professor, how do you think you can help with diversity and inclusion
Describe your values regarding diversity, inclusion, and equity in your professional life ?
Why do you think DEI is important in Higher ed? How about in your domain?
How do you work to ensure your classes are inclusive and welcoming to all students?
Do you belong to any types of diversity ?
Do you do any service or work with diverse or underrepresented populations? If so, what?
Did you have any challenges with your gender identities ?
Does your research connect to diversity efforts or our understanding of diverse populations? If so, how?
Are you personally diverse in any way that might be relevant to your work? For example, were you a first-generation student, or were you a woman in STEM who aims to expands opportunities for these populations?
What would you like to do in future departments related to diversity and equity?

After you have a good idea of how you define diversity and what diversity means to you, you can start by writing them down.

Another way to learn more about diversity is to learn what are the trending news in diversity in the workplace . You can learn the latest development of diversity and inclusion in different sectors or in the corporate world.

Describe your Diversity experience

After you draft out your beliefs and your point of views, now is your time to describe your personal experience about diversity. You can write about initiatives or actions that you have taken to promote diversity and inclusion. If you are part of a diverse group, talk about your experience and how it has impacted you.

If you have participated in any social or professional groups that promote diversity and inclusion, write about why you have decided to join such a group and the impact it has on you, and on the community.

Describe your future plan around Diversity and Inclusion

Write, review, and revise your diversity statement.

Draft, review, revise, having someone to proofread for you. I think you know what I mean.

Here are some tips on writing a diversity statement in academic or job application purposes.

Use Concrete Examples in Diversity Statements

Use actual, real examples in your life. Whether it is a mistake you realize you have made before, or you are a victim of discriminations. Tell your story with examples that the reader may be able to relate to.

Tell your own Story

Be sure you are telling your story, not generically as a group or just things you think the readers want to hear. Speak as yourself and tell your own story why you believe diversity and inclusion are important in your expected role, and how it can impact the institution or future team if diversity. If you don’t have tons of experience, then say it that you look forward to the opportunities to learn more. You don’t need to know everything, but it is an opportunity to be open-minded.

Don’t limit to your future role, think about Outreach

When you talk about your future plan to promote diversity, think about outreach, rather than reactive plans only. An example could be (if time permits), you want to join and participate in future diversity and inclusion initiatives in the new workplace. Or, how on your own, promote awareness of diversity.

Do Not Contradict yourself

Well, yes and do not contradict yourself. It is important to be admitted or get a new job, but be sure that you are telling the truth and it is really what you believe in, or what you have experienced personally.

Have a strong commitment with your diversity statement

First, check if there is a requirement of length to the diversity statement. Some applications require more serious thoughts and answers, and they need 2-3 pages to know you.

In general, I would recommend anything between 100-150 words would be enough to share your belief, experience, and future plan about diversity. It is an important topic, but a lot can be said within 150 words or 3 paragraphs.

A white person can experience diversity or even discrimination as well. Diversity doesn’t limit to a racial diversity only, it could be gender, age, and disability. You can think of the perspectives that you have experienced diversity discrimination or any other experience that you have witnessed diversity discrimination.

It is more important to show your awareness of the needs and impact of having a diverse environment and your beliefs or values on how to improve the situation.

In addition, a white person can be a champion or a leader in diversity and inclusion as well. In many cases, there are advantages in doing so.

It is not yet a popular ask for diversity statements in a job application , however, it is never a bad thing to summarize and put it on your application or resume to reflect who you are. Companies value team working and they embrace diversity in culture, work habits, age, skills, and gender. Knowing that you are ready and have experience with a diverse working environment is going to be a plus for your job application. Why not right?

What is a Diversity Statement?

The first type of diversity statement is in relation to different types of applications in the higher education context; while the second type of Diversity Statement is in relation to the type of “diversity position ” an organization position herself in the context of equity, diversity, and inclusion. more on How to write a diversity statement?

How to Write a Diversity Statement if You Are White?

A white person can experience diversity or even discrimination as well. Diversity doesn’t limit to a racial diversity only, it could be gender, age, and disability. More on this at Writing a Diversity Statement

There is not hard answer to the question. First, you should follow the requirement guidelines. Some institution may need 250 words, while some may need a 5 page essay.

More importantly, is the content. You should try the best to communicate the what, how, and your ideas to make diversity and inclusion a part of your focus in future work. Read more at How to write a great diversity statement ?

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Director Of Diversity And Inclusion Cover Letter Examples & Writing Tips

Use these Director Of Diversity And Inclusion cover letter examples and writing tips to help you write a powerful cover letter that will separate you from the competition.

Director Of Diversity And Inclusion Example 1
Director Of Diversity And Inclusion Example 2
Director Of Diversity And Inclusion Example 3
Cover Letter Writing Tips

The role of Director of Diversity and Inclusion (DDI) is to oversee all diversity and inclusion initiatives in an organization. They work to create an environment where everyone feels welcome and can be their authentic selves.

DDIs need to have excellent communication skills, be able to work with a variety of people, and have a deep understanding of diversity and inclusion.

When applying for a DDI position, you’ll need to write a cover letter that showcases your skills and experience. Use these examples and tips to write a cover letter that will make hiring managers want to meet you.

Director Of Diversity And Inclusion Cover Letter Example 1

I am excited to be applying for the Director of Diversity and Inclusion position at your company. I have more than 10 years of experience working in human resources and five years of experience specifically in the area of diversity and inclusion. I am passionate about creating an inclusive environment where everyone can feel comfortable and respected. I believe that my skills and experience would be a valuable addition to your team.

I have a proven track record of successfully implementing diversity and inclusion initiatives in organizations. I have worked with teams to develop and implement policies and programs that support diversity and inclusion, and I have also conducted training on these topics for employees. I am knowledgeable about the legal landscape surrounding diversity and inclusion and I am familiar with best practices for creating an inclusive environment.

I am a strategic thinker and I have a proven ability to think outside the box to find innovative solutions to complex problems. I am also a strong leader and I have a track record of building successful teams. I am motivated by the challenge of creating a more inclusive world and I am excited to bring my skills and experience to your organization.

Thank you for your time and consideration. I look forward to hearing from you soon.

Director Of Diversity And Inclusion Cover Letter Example 2

I am writing to apply for the Director of Diversity and Inclusion position that was recently advertised on your company website. I am confident that I have the skills and qualifications that you are looking for, and I am eager to put my experience to work in this important role.

For the past three years, I have been working in the diversity and inclusion field, and I have developed a strong understanding of the challenges and opportunities that this area presents. I have a proven track record of success in creating and implementing initiatives that promote diversity and inclusion, and I am confident that I can make a significant contribution to your organization.

Some of my key accomplishments in this area include:

-Developing and implementing a diversity and inclusion training program that was successfully rolled out to all employees

-Creating and implementing a diversity and inclusion awareness campaign that was well-received by the community

-Successfully advocating for the inclusion of marginalized groups in the workplace

I am confident that I have the skills and experience to be a successful Director of Diversity and Inclusion. I would be grateful if you would consider me for this position, and I look forward to hearing from you soon.

Director Of Diversity And Inclusion Cover Letter Example 3

I am writing to express my interest in the Director of Diversity and Inclusion position at your company. I have extensive experience in diversity and inclusion, as well as a strong background in human resources.

I have worked for several years in the human resources department at XYZ Company, where I was promoted twice during my tenure. My most recent promotion was to the position of Senior Manager of Human Resources. As part of this role, I oversaw all aspects of HR, including recruitment, employee relations, training and development, and diversity and inclusion.

My work with diversity and inclusion has been particularly successful. I developed and implemented a new diversity program that has been recognized by both the state and federal governments. I also created a new position within the HR department specifically for diversity and inclusion. This position is now responsible for overseeing all diversity initiatives at the company.

I believe that diversity and inclusion are essential to any organization’s success. I have always made it a priority to ensure that all employees feel welcome and included at work. I have also worked hard to make sure that our programs are effective and meet the needs of all employees.

I would be very interested in speaking with you about this position in person. I have attached my resume for your review. Thank you for your time and consideration.

Director Of Diversity And Inclusion Cover Letter Writing Tips

1. demonstrate your passion for diversity and inclusion.

When writing a cover letter for a director of diversity and inclusion role, it’s important to demonstrate your passion for the cause. This can be done by highlighting your past experiences working with marginalized communities or promoting diversity and inclusion in your previous roles.

If you have any personal stories that illustrate your dedication to diversity and inclusion, be sure to share them in your cover letter. This will help hiring managers see that you have the necessary commitment and drive to succeed in this role.

2. Highlight your experience and expertise

As a director of diversity and inclusion, you will need to have a strong understanding of the concepts of diversity and inclusion. You will also need to be able to navigate difficult conversations about race, ethnicity, gender identity, and more.

To highlight your qualifications for the role, be sure to list any relevant experience you have in the cover letter. This can include:

Managing and executing diversity and inclusion initiatives
Developing and leading training workshops on diversity and inclusion
Conducting research on best practices for diversity and inclusion

3. Tailor your cover letter to the job description

One of the best ways to make sure your cover letter is tailored for the job is by reading the job description carefully and highlighting any relevant experience you have. For example, if the job listing mentions that they are looking for someone with experience in human resources, be sure to list any HR-related experience you have.

4. Proofread your cover letter

Proofreading your cover letter is one of the most important steps in ensuring that your application is free of errors. Hiring managers will often disqualify candidates who have poor writing skills, so it’s important to make sure your grammar and spelling are perfect.

Nurse Unit Manager Cover Letter Examples & Writing Tips

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The Professor Is In

Guidance for all things PhD: Graduate School, Job Market and Careers

How To Identify Yourself as a Diversity Hire

By Karen Kelsky | May 3, 2013

One of the most important things a job document can do is communicate an applicant’s status with regard to diversity hiring. If you qualify as a diversity hire, you must make sure the committee knows it. But how does one do that? In my work with clients, I find that they tend to either not mention it all because they don’t know how, or else devote an entire paragraph of the job letter to a long, involved, sometimes overwrought story about all the painful trials and tribulations they had to overcome to get the Ph.D. and how passionate they are about mentoring students in similar circumstances.

Both of these are mistakes. The first, obviously, because diversity hiring is a door that you want to make sure is open to you, if you qualify. The second, because even when speaking of your identity, you still have to remember the basic rules of job documents: show, don’t tell, eschew adjectives and emotion, focus on professional outcomes not personal process, remain factual and evidence-based.

Here’s one method that works. In the basic template of the job letter described in the Why Your Job Letter Sucks blog post , open the paragraph on teaching with this phrase: “As a Native American/African American/Latina/queer/disabled scholar, I am sensitive to issues of diversity in the classroom/I prioritize a diversity of perspectives in my classroom/I make a point to include a range of diverse voices in my classroom. In all of my courses I assign readings by xxx and yyy, and incorporate projects that include ppp and qqq….” You can then add a line such as, “because of my background I am familiar with challenges faced by students of color/queer students/students with disabilities, and am committed to mentoring them for success in the university setting.”

Why does this work? Because it makes your identity an asset in your work for the department. You are showing in concrete and evidence-based ways how your identity informs and enriches your pedagogy, and by extension the pedagogical offerings of the department as a whole.

You can of course write similarly with regard to your research, but the advantages here, in terms of the job search, are not as clear. Departments are going to be less moved by invoking diversity in research than they are by invoking it in teaching, because departments are under the gun to demonstrate to higher administration, accrediting agencies, state legislatures, and the community at large that they are not elitist bastions that train only the white and the wealthy. Indeed, as my niece said recently, about her experience collecting recruitment brochures from colleges across the country, “you’d think that no white kids go to college at all…” so intent are the brochures to proclaim (usually not very truthfully) the supposed diversity of their student body.

In any case, the larger point here is this. A flat statement of identity, or a story of struggle based on identity, is valuable in many contexts but not in job documents, because these do not do the work that your job documents need to do. To be effective, your identity has to be shown to inform your contributions to the department, and that is achieved by showing in factual and unemotional ways how it is mobilized in your classroom teaching and student mentoring.

A little goes a long way in this. Just the line, “As a xxxx scholar…” immediately identifies you as a candidate who can be considered a diversity hire. Search committee members are alert to this and will not miss it.

By the way, in my examples I included queer and disabled as examples of diversity identities, but in terms of university hiring in the United States, these may or may not “qualify” as diversity hires. The criteria will vary by campus and department, and in some cases by the priorities of the particular hire. In STEM fields just being a woman is often “diverse.” I’m not making any statements here in this post about what does or should constitute a diversity hire. I’m making the point that if your identity plays a role in your status on the job market in your field, there are better and worse ways to signal that in your job documents.

Reader Interactions

May 3, 2013 at 9:03 am

Getting a job is one thing but keeping a job is an entirely different beast. There is still an inordinate amount of attrition among diversity hires because of various, sometimes invisible, forms of structural inequity. Why would someone want to accept a job in which they’ll be beat down day after day after day? Where there colleagues will judge and disrespect them and where the few minority colleagues they encounter are similarly discouraged? At this point, I think the best thing minorities can do is let the white man confront his racism by staying out of his institutions.

November 4, 2013 at 6:59 am

How is staying out of the academy, and thus “out of sight, out of mind” for white men, “letting the white man confront his racism” in any way?

October 21, 2017 at 9:20 am

As a white man, I find this offensive and absurd.

May 3, 2013 at 9:04 am

As an Afro-Caribbean young woman pursuing my PhD, your words are a welcome change to the monotony often proffered as “real advice” for PhD holders. Thank you for this information.

May 3, 2013 at 9:20 am

I think this is great advice, Karen. Thank you!

May 3, 2013 at 9:31 am

Really good advice, Karen. I had at least one on-campus visit this season where the job ad specifically wanted people who could mentor students from under-represented groups. That made my identity as a queer trans woman relevant, and I took exactly the approach you suggested. Since I do teach about issues relating to issues about sexual orientation and gender identity in some of my courses, and I incorporate it into some of my research, it was fairly easy to take the ‘asset’ approach you suggest.

I eventually withdrew from that search to accept a position at another institution. 🙂 I had a busy season. It was really encouraging to know that at least some departments didn’t shy away from interviewing me (and hiring me!).

May 3, 2013 at 11:22 am

Question: Though I know it does not count towards a “diversity hire,” the fact that I am the son of a lesbian mother does in fact move me to “prioritize a diversity of perspectives in my classroom.” My parents are a part of my identity. Otherwise, though, I am a white male and might appear quite “undiverse.” There isn’t any way to plug in the fact that I happen to be the child of a gay parent into my teaching paragraph, is there? “As the child of a lesbian mother” doesn’t really have the same natural flow as saying “As a XXXX scholar . . .” and might sound like I’m desperately trying to make myself look diverse. Am I right?

May 3, 2013 at 11:31 am

That’s a bit of a stretch. I *might* play with language like “as the product of a queer family, I…” and see how that reads in the overall context of your letter. These things require pretty careful parsing and choices.

May 6, 2013 at 6:19 am

I would think that the choice of language also depends on the job. That line might speak well to the search committee at a teaching-centric institution that actively seeks to meet the needs of a diverse student population. At an institution where “diversity” just means “our department has too many white people and we’re getting heat for it,” that line won’t trip the “diversity” wire and it will just sound bizarre unless it’s a seamless and organic part of the teaching paragraph.

May 10, 2013 at 1:52 pm

I thought a similar thing. Can I use the fact that my wife is Hispanic to count for this? I could say: “As a member of a Spanish family…” Or slyly drop that often Spanish is often spoken in the home? Not by me, of course, but still true.

In all honesty, I would probably wait until I was asked about diversity in an interview to bring this up.

May 10, 2013 at 2:26 pm

No, wives and spouses most certainly do not count.

May 3, 2013 at 12:01 pm

In the hiring process for my position, the Dean bluntly asked me how, as a white woman, I would relate to our diverse and mostly low-income student body. I told her, equally bluntly (though respectfully), that I had grown up working poor in a single-mother household and university education had been my family’s ticket out of poverty. Whiteness does not equate to an inability to understand poverty and challenges, even if it does mean I will never understand the unique barriers to ethnic minority people. I never said anything in the hiring process about being queer. It just didn’t occur to me to think of that as “diversity” or as an asset.

October 21, 2017 at 9:31 am

excellent. Thank you for this. I am a sis gendered, white male, and will not qualify as a diversity hire. In my opinion, not enough emphasis is placed on class difference. I also grew up in a poor household. My father died when I was a boy, and my immigrant (UK) mother worked full time to support us three children. Education was our golden ticket too. I also think that having empathy, relating to others and allowing students to share from their experiences is the goal. Universities are embracing diversity as a matter of policy and more power to them. Diversity enriches the educational experiences for all. But how can I write about my appreciation for diversity in the classroom without feeling invalidated?

May 3, 2013 at 12:26 pm

This advice is spot on! One of the rare African American males in academic librarianship, I often write how my being African American, male, and Catholic inform my my pedagogy. I show how these attributes are assets to potential employers. This approach works much better than simply stating that I am a Black man in a profession dominated by white, middle-class females.

May 4, 2013 at 7:09 am

This is a very interesting post and one that ties in well with the recent guest post on chronic illness and heteronormativity. Disclosure of disability is something that I have wondered a lot about lately, noting that many applications have a statement to the effect that the hiring institution wishes to increase its percentage of employees with disabilities. However I have always tended to conceal the fact that I am physically compromised out of fear that my application will end up compromised by the admission. Perhaps it is irrational, but I tend to be concerned that I will dismissed as somehow unfit for the position. I would be very interested to hear what other people’s views are on this.

June 8, 2013 at 4:12 pm

This question is right in line with saymwah’s on learning disabilities and my own struggles with blindness. I’m always hesitant to reveal my disability for fear that hiring departments (or grant funders) will read it as negatively impacting my productivity and even my (dis)ability to do the work. For many disabilities, the individual has multiple methods for coping, and once the institution implements the required infrastrucutre and understanding about how to handle special circumstances, things run along smoothly. But until then… and informing the hiring department that there will need to be some (extensive) accomodations… it’s a scary prospect from the point of the job application. I question how wise it is to reveal a diability diversity when it’s stigmatized, when it comes with additional work for both the individual and the hiring institution, and when it can impact productivity. Perhaps a post on disabilities in the academic workplace (job applications and all) is warrented.

May 4, 2013 at 3:59 pm

All due respect, the EEOC wording is just a nice statement–it baffles me how departments continue to hire lilly-white candidates for everything from English history to African history to Latin American Studies. Yes, sure, there’s a token here and there but as a woman of color with a PhD, I can tell you that “creating a diverse faculty” is a bunch of baloney. In the course of my PhD studies I was repeatedly the target of both sexist and racial micro and fullblown aggressions by faculty who otherwise prided itself for it’s “enlightenment.” Over the past few years on the job market I have witnessed the consistent discomfort in the room and lunch whenever I was present even when presentations and q&a’s went very well (an experience echoed by other peers of color). Why bother hiring the large woman of color when we can get the wispy blonde who will talk the “correct subaltern discourse” but will save us all the discomfort of facing our privileged whiteness (and disrupt the idea that academia is an unbiased meritocracy).

May 5, 2013 at 9:45 am

Thank you for sharing your experience; I have had very similar ones during the course of my graduate studies. I, too, am a large woman of color, and I am currently a graduate student at a British university whose student population is largely monochromatic. I am always baffled by how academics who routinely wax poetic about ‘difference’ become visibly uncomfortable when they are actually confronted with it. They are happy to discuss inequity and privilege only insofar as they don’t have to address their own complicity in it.

May 5, 2013 at 3:25 pm

As a white female academic, I think your assessment is pretty unfair.

The underlying tone of your argument sounds like you believe certain people (large, women, of color) should be given priority over others, which on the surface appears to be exactly what you are arguing against. If I am a white female African history scholar, should a black female African history scholar with the same experience and credentials automatically be given priority over me?

I also think your use of adjectives such as ‘lily-white’ and ‘wispy blonde’ are a bit derogatory. Perhaps the lily-white wispy blonde was actually just more qualified for the job?

May 6, 2013 at 1:09 pm

“If I am a white female African history scholar, should a black female African history scholar with the same experience and credentials automatically be given priority over me?”

May 6, 2013 at 1:41 pm

I think the flaws in this logic are pretty apparent.

May 8, 2013 at 10:38 am

So combat racism by being racist?

May 8, 2013 at 1:21 pm

Sigh. Combat racism by (1) recognizing that the playing field isn’t anywhere near level, (2) accepting that as a hiring institution you have an obligation to do what you can to level it, and (3) take action on (1) and (2) by making extra effort to promote inclusiveness by incorporating demographic characteristics into your definition of “qualified.”

Now stop whining about diversity hires taking jobs you think you’re entitled to. You just look pathetic and reactionary.

May 9, 2013 at 12:05 pm

What youre saying doesnt make sense because its essentially stating that race should be the deciding factor over scholarship, which strangely enough also seems to be what you are arguing against.

What we should be fighting for are jobs for the best candidate, not the best candidate.

I work at a prestigious research institution. We have many ‘diverse’ people in my department, but they are still underrepresented because there simply arent as many minorities in my field. If a minority was hired over me solely based on their race, and not their fit for the job, I would be very upset. Saying I shouldnt be is encouraging exactly what you claim to be fighting against.

May 10, 2013 at 2:06 am

A, you missed a central part of anonymous’s initial statement, which reads, “‘If I am a white female African history scholar, should a black female African history scholar with the same experience and credentials automatically be given priority over me?’…yes.”

Note the qualifier, “with the same experience and credentials.”

Thus, your remark, “What youre saying doesnt make sense because its essentially stating that race should be the deciding factor over scholarship, which strangely enough also seems to be what you are arguing against,” ignores the fact that the “scholarship” for both candidates is on the same level.

May 10, 2013 at 12:14 pm

I think the trail of comments in response to my observation speaks for itself. The failure/denial to even understand what the issues are is quite glaring. While much work remains to be done, minority students are increasingly obtaining PhD’s in the humanities and the sciences. The white-dominated academy, thus, has done a better job at improving minority student attendance than it has at hiring minority PhD’s as colleagues (gatekeeping 101, folks).

On PhD graduation rates:

This for instance:

http://www.historians.org/pubs/Free/WomenMinorityHiring.htm

Also, take a look at multiple tables/conclusions offered here (and other .gov tables/statistics):

http://www.nsf.gov/statistics/infbrief/nsf08311/

The above link cracks open the fallacy of “there aren’t enough qualified candidates” while the one below shows that faculty of color are not drinking the nonsense kool-aid:

http://www.insidehighered.com/news/2013/01/31/minority-faculty-university-pennsylvania-question-presidents-commitment-diversity

The faculty hiring (and tenure) process is shockingly kafkaesque and the medieval absence of transparency and accountability in both is appalling. Where does the money designated for the “hire and retain” minority initiatives go? Nowhere. Personally, I think it’s just part of the “smoke and mirrors” that the academy both consciously and unconsciously creates to delude itself into thinking that they the problem is not them but rather that “there are not enough qualified candidates.”

May 11, 2013 at 3:13 am

But Im not the ‘white-dominated academy’. Im just a young, white female in an insanely male-dominated field, trying to get a job. No matter what our ethnicity, we are all struggling to find them in this market. Every time someone is given a job over me based on race, religion, personal connections, etc. and not scholarship, that affects me personally (as opposed to some intangible ‘white’). It might sound nice to promote certain individuals based on their minority status (this includes women in my STEM field), but I dont think that is an ideal plan for maintaining scholarly rigor in the academy.

Does anyone really want to get a job over others not because they are a better scholar, but because they are a minority? I know as a female in a male STEM field, I dont.

Maybe I am too idealistic.

May 11, 2013 at 10:09 am

A, this is in reply to your bottom comment (on which I did not see a reply option).

The point is that the academy is deeply, in emotional and psychological ways, invested in leaning toward white candidates. This is something I cannot explain to you in two lines but for which there is a large body of literature and methodological proof. I could give you many, many, many anecdotes of what I have been through and what other peers of color have experienced. One deeply illustrative moment that happened to me: I applied to a PhD program and got in without funding. I was puzzled because I graduated with an honors MA degree from the same institution. I went up to speak to the Chair of the Department who actually said to me in the summer of 2000 that “concerns had been raised about the [my] ability about students from certain countries to meet the rigors of a doctoral program” even when I had graduated with an honors MA from the same institution. And, make no mistake, national origin was code for “dark and foreign” (I would have sued had I been able to record that comment). There were a more choice comments in the course of my years at this institution (I took out loans and pursued my PhD at the institution that will remain unnamed).

I was not born and educated in this country, but the above comment, and additional comments that were said to me along the way, illustrated to me how race/bias operates so profoundly in this society, in education from preschool to college.

And mind you, the college I’m talking about is very well regarded, with a celebrated faculty in my discipline that considers itself profoundly “enlightened” when it comes to social/race issues.

Beyond this, I gave you some statistics/links. There is an enormous body of literature for you to inform yourself, so please, please do yourself a favor and go learn. Diversity hires are a way to overcome the deeply somatic academic inclination to dismiss them despite their qualifications (“diversity” is not not because there is a desire for a “kindergarten rainbow” class decoration; this is what white uninformed people think the “diversity” discourse is about).

Now, I’m done answering this because the burden of understanding what structural racism is about is on you. Please stop repeating the same kindergarten “it’s not fair”. Yes, the market is tough on all of us, but the odds are stacked in white candidates favor (it’s not just about you….think structurally). Peace and go out and learn a bit more about diversity/affirmative action.

May 11, 2013 at 4:38 pm

Thank you for this response, Silvia. I wish to make clear that it is my strong opinion that what you say here is correct, that the job market (academic and otherwise) has infinite forms of preference and bias toward white candidates, regardless of what types of “pc” rhetoric is bandied about. This is exactly what is meant by structural racism, and one of the mechanisms of structural racism is that white individuals believe that their individual good intentions render accusations of racism “unfair,” while enjoying sanctioned ignorance (spivak, look it up) about the manifold ways that people of color are marginalized, demeaned, or excluded. The burden is not on people of color to explain the mechanisms of racism to white people; it is on white people to grasp the multitude of ways that we enjoy privilege, rewards, comfort, and the freedom to be judged “as individuals” as a result of our skin color.

October 24, 2022 at 8:45 pm

I agree with A. It’s shameful that I need to specify that I’m a minority to be validated in a diversity argument. Any position should be given based on merit, not based on race/ethnicity/age/sex. Your interviews can have quotas, but if you put quotas in your hires you will ultimately lose what matters the most, which is skill diversity.

May 4, 2013 at 6:37 pm

I think that its important to be aware that declaring one’s difference and being a diverse minority works in both directions. Here Karen points out how it can be a positive advantage but I’ve only ever heard it used as a disadvantage. One example is a colleague of mine had to put up with five years of abuse from her PhD supervisor solely based because she’s a woman in a traditionally male discipline and from an ethnic minority. He told her that she would get a job on these grounds which was in his view unfair since he was a man, had a family and was the first generation of his family to go to university. He told her that he’d decided to treat her like hell so she realized that she wasn’t special. She complained several times to the university administration and their attitude was ‘what was her problem’. She changed her supervisor, finished her PhD and is now in have therapy to get over the verbal abuse. Nothing has happened to him. So, I think that people need to be careful when they use their diversity as a reason to be hired…it can work both ways.

May 10, 2013 at 7:02 pm

Wow, your comment is so loaded. Are you saying the victim brought it unto herself for stating she was a minority?

May 7, 2013 at 9:21 am

Not exactly a diversity issue, but a related matter: Universities in Canada are required by law to give priority in hiring decisions to Canadian citizens and permanent residents. I’m Canadian but went to grad school in the U.S. so when I was applying for jobs in Canada, the second sentence of my cover letter was, “I am a Canadian citizen planning a career in Canada.” I figured there was no elegant way to incorporate it anywhere else, so I might as well put it right up front so they didn’t have to wonder.

May 18, 2013 at 10:32 am

I was wondering about this as well. I did my BA and PhD in Canada (MA in the UK). Is it reasonable that people will assume I’m Cdn (I am)? Or do I need to signal it directly? Currently I’ve added a citizenship section in my cv, I hadn’t thought of putting it in my cover letter.

May 7, 2013 at 4:29 pm

Has anyone–or any of your clients, Karen–had success in identifying themselves as learning-disabled for diversity purposes? LD seems to be one disability academics have no problem being ignorant and judgmental about, so although it should be a positive attribute for hiring, I’d be terrified to bring it up.

September 24, 2013 at 9:03 pm

I was wondering the same thing – along the lines of autism spectrum disorders. They’re quite common among academics, but is it actually a good thing to bring it up in an application?

September 25, 2013 at 9:16 am

No! Definitely not. There is a stigma attached to this kind of diversity that you would ignore only at your grave peril.

May 12, 2013 at 9:48 am

Thank you, Karen, for taking the time to write a personal, thoughtful response. Yes, I’m familiar with Spivak. I am just tired of experiencing the hypocrisy of the industry and the inoperative nature of EEOC statements. Even more frustrating is how white applicants do not understand that diversity hires are not a leg up nor a “create a rainbow cupcake” kiddie project but an effort to correct the deep seated psycho-emotional dismissal of qualified candidates of color. That is why I highlighted my personal experience: racist bias cost me tens of thousands of dollars in addition to the outright hostility of several faculty members. Granted, I also made terrific allies in the process who respected and supported my intellectual work (but I had to claw my way in first in a manner that white students did not). I really appreciate your work, Karen, and thank you for allowing a safe space for this conversation. As for me, I do not think I will apply to academic jobs anymore.

May 12, 2013 at 9:27 pm

Silvia, the “spivak, look it up” was not directed at you! It was directed at anyone reading this exchange who does not understand the workings of structural racism! Sorry that was unclear.

May 18, 2013 at 10:38 am

I’m female with an obviously female name (and letters of reference would refer to me as ‘she,’ also with a disability which I choose not to disclose), do I need to signal in some additional way that I’m female (this is almost always on the list of diversity features)? Sometimes there’s also an additional form where I have to declare myself female, but otherwise I’ve just been saying nothing on the gender front.

FYI Canadian job ads typically end with this paragraph: All qualified candidates are encouraged to apply; however, Canadian citizens and permanent residents will be considered first for this position. XXX University is strongly committed to employment equity within its community, and to recruiting a diverse faculty and staff. The University encourages applications from all qualified candidates, including women, members of visible minorities, Aboriginal persons, members of sexual minorities, and persons with disabilities.

June 3, 2013 at 8:16 pm

As a queer women in a male-dominated STEM field who is out personally and professionally, I can’t imagine coming out in my application materials would do anything but reduce the chances I’d be offered an interview. In person I’m not scary at all and I have no trouble coming out in person. But disclosure before meeting face to face? I’d be curious to hear how others have handled this, especially because in my case, my sexuality does not inform my scholarship (though it does inform my mentoring style).

June 6, 2013 at 12:08 pm

Karen, thank you so much for this post. Your strategies and the tips I have used from your site helped me to get several phone interviews and two in-person site visits in this year’s cycle. However, I just realized that I do not have a reference to my diverse background (Afro-Caribbean) in my cover letter. I just revised it as you stated to include this. It explains several of the questions I have received about being responsive to diverse students during the phone interviews.

Although I am still looking for a tenure track position, your posts thus far have been very helpful. I just returned from a professional conference in my field. The contacts I made there may very well pan out and I feel prepared to move forward with the next steps. Thank you.

July 25, 2013 at 11:31 am

Karen (and commentators),

Thank you for this open and very helpful information. I have a question/dilemma if anyone cares to respond. First off, I am a white, female recent PhD, and am not underrepresented in higher ed, in any way. Broadly, my (limited) research is on (the lack of) white faculty socialization regarding “race” & institutionalized racism (as it pertains to the academy and American culture), at one elite R1 majority institution. There are many avenues for me to develop the research, with theoretical and practical applications, & I got positive feedback when presenting at a major conference. Very little has been written about this. I have also been a long-time activist/ally in my local school district on matters of race, equity, & education. The uni where I got my PhD now has an unconventional postdoc in “Academic Diversity,” which I’ve wanted to apply for (they welcome their own grown). The RFP has veiled verbiage regarding who can/should apply, and when I sent an email to ask about this, the response was that the uni takes a broad view of diversity, & I am welcome to apply, but….

I am 100% in favor of all programs that address & redress systematic discrimination in HE. While perhaps my research could work toward this, is it beyond the pale (no pun intended) for me to even apply for this? I deeply appreciate any thoughts. ~J.T.

July 26, 2013 at 7:55 am

I think you should apply; I don’t think your chances of getting it are very good. But you are a legit applicant under the terms that they have given.

July 26, 2013 at 5:06 pm

Thank you, Karen. I appreciate your response.

July 27, 2013 at 12:02 am

What I’ve learned from this: It’s bad to be white. Unless your gay.

February 3, 2014 at 3:49 am

It is the structure of white privilege that is problematic, something which is certainly qualified if that person is female, queer, or both.

January 24, 2018 at 9:49 am

The very reason I’ve landed on this page in this discussion is that I’m white and gay. There is no optional field for sexual orientation/gender identification on job applications like there is for race identification. You also wouldn’t think of me as gay when you met/spoke with me. I’m not stereotypical in any kind of presentation. I apply for a lot of jobs where that diversity would be welcomed and where I’d get a second glance where I wouldn’t for just checking off “white.” What do I do?

July 27, 2013 at 2:42 pm

Thank you for your excellent blog, Karen. Quick question: I was born, raised, and retain citizenship in another country. I moved to the U.S. six years ago for graduate school. Is my status as an “international student” worth mentioning this in the cover letter? I didn’t intend on stating it explicitly—for example, “As an Australian, teaching in the U.S. college classroom has . . .”—but I was wondering if I should mention it in some other way. Thank you for your time.

October 1, 2013 at 1:28 pm

What if you are a hijab-wearing, Muslim woman of Eastern European descent? I’ve had mixed experiences interviewing with the headscarf that range from wide-eyed, terrified stares to awkward and over-the-top displays of politeness. I’ve held a visiting position, but have to say that some search committees only welcome certain types of diversity.

December 11, 2013 at 12:02 am

I’m a Christian east Indian, and gotten my foot in many interview doors, after I changing my name to sound less anglo-christian and used a common Indian name. Also I consulted a name-numerologist before officially changing my name. So that could be a thing.

February 3, 2014 at 7:53 pm

Christ, if you’re a “diversity hire” you should be ashamed, since you’ve just acknowledged that you weren’t hired for either your scholarship or teaching ability but to fill an arbitrary quota.

Among scholars, the term “diversity hire” is not a compliment.

All it means is that you manage to get out of bed (most) mornings.

March 4, 2014 at 3:48 pm

This comment here is a perfect example of why more diversity in academia is needed. Being hired for the ability to contribute diversity to a department is not mutually exclusive with excellent scholarship and teaching ability – it is, in fact, possible for a minority scholar to be hired because he or she is an excellent teacher and researcher AND because she or he will bring much-needed diversity to a department.

Diversity hiring also doesn’t involve “arbitrary quotas”. Just like someone commented above – it’s not about kindergarten rainbow-colored decorations; it’s about the unique perspectives and interests that minority scholars bring with them as well as a chance to remedy real structural and historical inequalities that favor white/straight/male applicants.

May 25, 2014 at 1:33 am

Yes because “diverse” academics like Neil DeGrasse Tyson, Sue Spivak, Edward Said, bell hooks, Sherman Jackson, miriam cooke, Maya Angelou, Irene Pepperberg, and Angela Y. Davis are clearly morons. How sad that white men were denied their rightful places in academia when these idiots somehow got through the gate

March 3, 2014 at 2:02 am

I’m thankful for this article. I’ve often wondered how does one not reveal their ethnicity by describing some of the organizations you belong to but at the same time apply for positions that’s looking to fill a “diversity” opening. Also, my resume and now CV has always been chronological. However because I’m over 50 now, and have had numerous jobs and positions over the years, I’ve been told NOT to put things in chronological order because it will set me up for age discrimination. I’m really needing help in that area.

March 3, 2014 at 12:51 pm

these are pretty complex questions that would need to be addressed in individual consulting. If you’re interested, email me at [email protected] . But in general, all elements of a CV must be in reverse chron. order, without exception.

January 20, 2015 at 3:59 pm

I consider myself someone who would benefit and would offer the benefits of my diversity to a company. That being said, my diversity is my mental illness, which I have under control, but may need rare accommodations. I feel like the programs have been created for people like me. That being said, because of the stigma of mental illness, it’s not as easy, nor recommended that I bring up my “diversity.”

I feel like I’m being hosed out of a program that would be a great hand up after years of education and systems holding me back.

August 7, 2015 at 2:29 pm

If I am a military veteran looking for an academic position in the US, should I mention this in a cover letter? Should I worry about discrimination? My field (sociology) tends left-of-center, and though I had a pretty supportive experience in graduate school and my PhD went off without a hitch, should I worry?

August 7, 2015 at 9:49 pm

It’s not a definite yes, but it’s not a definite no either. Being a veteran doesn’t play great in the academy, and doesn’t count as a diversity hire. But if you feel it matters to your research, teaching, or overall practice as an academic, then a brief mention near the end wouldn’t be out of place.

September 13, 2016 at 3:35 am

Wow… being a veteran doesn’t play great in the academy…. how shameful. I’ll be hones. The comments I’ve read by some people on here are laughable. “Academia” is a joke! You people need to get over yourselves. I suggested staying in academia, because the real world is going to slap a lot of you sensitive weak, snowflakes right in the face.

I’m sure my comments will be removed so they don’t trigger anyone.

October 25, 2016 at 3:20 pm

I am a white male, does that slightly disenfranchise me from getting a job in academia in this day and age?

January 11, 2017 at 11:51 am

Should I come out as gay in a ‘diversity fellow program’ job advertisement? I do not want it to appear as if I’m using it to get a job (which is why I refused to do this for other job applications), but this specific one is a diversity program for hiring. Perhaps it’s worth taking a chance?

June 9, 2023 at 9:16 pm

How does it relate to your teaching and research?

February 17, 2017 at 8:41 pm

Long story short – if I am a white male phd in business and a gay educator/researcher, do I put it out there? I s this really a leg up? I will be at several NH state school intervews.

August 27, 2018 at 9:35 am

One thing that concerns me: personal attributes which open you up to diversity hiring initiatives also potentially open you up to discrimination in the hiring process. I’m a white woman, my diversity attributes are that I’m a first generation college student, child of a single parent, and (que the Hitchcock score) am also a single parent myself. Of twins. Who were born when I was very young. My first adviser as an MSc student in an ivy league program resigned when he found out that I had children, citing that there were 50 people waiting to fill my position, and “If you weren’t prepared to take on the lifestyle, you have no business being here using up valuable resources.” Harsh, yes; but also not an uncommon sentiment. The baby gap is very, very real for professional women in my field. Do I mention the single mom status in a diversity statement (because it’s been real), or should I omit that from my diversity statement (because I fully believe it would consciously or unconsciously lead some committee members to discredit the ability to respond to the responsibilities of a faculty position that I demonstrate through the rest of my application)? Honestly, I could see this being true for any diversity attribute. There is unequal representation of women, minorities, LGTBQ, foreign nationals, etc etc because of a myriad of systematic discriminatory pathways, including during the hiring process. This seems like such a complicated game to play.

[…] a comment from the excellent “The Professor is IN” blog, which has great tips for grad students […]

[…] matter for reflection that I had not anticipated was that of “diversity hires.” To the extent that you will know that you have been invited in as a target of […]

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Hiring Manager for Diversity and Inclusion Coordinator Roles

Diversity and Inclusion Coordinator
Senior Diversity and Inclusion Specialist
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Inclusion and Belonging Program Manager
Diversity, Equity, and Inclusion Manager
Diversity, Equity, and Inclusion Specialist
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Diversity and Inclusion Coordinator resume examples

Diversity and Inclusion Coordinator Cover Letter Example

Why this cover letter works in 2024, experience and accomplishments.

Highlighting specific accomplishments and experiences, like increasing diverse representation and implementing ERGs, demonstrates the candidate's expertise in the field and showcases their ability to create positive change.

Connection to the Role

By expressing excitement for the opportunity to drive change at a global scale, the candidate shows genuine interest in the role and a passion for the impact they can make at Google.

Display tangible results of your initiatives

When you share specific achievements in your previous roles, especially when they're backed by hard numbers, it's an instant attention-grabber. It shows that your initiatives weren't just ideas, but had a real, measurable impact. For a diversity and inclusion role, this is particularly important because it shows how you've successfully improved employee engagement and reduced bias incidents.

Demonstrate your understanding of diversity nuances

By showcasing your deep understanding of the intricacies of managing diversity and fostering inclusion, you're making it clear that you can handle the complexities of this role. It's not just about broad concepts; it's about knowing how to tactically navigate diverse workforces and build inclusive cultures.

Express alignment with the company's mission

When you express a genuine interest in the company's mission and diversity efforts, it shows that your values align with theirs. It's not just about the job, but the company's broader vision, thus implying you're more likely to be a long-term asset.

Highlight Previous Achievements

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State Your Unique Approach

It's not just about what you did, but how you did it. By emphasizing that your approach starts with listening, you show that you value individual experiences and are committed to creating tailored solutions. This communicates empathy and a nuanced understanding of diversity and inclusion challenges.

Connect the Company's Tools to Your Goals

Showing enthusiasm for Google's AI technology isn't about tech-savviness, it's about envisioning new ways to tackle bias and discrimination. By drawing a connection between the company's tools and your diversity and inclusion goals, you're showing that you have innovative ideas to contribute.

Align Your Values with Company Culture

Job fit isn't just about skills, it's also about values. Emphasizing that diversity and inclusion are integral to your belief system and align with Google's culture shows that you're not just a competent hire, but a compatible one.

Show your personal connection to diversity and inclusion

Talking about your experience at a diversity summit shows you're not just interested in the job, but also personally invested in the cause. It makes your application feel more genuine.

Highlight your achievements in supporting underrepresented groups

By describing your successful initiatives, you demonstrate your ability to make real changes. This tells me you have practical experience, not just theoretical knowledge.

Demonstrate impact on hiring practices

Sharing specific outcomes like the increase in diverse hires shows you know how to measure success and make a difference in the company's diversity goals.

Express excitement about contributing to ongoing efforts

Your enthusiasm for building on existing work tells me you're a team player who values the progress already made and can add value moving forward.

Close with a forward-looking statement

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Share a personal connection to the company's values

Describing how a company's commitment to diversity drew you in highlights your alignment with their values.

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Connect your passion to your qualifications

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Admire the company's culture

Complimenting the company's culture shows you've done your research and are truly interested.

Thank the hiring manager

A polite thank you note reflects good manners and professionalism.

Connect with the company's values

Showing you know and care about the company’s efforts in diversity and inclusion proves you’re not just looking for any job, but a place where you can truly make a difference.

Highlight your diversity and inclusion achievements

Talking about your direct experience and success in diversity initiatives is key. It tells us you have a track record of making real changes.

Illustrate community building skills

Creating groups for underrepresented employees shows you’re proactive in building inclusive communities, which is essential for a diversity and inclusion coordinator.

Show results in retention and satisfaction

Improving employee retention and satisfaction through mentorship programs demonstrates your ability to positively influence workplace culture.

Express your passion for the role

Sharing your excitement about contributing to the company’s diversity and inclusion goals makes your application more personal and engaging.

Senior Diversity and Inclusion Specialist Cover Letter Example

Showcase your ability to shape company culture.

By detailing how your diversity and inclusion strategies have profoundly impacted company culture, you're signaling your ability to drive meaningful change. It's a powerful way to show you're not just a "doer" but a strategic thinker who can reshape an organization's culture for the better.

Highlight innovative recruitment strategies

Recruitment plays a vital role in building a diverse workforce. By showcasing how you've innovatively revamped job descriptions and built partnerships to increase diversity in the candidate pool, it illustrates your proactive approach to tackling diversity and inclusion issues from the ground up.

Showcase Your Impact

Leading a diversity charter isn't just a fancy title - it's a testament to your ability to take charge and make a real difference. By mentioning the measurable improvements you've made - like doubling the representation of women in tech roles - you're demonstrating the powerful impact you've had on fostering diversity.

Outline Your Strategy

When you mention your focus on creating sustainable change through policy, education, and advocacy, you're giving a concise overview of your diversity and inclusion strategy. This gives the reader a clear idea of your approach and how you intend to promote diversity and inclusion at Microsoft.

Express Your Desire to Contribute

By stating that you're keen to bring your holistic approach to Microsoft, you're not just showing enthusiasm for the job, you're also indicating your readiness to contribute and make a lasting impact.

Express Your Excitement About the Company

You're not just thrilled about the job - you're excited about the company and its values. By acknowledging Microsoft's commitment to diversity and inclusion, you're showing that you've done your research and that you're eager to work for a company that shares your values.

Show your lifelong commitment to diversity and inclusion

When you describe your lifelong support for diversity and inclusion, it shows you are not just looking for a job but are passionate about making a real difference.

Quantify your diversity and inclusion achievements

By sharing specific results like the increase in promotion rates for diverse talent, you prove that your work leads to real, meaningful change.

Demonstrate your ability to drive results and build relationships

Mentioning your track record and your skill in connecting with people at all levels shows you are both a strategic thinker and a team player.

Align with the company’s diversity values

Expressing admiration for the company's efforts to use technology for social change indicates that your values align with theirs, making you a good fit.

End with gratitude and eagerness to contribute

A thank you note shows your professionalism and eagerness to be a part of their team to make a lasting impact.

Senior Diversity, Equity, and Inclusion Specialist Cover Letter Example

Connect with the company's dei values.

Mentioning your alignment with the company's commitment to diversity, equity, and inclusion sets a strong foundation for your application, showing you and the company share common goals.

Showcase successful DEI initiatives

Detailing your achievements in increasing representation and improving hiring pipelines provides clear evidence of your capability to lead effective DEI strategies.

Emphasize a unique approach to DEI

Stating your use of empathy, creativity, and data to drive DEI efforts highlights your comprehensive and thoughtful approach to tackling complex issues.

Share your enthusiasm for the role

Expressing excitement about joining the company demonstrates your passion for the work and eagerness to contribute to the team's success.

End with an invitation to discuss further

Closing your letter with an openness to discuss your contribution in more detail suggests you're ready and willing to engage in deeper conversation about your potential role.

Inclusion and Belonging Program Manager Cover Letter Example

Show your connection to the company's mission.

Mentioning how a company's mission speaks to you makes your interest in the job feel genuine.

Detail your relevant achievements

Talking about specific initiatives you've led and their positive outcomes shows you can make a real impact.

Express your passion for inclusion work

Sharing what drives you in this field helps me see your motivation and dedication.

Highlight your eagerness to join the team

Expressing enthusiasm about working with a team shows you're a team player and ready to contribute.

Ending your letter by looking forward to a discussion shows you're proactive and interested in moving forward.

Diversity, Equity, and Inclusion Manager Cover Letter Example

Share your personal connection to diversity.

Talking about your upbringing in a diverse community shows that your commitment to diversity and inclusion is deeply personal and long-standing.

Highlight innovative diversity initiatives

Describing the creation of a diversity council demonstrates your ability to think creatively and lead initiatives that involve the wider team.

Emphasize innovative solutions and tangible outcomes

Pointing out how your strategies improved employee engagement and satisfaction rates proves your ability to deliver results that benefit the company culture.

Express admiration for the company's social impact

Showing respect for the company's commitment to affecting positive change aligns you with their mission and shows you are a mission-driven candidate.

Close with a professional and hopeful note

Ending your cover letter by thanking the employer and expressing anticipation for a discussion about your contribution highlights your professionalism and forward-thinking attitude.

Diversity, Equity, and Inclusion Specialist Cover Letter Example

State your belief in diversity and inclusion.

Acknowledging diversity and inclusion as more than just trends shows your deep understanding and commitment to these principles.

Demonstrate impact through training

Implementing successful training that becomes part of the company’s onboarding process highlights your ability to induce lasting change.

Lead in strategic planning

Taking a leadership role in creating a diversity and inclusion plan shows you can guide a company to meet its inclusive goals.

Share your enthusiasm for the company’s mission

Expressing excitement to contribute to the company's diversity and inclusion efforts connects your goals with theirs, creating a powerful reason for hiring.

Emphasize your ideal fit for the role

Believing in your perfect match for the position because of your passion and successful background makes a compelling case for your candidacy.

Senior Diversity and Inclusion Manager Cover Letter Example

Show your lifelong commitment to diversity.

Talking about your long-term dedication to diversity and inclusion right at the start makes it clear that your values align with the job. It's not just a career choice for you; it's a personal mission. This sets a strong foundation for the rest of your cover letter.

Quantify your impact in diversity initiatives

By sharing specific achievements, like creating a training program that reached over 1,000 employees and improved engagement and reduced bias, you demonstrate your capability to make a real difference. Numbers make your success tangible and believable.

Highlight your achievements in supplier diversity

Discussing how you increased spend with diverse suppliers by 50% showcases your ability to drive significant financial impact through diversity efforts. This speaks volumes about your strategic approach and operational effectiveness in the role of a senior diversity and inclusion manager.

Express your enthusiasm for the role

Sharing your excitement about the opportunity to contribute to the company's diversity and inclusion efforts adds a personal touch. It shows you're not just looking for any job, but you're passionate about making a difference at this specific company.

Offer to further discuss your impact

Inviting the hiring manager to discuss your contributions further shows you're eager and open to dive deeper into how you can help. It's a proactive move that signals your readiness to be part of their team and further their diversity goals.

Alternative Introductions

If you're struggling to start your cover letter, here are 6 different variations that have worked for others, along with why they worked. Use them as inspiration for your introductory paragraph.

Cover Letters For Jobs Similar To Diversity and Inclusion Coordinator Roles

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VP of Diversity and Inclusion Cover Letter Guide

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Thank you for the checklist! I realized I was making so many mistakes on my resume that I've now fixed. I'm much more confident in my resume now.

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Agency: FIRE DEPARTMENT
Job type: Full-time
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***Cover letter and resume must be provided when applying. Current City Employees please include your Employee Reference Number on your cover letter and resume. The Fire Department of the City of New York (FDNY) is the largest Fire Department in the United States and universally is recognized as the world's busiest and most highly skilled emergency response agency. The Department's main goal is to provide fire protection, emergency medical care, and other critical public safety services to residents and visitors in the five boroughs. FDNY members are sworn to serve and protect life and property and the Department works to continually educate the public in fire, life safety and disaster preparedness, along with enforcing public safety codes. Since its inception in 1865, FDNY has helped lead efforts to make New York the safest big city in the nation. This accomplishment requires a steadfast and daily commitment to maintaining the Department’s core values. The Fire Department, City of New York (FDNY), seeks a full-time, Agency Attorney in the Bureau of the Equal Employment Opportunity (“EEO”) Unit. Reporting directly to the Assistant Commissioner and the Director, the successful candidate will: With minimal oversight and exercising significant independent judgment, the successful candidate will conduct investigations of complex EEO violations and interviews of complainants, respondents, and witnesses; gather relevant documents and prepare written summaries of investigations and closing memos to the Assistant Commissioner, including referrals to appropriate Bureaus for action; research legal issues relating to EEO law; conduct EEO compliance inspections; when needed, conduct thorough intake interviews and draft detailed and timely intake reports; conduct EEO training for FDNY employees, EEO counselors, and FDNY units as needed and assist in the development of EEO statistics and reports.

1. Admission to the New York State Bar; and either "2" or "3" below. 2. One year of satisfactory United States legal experience subsequent to admission to any state bar; or 3. Six months of satisfactory service as an Agency Attorney Interne (30086). Incumbents must remain Members of the New York State Bar in good standing for the duration of this employment. In addition to meeting the minimum Qualification Requirements: To be assigned to Assignment Level (AL) II, candidates must have one year of experience at Assignment Level I or two years of comparable legal experience subsequent to admission to the bar, in the areas of law related to the assignment. To be assigned to AL III candidates must have two years of experience in Assignment Levels I and/or II or three years of comparable legal experience subsequent to admission to the bar, in the areas of law related to the assignment.

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Category: Legal Affairs

Letters to the Editor: May 9, 2024

Connect the dots.

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Article content

My head is spinning after reading Who’s Carl? When parents are the last to know about their trans kids (May 4).

The article points out that virtually all cases coincided with the pandemic, online learning and stunted social interaction, plus increased activity on social media. Can someone not connect the dots?

We now have generations of youth who spend more time texting than talking; tuned into social media, naively mind numbing and confusing themselves while increasing shareholders’ profits.

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Schools need to stay focused on their primary role. Teaching children the academics and skills they will need to succeed in life, and leave the raising of their children to their parents.

I am saddened so many of our young people remain COVID’s collateral damage.

Pamela J. Coray, London

Connection obvious

I find it ironic the articles Bank of Canada says the country faces a productivity ’emergency’ and Canada to toughen foreign investment regulations for AI, space technology (March 27) were together on Page NP4.

Do you think there might be a connection?

This government has done more to discourage investment from every direction.

Barry Haley, London

Letters biased

The selection of letters to the editor May 4 show Postmedia playing politics.

I would remind Postmedia your responsibility is to the people and not your government benefactor. You are fooling nobody; it is no wonder you are only alive through government support.

The faster you fall the better off Canadians will be.

Jason L. Wyatt, London

Chose your words, change the world

Regarding the letter to the editor I’ve heard worse (May 4) from Barney Breault, of Dorchester.

It is hard to hear these disrespectful words about our government.

We can change the world by using graceful vocabulary and respectable words in spite of not liking the body.

Let us try to make a better world with respect.

Sheila Leber, London

Free speech doesn’t include audience

The protesters at universities need to be reminded of one feature of our right to free speech.

It does not come with the right to an audience.

David Nielsen, London

Noisy vehicles out

Well, the season is here when all those people who need to feel big get out with their loud, fast cars and motorcycles.

Riverside Drive and Hyde Park Road are known areas for these people who need to noticed for their noise when driving.

Maybe London police can make their presence known in an effort to create a quieter summer.

Carol Dickson, London

Postmedia is committed to maintaining a lively but civil forum for discussion. Please keep comments relevant and respectful. Comments may take up to an hour to appear on the site. You will receive an email if there is a reply to your comment, an update to a thread you follow or if a user you follow comments. Visit our Community Guidelines for more information.

125-megawatt energy storage facility to be built near Woodstock

OHL final: London Knights grab 2-0 lead with jaw-dropping dominance

Catholic university's LGBTQ evolution continues with support group

Insiders 'totally shocked' by allegations against mortgage brokerage

Oh, baby couple's dominican trip ends with unexpected birth of first child.

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COMMENTS

How To Write a Diversity Manager Cover Letter in 7 Steps
Related: How To Create Inclusion and Diversity Training. 2. Add your contact information. Once you've highlighted the important information in the job description, you can begin to write your cover letter by adding a header with your contact information. Include details such as your full name, phone number and professional email address.
11+ Professional Diversity and Inclusion Cover Letter Example
5 Things To Include a Diversity and Inclusion Cover Letter . When applying for jobs, it's important to make sure that your cover letter is diversity and inclusion friendly. Here are five things you can include to make sure that your cover letter is sending the right message: Your commitment to diversity and inclusion.
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Director of Diversity & Inclusion Cover Letter Example + Tips
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In Spring 2019, the Office of Postdoctoral Affairs (OPA), Core Programs in the Graduate School, the Center for Teaching and Learning (CTL), and the Office of Minority Affairs and Diversity (OMA&D) co-sponsored an interactive workshop led by the UW Postdoc Diversity Alliance, Crafting an Effective Diversity Statement and Cover Letter.A panel of four speakers — Rickey Hall, vice president and ...
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How To Address Diversity
The second way to talk about diversity is to address the ways in which you have helped promote it. If you do not fall into the category of a "diversity hire" (and it's important to research the employer to see what that entails, as it can differ), then don't try to force it. Instead, mention that you are educated or experienced in multicultural ...
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How to Show You Get the Company Culture in Your Cover Letter
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Welcome to the Purdue Online Writing Lab
Mission. The Purdue On-Campus Writing Lab and Purdue Online Writing Lab assist clients in their development as writers—no matter what their skill level—with on-campus consultations, online participation, and community engagement. The Purdue Writing Lab serves the Purdue, West Lafayette, campus and coordinates with local literacy initiatives.
AGENCY ATTORNEY LEVEL II
***Cover letter and resume must be provided when applying. Current City Employees please include your Employee Reference Number on your cover letter and resume. The Fire Department of the City of New York (FDNY) is the largest Fire Department in the United States and universally is recognized as the world's busiest and most highly skilled ...
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Letters to the Editor: May 9, 2024
The London Free Press welcomes letters to the editor (preferably 150 words or fewer). Letters should be emailed to [email protected]. Please include your name, place of residence (town or ...