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Search Equity Advisors Program

Welcome to the Search Equity Advisors Program! 

The Search Equity Advisors Program pairs search committees with a neutral process advisor (search equity advisor) external to the unit to offer national best practices for promoting diversity, disrupting implicit bias, and ensuring an equitable faculty search. Search equity advisors complete a 14 hour workshop that covers topics including: recruiting a diverse applicant pool, writing a welcoming job advertisement, employing evidence-based strategies to disrupt implicit bias in selection processes, interviewing known candidates, legal context and compliance, and facilitating difficult committee conversations. Advisors adopt a nonjudgmental approach that focuses on asking questions to: sharpen search committee thinking, advocate for diversity and inclusive excellence, attend to issues of equity in search processes, and facilitate constructive communication based on best practices. Search equity advisors can be most helpful if they are included from the inception of the position (or position approval) and drafting of the job ad through all phases of the process, including the onboarding of the selected finalist. The voting status of search equity advisors is determined by the hiring authority.


The SEA Program is tailored for UW, but based upon the model program at Oregon State University.  UW’s workshop adopts best practices from both recent national research and multiple institutions including the University of Illinois, Urbana Champaign, University of Michigan, and University of California. A growing number of institutions across the U.S. are adopting programs like this one and are creating a robust community of practice.


Program Objectives:

  • To build awareness of and adherence to best practices for inclusive excellence in search and selection processes at UW
  • To foster meaningful conversation and learning about diversity, equity, and inclusion in search and selection processes
  • To promote greater diversity in UW’s workforce


Learning Outcomes:

  1. Identify and apply best practices for inclusive excellence in the search and selection process
  2. Explain implicit and structural bias and their adverse impact on the search process
  3. Advocate for diversity and equity in the search and selection process
  4. Use nonjudgmental questions and other facilitative strategies designed to prompt search committees to examine bias and assumptions
  5. Create a brief introduction to share with hiring officers, search chairs, search committees, and candidates that explains your role and your approach to the role


Program Values: 

  • Inclusive
  • Collaborative
  • Excellence
  • Equity
  • Empathy
  • Courage
  • Curiosity
  • Integrity




Contact Us

Office of Academic Affairs

1000 E. University Ave - Dept 3302

Laramie, WY 82071

Phone: (307)766.4286

Fax: (307)766.2606

1000 E. University Ave. Laramie, WY 82071
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