From Anonymous:

I am in a STEM field in a public university. We were hiring two tenure track positions. One candidate that fit the description for one position was already in the department in a non-tenure track, soft-money funded position. Behind her back, the Chair of the department and several other colleagues did practically everything they could to prevent her getting hired. While to her face, the Chair encouraged her to apply for the position.

For example, during the meetings to determine the short-list of candidates for this position, a few specific faculty argued strongly that the amount of money a candidate had brought in during their career (e.g. their success in grants) should not be a factor in deciding whom to hire. Instead the number of papers should be a priority. Meanwhile for the other position we were hiring for, it was argued that money should be considered. You can guess where her strengths were: she had brought in more money in her career than all but one other tenured faculty in the department. The result? She never made the short list.

So what happened with the position? The Chair and others tried to hire a senior candidate even though the position was entry-level. The top entry-level candidate was also a woman. The Chair argued that she could not be hired because he didn’t like her husband. Another faculty argued that we would be doing her a favor to not hire her because she would have to have a long-distance relationship with her husband and this could prove to be too difficult for her. She was not chosen.

This behavior was brought to the attention of the Provost who closed the search and no one was hired. However, the perpetrators were never punished, nor were they even told that they had done anything wrong. Their behavior continues…..

One comment

  1. I’m sure that I am in a different university than the OP, but I have seen this exact scenario play out at my institute.

    Like

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