"Provides practical and feasible ways to improve faculty recruitment, retention, and mentorship, especially of under-represented women in science-related fields and non-immigrant minorities in all fields. ... This revised edition includes: New strategies to prevent unintended cognitive bias and errors that damage faculty recruitment and retention; Expanded discussion on the importance of different cultural contexts, political, and historical experiences inhabited and inherited by non-immigrant faculty and students; Increased testimonials and on-the-ground reflections from faculty, administrators, and leaders in higher education, with new attention to medical and other professional schools; Updated Appendix with Discussion Scenarios and Practice Exercises useful to search and evaluation committees, department chairs, deans, faculty senates, and diversity councils; Expanded chapter on mentoring that dispels myths about informal mentoring and underlines essential components for formal programs."--Publisher description.

Acknowledgments --Introduction and Organization of Faculty Diversity: -- Removing the Barriers, Second Edition -- Part 1. The Barriers to Faculty Diversity -- 1. Cognitive Errors that Contaminate Academic Evaluations and Block Faculty Diversity -- 2. Negative Bias and Positive Bias: Two Powerful Cognitive Errors that Impede the Advancement of Some Faculty and Speed the Advancement of Others -- 3. Disadvantages for Non-Immigrant Groups but Advantages for Immigrant and "Honorary White" Groups -- Part 2. Removing the Barriers to Faculty Diversity -- 4. Faculty Recruitment: Replacing Dysfunctional Practices with Good Practices -- 5. Faculty Retention: Replacing Dysfunctional Practices with Good Practices -- 6. Faculty Mentoring: Replacing Dysfunctional Practices with Good Practices -- Conclusion and Next Steps -- Appendix Appendix A-D Appendix E. Discussion Scenarios-Practice Exercises for Readers and Groups -- Bibliography -- About the Author -- Index.