Disposition each applicant accurately and without delay, at every stage of the process. Each decision stage must be documented as required by law. If your applicant pool lacks diversity, you should review the recruitment strategy with the FAS Diversity Recruitment Consultant.
No. If there is a minority or female goal associated with the job opening, hiring departments are obligated to make a good faitheffort to develop a diverse pool and select the best qualified candidate from that pool. Goals are targets, not quotas. They are also not "ceilings."
Each year, required by law, the Office of the Assistant to the President (H-OAP) for Institutional Diversity and Equity develops a set of "availability" percentages for Harvard based on labor force data which are then compared to the current Harvard workforce. When the percentage of women or minorities in a particular job group is less than would reasonably be expected given their availability, Harvard must establish annual goals equal to availability figures for women and minorities.
Requests for work to be done outside of the United States present different challenges and risks. If you plan to engage someone outside of Massachusetts, you should understand that Harvard is not registered as an employer in every state. If the individual is not eligible for IC status, options to engage the individual may be limited. Every situation will be unique so please be sure to allow enough time for proper determination.
Requests for work to be done outside of the United States present a difficult and still more complex set of challenges and risks. If you plan to engage someone outside of the United States, you should understand that each situation will be unique as the country in which the work will be performed has their own set of labor laws. When considering an IC who will perform the work outside of the United States, please be sure to allow enough time to work with the available resources to reach for proper determination.