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.