The most recent issue of Rhetoric and Public Affairs has a review my book on the Young Lords written by J. David Cisneros, an associate professor at the University of Illinois. Cisneros says that the book “provides a theoretically rich and thoughtful set of challenges to rhetorical studies and critical theory that are worth serious consideration,” adding that it “represents the fullest and most skillful work to date bringing together de/coloniality theory and rhetorical studies.” He concludes the review like this: Continue reading “Another Review of my Young Lords Book”
This is my fourth, and for now final, post about best practices for recruiting underrepresented folks in communication studies. The first post helped frame the issues and provide a rationale. The second post laid out some initial steps involving relationship formation and partnerships with units like Latina/o/x studies and African American studies on your campuses. Last week’s post was about some simple things that can be done to write job ads and propose hires that require minimal effort to diversify your pools. Today’s post is about putting in the effort to actually diversify your pool (or at least try).
The lack of attention to a variety of outlets and forums to recruit a more diverse applicant pool has become an unfortunate norm. Reflecting on where jobs were advertised in the most recent season of job recruitment, I was a little shocked and mostly dismayed at the lack of (minimal) effort from well intentioned people to recruit beyond CRTNET. 1. It’s 2017. 2. This isn’t rocket science. All it takes is a little critical thinking and you can advertise and draw from a wider pool. 3. CRTNET is a space that is often hostile to people of color and smart money has been on ignoring or unsubscribing from the listserv because of that hostility. Here are my recommendations. Continue reading “Recruitment and Advertising: Best Practices for Recruiting Underrepresented Folks in Communication Studies”
In December, I went live with a series about Best Practices for Recruiting Underrepresented Folks in Communication Studies. The second post in that series was about first steps — about making connections and forming relationships on your campus so that you can both setup a long-term plan and do some inherent good in supporting voices and programs that often lack full support at a PWI. This entry in my series is about proposing your new hires. This is the time of year (on my campus, at least) when deans are requesting proposals for new hires. So this post aims to offer some guidance about how you can proceed in a manner that keeps diversity, inclusion, and equity in mind. Continue reading “Proposing Hires: Best Practices for Recruiting Underrepresented Folks in Communication Studies”