Equity in action: a 4-year journey towards gender parity and racial diversity in biochemistry hiring

Recruitment of faculty members in academic departments shapes the department for decades in research and teaching arenas. A diverse department is beneficial for all students as representation of underrepresented minority groups in the professoriate can inspire a greater diversity of students to pursue higher levels of education or research-focused careers. Increased diversity benefits research directly as diverse teams have been shown to have better ideas and outcomes. In 2020, our department had lower gender diversity than expected based on the pool of qualified personnel in Canada. Therefore, we altered our hiring process, primarily by redacting applications, for recruitment into entry-level tenure-track faculty positions. This resulted in the increased hiring of women (17% to 80%) with no substantial change in hiring of racially diverse individuals (50% to 40%). Overall, combined with retirements, the percentage of women faculty in the department went from 25% to 50% and the percentage of racialized faculty went from 38% to 44%. Thus, our intervention was successful in increasing the diversity of our department within a short timeframe. Our experience could provide other departments with a template for making substantive change, even in the absence of internal expertise in the area.