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IU Columbus strives to be the destination for those who seek a high-quality education and a welcoming, distinctive small university experience that champions diversity, equity, inclusion, social justice, and belonging and prepares our students to collaborate and contribute in meaningful and significant ways both locally and globally to twenty-first-century communities.
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Salary and Rank Commensurate with qualifications and experience Special Instructions Candidates should submit (a) letter of application describing their specific qualifications for the position, teaching and scholarship of teaching, civic engagement, and articulation of how their teaching, service and scholarly interests contribute to the advancement of diversity, equity, and inclusion; and (b) curriculum vita; and © one syllabus.
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We are committed to being a welcoming school that reflects and enacts the values of diversity, equity and inclusion that inform academic excellence. The appointment will be a full-time (0.8 or 1.0 FTE) faculty position at the rank of assistant or associate professor for IUSD. The qualified candidate should have experience and an interest in teaching in the pre-doctoral and graduate operative curriculum and will be expected to support pre-clinical, clinical, and didactic courses at the pre-doctoral and graduate levels.
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Applicants should submit (1) cover letter, (2) vita, (3) teaching philosophy statement, (4) statement that describes how teaching has contributed or will contribute to the advancement of diversity, equity, and inclusion (DEI), and (4) names and contact information for three references at: Review of applications will begin Monday, April 29, 2024, and will continue until the position is filled.
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Indiana University Columbus is committed to being a welcoming campus community that reflects and enacts the values of diversity, equity and inclusion that inform academic excellence.
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FEATURED BLOG POSTS
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With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.