Procedures for Recruiting Faculty

Before reviewing the procedures that govern the recruitment and selection of full-time members of the faculty, it is important to recall with all of the persons who will be engaged in all or some part of the process that the interview materials, the private discussions about the merits of all or any candidates, and the conclusions of a search process (beyond the simple facts that a search is completed or cancelled) are strictly confidential. In no circumstance should candidates who were part of a short list, or who visited the campus as applicants, be informed or counseled about the merits or problems with their candidacies.

The procedures outlined below are intended to provide guidance for the recruitment and selection of full-time members of the faculty. Such procedures have generally proved serviceable in the past, but improvement or refinement is still possible. Any suggestions that might increase the likelihood of finding and securing the best possible candidates for the College are welcome. 

Please note that since part-time faculty are not typically recruited nationally, not all of the procedures listed here apply. However, many are relevant to all searches. Part-time appointments are arranged by the Academic Vice President and Dean of the Faculty in consultation with Division Chairs and Department Chairs.

The Search Committee

  1. Unless otherwise established in consultation with the Academic Vice President and Dean of the Faculty, the Division Chair or Department Chair will chair the search committee and take the initiative in seeking candidates. Both the Division Chair and Department Chair will serve on the search committee. The search committee will normally consist of three to five faculty, including at least one faculty member from outside the division. In addition, the same two to three students should be involved in the on-campus interviews of all candidates for a particular position. The President and the Academic Vice President and Dean of the Faculty are ex officio members of all search committees. As the search proceeds, the chair of the search committee should keep the Academic Vice President and Dean of the Faculty apprised of important developments.
  2. When constructing the search committee, aim for a diverse committee (e.g., people of color, women, men, LGBTQIA, senior and junior faculty). 
  3. The search committee chair should be committed to diversity and willing to do the work to find qualified candidates from historically underrepresented groups. 
  4. Keep in mind that diversity includes Appalachian identity as well as race, gender, ethnicity, sexual orientation, etc. Remember as well that diversity issues may differ in different departments. Encourage the committee (the chair must model this) to be open to doing business a different way.
  5. The search committee chair should submit the prospective search committee names to the Academic Vice President and Dean of the Faculty and the Vice President for Diversity and Inclusion, copying the Division Chair if applicable, for consultation and approval before the search process begins.

Faculty Vacancies and Position Announcements

  1. The Division Chair notifies the Academic Vice President and Dean of the Faculty of any impending vacancy as soon as it becomes evident. After discussion with the Academic Vice President and Dean of the Faculty, the Division Chair, in collaboration with a department, oversees the writing of a position request and a position announcement. The request and position announcement are reviewed by the Division Council in light of other requests from all divisions. A Division Chair will need to plan for sufficient time for this review to occur. The deadline for new position proposals and returning/replacement position proposals is February 1 for the next academic year. The position announcement serves as the basis for advertising the vacancy. All full-time vacancies are advertised.

  2. Before drafting the Position Announcement, consider the short-term and long-term needs for the position. Will the position change over time?  Likely or unlikely?

  3. Discuss diversity goals of the department. Discuss these goals with the Vice President for Diversity and Inclusion as the position is drafted.

  4. Think about the qualifications of the ideal candidate.

  5. State all requirements for the position, even “minor” ones.

  6. Suggested: The ideal candidate will display professionalism when interacting with members of the Berea College community and will demonstrate a commitment to carrying out the mission of Berea College.

  7. Current boilerplate, always subject to change, is listed here:

    Berea College achieved national distinction as the first coeducational and interracial college in the South. With an emphasis on service to the people of Appalachia and beyond, Berea enrolls 1,600 students from 40 states and 70 countries. The College has a longstanding commitment to interracial education; here, people of different races seek to learn from and about each other, while also living together. Berea is among the most racially diverse private liberal arts colleges in the United States. It admits only students whose families are unable to afford the high cost of tuition and awards each of them a Tuition Promise Scholarship, meaning no student ever pays tuition.  Berea’s students excel in the College’s supportive but demanding academic environment, and many are the first in their families to graduate from college. The College is one of nine federally recognized Work Colleges, and all students hold a position in which they work 10-12 hours per week. Washington Monthly Magazine has consistently ranked Berea in the top 3 of Liberal Arts Colleges for its success in educating and graduating academically talented, low-income students who become service-oriented leaders in their professions and communities; in 2016 and 2017, the magazine ranked it number 1.

    Located where the Bluegrass Region meets the Cumberland Mountains, the town of Berea (pop. 15,000) lies forty miles south of Lexington and is approximately two hours from Cincinnati, Louisville, and Knoxville. More information about Berea College is available at

    Berea College, in light of its mission in the tradition of impartial love and social equality, welcomes all people of the earth to learn and work here.Write announcements that balance required and desired qualifications, so that the position attracts a wide range of qualified candidates.  Announcements are approved by the Academic Vice President and Dean of the Faculty before being released.

  8. Write announcements that balance required and desired qualifications, so that the position attracts a wide range of qualified candidates. Announcements are approved by the Academic Vice President and Dean of the Faculty before being released.

  9. Include information about electronic submission of materials and the required Faculty Application.  For example: Applicants should send a cover letter, curriculum vitae (CV), statement of teaching philosophy, transcripts, and arrange for three letters of recommendation to be sent to: Applicants should also complete and send the Faculty Application available at along with other materials. Review of materials will begin November 4, 2016, and continue until the position is filled. 

  10. The search committee chair must request a Non-Standard email account from Information Systems and Services (IS&S) for the search to receive the application documents. The account name in the position description and ads must match the name on the application form. Access to this email account can be shared with an administrative assistant, who can manage, if the search committee chair prefers, all incoming emails and outgoing communications with the candidates throughout the search process.

  11. Best practice to manage a search email account is to create an Excel spreadsheet checklist for the search with headings for each candidate’s name, the email address, and all documents required for the application. This checklist shows at-a-glance which applications are complete by the application deadline. See an example of a spreadsheet template here:
  12. Last name

    First name


    App./Cover Letter



    BC's HR Appl

    Teach. Phil.

    3 rec. letters

    Evals/ Evidence of Excellence

    Highest degree earned


    Email ack. Sent

    Email Notes

    For follow-up

    and other

  13. Other Protocol
  14. (AVP Office Step): When the position description is approved by the Academic Vice President

    and Dean of the Faculty, the AVP Office staff support for faculty recruitment will contact the search chair to obtain a list of advertising venues for that search (additional diversity sites, websites, professional organizations, listservs, and professional journals), and then purchase ads. The AVP Office will make arrangements with Human Resources to have the ad posted on the Berea College website.

    (Search Chair Step): The search chair or administrative assistant will set up a BereaBox folder for management of the candidate files. The folder will have subfolders for complete applications and for incomplete applications and will serve as storage of the search materials. Access can be granted to search committee members and others as needed (AVP Staff for example).

Searching for Diverse Candidates

  1. It is important that all search committees make a special effort to seek out candidates from underrepresented backgrounds. Graduate schools with a high proportion of minorities (see list at the end of this section) should be contacted and followed up with personal calls whenever possible. Faculty should develop and use personal contacts and networks to identify prospective candidates. Several current databases listing such candidates may also be consulted in the Academic Vice President and Dean of the Faculty’s Office.
  2. All members of the search committee should read Myra Gordon, “Diversification of the Faculty: Frank Talk from the Faculty about What Works,” in What Makes Racial Diversity Work in Higher Education: Academic Leaders Present Success Policies and Strategies and “How to Hire For Diversity” (Chronicle of Higher Education, Sept. 16, 2016).  Both are available in the Office of the Academic Vice President. 
  3. Led by the chair, the search committee should discuss and remain alert to implicit biases and discomfort with difference that often affects the search process for women and minority candidates.  Begin with open dialogue so that all members will scrutinize their own biases/prejudices/lack of knowledge/lack of understanding/inexperience with addressing these challenges.
  4. Go beyond sending the ad to HBCUs and other institutions serving underrepresented groups.  Really search by such strategies as seeing who is presenting at conferences and approaching them; identifying the top degree producers for minorities in the discipline, contacting caucuses or interest groups for referrals, etc.  
  5. One of the best proactive strategies involves going to national conferences with the Vice President for Diversity and Inclusion. 
  6. Offer suggestions for special ads to the Office of the Academic Vice President, which has data in reference to which sites applicants visited to view the position announcements. 
  7. Where necessary, reach out to other departments and divisions, even alumni or faculty at other institutions.

Compliance with Title VII of the Civil Rights Act

It is important that:          
  1. Prospective candidates be given as complete an understanding as possible concerning the kind of college Berea is. Thus, all candidates invited to campus receive the position announcement, a copy of the Great Commitments, and selected brochures in their welcome packet.
  2. We make clear in all public announcements that Berea recognizes a special responsibility to seek and give full consideration to candidates who are women or members of ethnic and racial minority groups. The statement most commonly used to make this point is “Berea College, in light of its mission in the tradition of impartial love and social equality, welcomes all people of the earth to learn and work here.     
  3. All individuals who express an interest in a vacancy should be given equal consideration. Thus the same information (e.g., curriculum vitae, application letter, names of references) should be requested from all interested individuals.
  4. All files of individuals who express an interest in a vacancy need to be maintained for five years. Such files should be maintained in the departmental BereaBox folder. At the completion of the search, the BereaBox folder files must be transferred to the AVP Organizational BereaBox folder.

Communications with Candidates

  1. All candidates should receive from the search committee chair a prompt acknowledgment of their inquiry. Text that includes at least the following points is recommended:

As Chair of the Search Committee, I am acknowledging receipt of your application materials for [name of the vacant position]. I note that at this time [your application materials are complete] or [that we have not yet received [list missing materials: curriculum vitae, application letter, and/or names of references]. The deadline for submission of all materials is [indicate date].

Before such acknowledgements are made, the chair of the search committee must be certain that the chair is accurate in determining that an application is complete, or in the case of an incomplete application, that the listing of deficiencies is appropriate. An applicant could be prejudiced by inappropriate advice and later seek to hold the College responsible for such an error.

2. Following initial screening, those no longer being given active consideration should be so advised by the chair and thanked for applying. This letter of advisement should be cordial but neutral. The following text is recommended:

As Chair of the Search Committee I wish to inform you that your application for the position of [name the position] is no longer under active consideration. I thank you for your interest in Berea College.

Those still under consideration should receive a personal letter or phone call from the chair, affirming Berea’s interest in their candidacy. That contact can also be used to solicit additional information about the candidate and to provide information about the College or the position. It is generally desirable to ask the most promising candidates to respond in writing to the information about the College. One purpose of such a statement is to demonstrate understanding of Berea’s character and special purpose.

Evaluation of Candidates

  1. According to the timetable established by the chair of the search committee and the Academic Vice President and Dean of the Faculty, the search committee should select the most favored candidates. The dossiers for each of those selected should be forwarded for examination by the Academic Vice President and Dean of the Faculty. The Academic Vice President and Dean of the Faculty and the chair of the search committee will then discuss the candidates before anyone is invited for an interview. A complete dossier normally consists of curriculum vitae, transcripts, letters of recommendation and all correspondence with the candidate.
  2. Consider constructing a rubric to be used in screening applicants.  The Academic Vice President’s office has examples. 
  3. Be alert to biases that affect evaluation of minority and women candidates, such as inflexible preference for certain schools with the assumption that no excellence can exist outside of them; distinct preferences for linear career paths when we know that many women and minorities have taken more circuitous routes; distinct preferences for some types of research over others; narrow notions of who is “best qualified” that have traditionally favored white men; etc.
  4. Construct a list of questions that will be asked of all applicants.
  5. Prior to gaining approval from the Academic Vice President to extend invitations to come to campus, a narrative should be submitted to the Academic Vice President and the Vice President for Diversity and Inclusion that outlines the ways that members of the search committee have worked to ensure a diverse pool of applicants.  The goal is that such work will result in a candidate from an underrepresented group being among those recommended for a campus visit.
  6. The Academic Vice President will carefully examine transcripts and other credentials.

On-Campus Interviews

  1. The invitation to visit the campus will generally be issued by the Academic Vice President and Dean of the Faculty’s Office after consultation with the chair of the search committee. Candidates will generally be asked to spend one and one-half days on the campus.

  2. (Search Chair Step): The search committee chair contacts the AVP staff support for faculty recruiting to hold potential dates for campus visits on administrators’ calendars while the Academic Vice President and Dean of the Faculty is reviewing the files and deciding on which candidates to bring to campus for interviews. Timing is critical in scheduling the campus visit as administrators’ calendars fill quickly, and finding dates when they are available for interviews is the first step to setting the date for the candidate visit.

  3. (AVP Office & Search Chair Step): When the search committee chair has forwarded the top candidate names to the Dean of the Faculty and the Dean has approved campus visits for candidates, the search chair works with the faculty recruiting staff person in the AVP Office to begin the process of inviting candidates to campus. An invitation to campus is generally initiated by the search committee chair or the Academic Vice President’s Office (depending on the preference of the search committee chair). Transportation to and from the airport is the responsibility of the search committee chair. If no search committee members are available to meet the flights, the candidate will be asked to procure a rental car, and the fees for the rental will be reimbursed after the visit. (Note: Only under extreme circumstances does the AVP Office purchase airline tickets for a candidate.)

  4. (AVP Office Step): After the candidate interview dates are confirmed, the AVP Office staff starts the itinerary for each candidate’s visit. The itinerary skeleton will include:

    • Reservations for accommodations at Boone Tavern;

    • Interviews with the Academic Vice President and Dean of the Faculty, Vice President for Diversity and Inclusion and Associate Vice President for Academic Affairs, and the Dean of Curriculum and Student Learning.

After the AVP Office has started the itinerary for the candidate visit, it is uploaded to BereaBox for the search committee chair/administrative assistant to complete.

  1. (Search Chair Step): The search committee chair completes the itinerary using BereaBox. Essential elements of each candidate itinerary include:

    • A dinner meeting with the search committee (customary practice is to have the meeting with the search chair or this dinner be the first meeting on the itinerary);

    • Meetings with departmental faculty and with the Division Chair;

    • A meeting with the Human Resources benefits contact for the Academic Division;

    • A teaching presentation for faculty and students, the topic determined by the Search Chair, and communicated to each candidate by the Search Chair;

    • A lunch meeting with students (typically at PapaLenos; this is paid for by the AVP Office, and the chair can work out the details with the faculty recruiting staff person);

    • The search committee chair compiles a list of students to meet with all candidates and communicates the details of the meeting with the students; and

    • An historic tour of campus, scheduled by calling the Visitors Center and College Shoppe at extension 3145. Note that campus tours are scheduled at set times depending on student guide availability, so work with the Visitors Center to find out times that tours are available.

  1. Other Protocols

    • In preparing the itinerary, please keep in mind that campus visits can be tiring. Try to provide candidates one or two breaks during the day; time to gather one’s thoughts may be especially important before making a presentation.

    • Candidates invited to the campus should be informed that we would be pleased to have their spouses/partners accompany them to Berea. The College will provide lodging and meals for the spouse/partner, but it cannot pay for the spouse’s/partner’s transportation. Spouses/partners who do accompany the candidates generally appreciate being informed of the campus tours and special events of interest. If there is any possibility that they may be interested in College housing, advance arrangements should be made for them to meet with the administrator in charge of rental property.

    • Meal reservations can be made by the search committee chair/administrative assistant or the AVP Office staff—at the preference of the chair;

    • Meals at Boone Tavern can be charged to the candidate’s room bill (that is tied to an AVP Office p-card), but always remember to inform the server that the meal is for Berea College and is tax exempt. Meals can also be paid for with a faculty member’s p-card;

    • Please heed the regulations about paying for alcohol, which state (

    • Entertainment/Hosting Expenses

        The College recognizes entertainment/hosting as an appropriate expenditure if the activities contribute to or result from a College-related business activity.

        The College will cover the costs for alcohol served at Boone Tavern for business related meals/meetings if the meals/meetings include at least one individual who is not a Berea College employee. Normally, if alcohol is ordered with a meal/meeting, those charges should not amount to more than 30 percent of the total charge.

        Additionally, use of College funds for the purchase of alcoholic beverages or reimbursement for such purchases also includes business meals/meetings with a donor(s).

        The purchase of alcoholic beverages for any other event is not permitted. Any exceptions must have prior approval from the appropriate College Vice President or Associate Vice President.

    • Any additional meals and airport travel can be reimbursed to the faculty who incurred the charges by submitting a travel expense report to the AVP Office.

    • The assistant will maintain the itinerary in the BereaBox folder for the search so that the AVP Office staff has access to the completed version. When the itinerary is completed, the search committee chair shares it, along with the Guidelines for Interviewers (see below), with each person who will meet with the candidate. The Search Chair will work with the AVP staff support for faculty recruitment to decide who communicates with the candidate to share the final version of the itinerary.

    • ________________________________________________________________

Guidelines for Interviewers

The issues of equal opportunity and discrimination in the hiring process have led to heightened awareness of the possibility of discriminatory intent in questions that are asked of candidates for employment. Questions that were once innocent and commonplace may be inappropriate or illegal. This information may help faculty interviewers negotiate these unfamiliar waters. The list below identifies areas of inquiry that are common in employment interviews. All inquiries related to these questions are potentially troublesome in legal terms. Inquiries into these areas are safe only if they relate to bona fide occupational qualifications.

The issues involved here are not only legal ones. Candidates for faculty positions, and especially women and members of minority groups, are increasingly and correctly sensitive to subtle and unconscious discrimination. Our hiring process will be far more effective if our candidates are comfortable with their reception on campus and have no reason to wonder about our intentions.

Do NOT ask questions about: 

    • Age

    • Religion

    • Children

    • Child Care

    • Marital Status

    • Spouse’s Job Plans

    • Previous Work Under Another Name

    • Spouse’s Maiden Name

    • Mother’s Maiden Name

    • Names of Relatives

    • Foreign Languages Spoken Fluently

    • How Language Fluency Was Acquired

    • Race, Color, National Origin, Gender

    • Sexual Orientation

    • Type of Discharge from Military Service

    • Ownership of a Car

    • Residence in a House or Apartment

    • Disabilities or Health Status

    • Birthplace

If you have questions, please contact the Office of the Academic Vice President (extension 3487).

    1.  Search committee chairs should also:

      • Oversee the development of a list of questions that will be asked of all candidates. 
      • Ensure that all search committee members are knowledgeable and comfortable talking about diversity.

      • Ask the candidates whom they might like to meet with during the visit.

    2. Best Practices When Conducting An Interview

      • Follow a standardized interview process;
      • Consider training for the individuals who conduct interviews (the Academic Vice President welcomes suggestions from the search committee);
      • Avoid asking any direct or indirect questions about an applicant’s protected characteristics even if the applicant raises the subject;
      • Prepare interview questions in advance and be consistent throughout all your interviews;
      • Recognize that members of a search committee will never see better from this individual than they do at the interview;
      • Do more listening than talking;
      • Take care to ensure that any notes you write in the interview will not be misinterpreted later;
      • Clearly discuss Berea’s tenure policies if applicable;

      • Accommodate applicants with disabilities and applicants requiring religion accommodations.

    3. (AVP Office Step): The AVP Office Staff prepares a welcome packet for each candidate visit and delivers it to Boone Tavern prior to the candidate’s arrival. It contains a letter from the President, along with major College brochures, an advertising survey to capture where the candidate learned of the position, and a W-9 form, which is essential to processing the candidate’s reimbursement.

      4.(Search Chair Step): During the campus visits, the search chair or the assistant aiding with the search should have students having lunch with and/or attending the teaching presentations to evaluate each candidate. This may be done via paper surveys, electronic surveys, or forms. After the candidate visits have concluded, the committee reviews evaluations and makes a recommendation to the Academic Vice President and Dean of the Faculty.

      Post-Interview Actions

      1. Travel Reimbursements
      2. (AVP Office Staff): After the candidate’s campus visit concludes and they have turned in all receipts and their W-9 to the AVP Office staff, a travel expense report is sent to Accounts Payable as reimbursement for their travel expenses.

      3. Recommendations for Evaluating/Rating Candidates
      • Review and assess the needs of the position, as well as the diversity of the department, both now and five to ten years from now.
      • Select the best candidate for the position: quality and diversity are very important criteria. 
      • Ratings are more helpful than rankings. Instead of rankings, please convey characteristics of excellence based on the unique configurations of talent and accomplishment exhibited by each candidate to the Academic Vice President.
      • After all candidates to be interviewed have visited the campus, the chair of the search committee will solicit the views of the search committee. The chair of the search committee, the Academic Vice President and Dean of the Faculty, the Associate Vice President for Academic Affairs and Vice President for Diversity and Inclusion, and the Dean of Curriculum and Student Learning will then confer and agree on a candidate.
      1. Reference Checks

      Once the candidate is approved by the Academic Vice President, the chair of the search committee or the division chair should call reference checks before the Academic Vice President makes an offer.  It’s also a good idea to tell the applicant that “the next step in the process is to speak with the references, whose names you have been provided.” The person doing the reference checks should communicate all findings with the Academic Vice President.  Specifics:

        • Contact all references provided. 
        • Be wary if a reference does not reply, refuses to talk, or provides only a stock reply, such as “Yes, this person worked at our institution between August 2015 and May 2016.  That is all I can tell you.”  Do not call anyone not on the candidate’s references list without permission from the Academic Vice President.
        • Good reference-check questions include:  Tell me about this person.  What is it like to work with ___________?  What is the most significant strength of this person?  Can you suggest an area of improvement that you might have observed?
        • Always ask due diligence question: “Is there anything else I need to know about this applicant?”

        If the search committee elects to do Internet searches for information not provided by the candidate, they should do so with discretion and consistency.

      1. Appointment Offer and Background Check

      As part of the appointment process, after obtaining permission from the candidate, a background check would be conducted through the College's Office of Human Resources at the request of the Academic Vice President and Dean of the Faculty. Hiring any employee, particularly a member of the faculty, is one of the most important decisions an institution of higher education can make. A background check is a search for "public" records--including relevant civil judgments, arrest and conviction records at the local, state, and federal levels. Hence, it is not intrusive in the sense of seeking private information about a job candidate. In accordance with federal and state laws, adverse information about an applicant will not automatically disqualify the individual from consideration from employment with the College. In such instances, the applicant will be given an opportunity to review the background check results, correct the record, if applicable, and submit an explanation. A determination of whether information obtained from a background check should disqualify a candidate from further consideration would be the responsibility of the Academic Vice President and Dean of the Faculty, in consultation with the Division Council.  Once the Academic Vice President has initiated a background check, the Academic Vice President will draft and send an appointment letter to the candidate once a verbal commitment to accept the offer is received (generally, 48-72 hours is given for contemplation by the candidate).  An appointment is official ONLY after 1) a satisfactory background check is received, and 2) a signed appointment letter is received.  Once this is done, the chair can notify the applicants that a search has concluded.

      1. Acceptance of the Offer

      After the candidate accepts the offer, the Academic Vice President and Dean of the Faculty acknowledges acceptance.

      1. When a search is complete

      Once a search is complete and the Academic Vice President and Dean of the Faculty has made the appointment, the chair of the search committee should notify formerly active candidates that the sarch is concluded and an appointment made. The following tet for these letters is recommended:

      As Chair of the Search Committee I wish to inform you that an appointment has been made for [name of position]. Your application is no longer under consideration. I thank you for your interest in Berea College and for your visit to Berea’s campus.

      There is a great temptation in writing such letters to include words and phrases like “I regret to inform you…” or “It was a very difficult decision…” or “You are a very qualified candidate, but…” These gestures are well-intended but can be (and have been in some cases) distorted by unsuccessful candidates. Such statements should always be avoided.

      1. If search is cancelled

        If the search is cancelled, the chair of the search committee should notify formerly active candidates that the search has been cancelled. The following tet is recommended for these letters:

        As Chair of the Search Committee I wish to inform you that the search for [name the position] has been cancelled. The position is not being filled at this time. Your application is no longer under consideration. I thank you for your interest in Berea College and for your visit to our campus.

      1. Final Steps
      • At the end of the search (successful or failed), the chair of the search committee should submit an updated narrative, including information about the on-campus visit, to the Academic Vice President and Dean of the Faculty that discusses the Committee’s effort to ensure diversity throughout the search process.
      • After notification from the Academic Vice President and Dean of the Faculty that the search has concluded, the posting is removed from the Berea College website by the Academic Vice President’s office.

      Graduate Schools Ranking High in the Number of Minority Doctorates Awarded

        Graduate Schools Ranking High in the Number of Minority Doctorate Research/Scholar, Other Degrees Awarded for all Disciplines Combined

        Walden University

        Capella University

        Nova Southeastern University

        University of Southern California

        University of California-Los Angeles

        Stanford University

        Alliant International University-San Diego

        University of Washington-Seattle Campus

        Harvard University

        University of Michigan-Ann Arbor

        CUNY Graduate School and University Center

        Northcentral University

        Argosy University-Phoenix Online Division

        Rutgers University-New Brunswick

        The University of Texas at Austin

        University of Phoenix-Arizona

        University of California-Berkeley

        Massachusetts Institute of Technology

        University of Illinois at Urbana-Champaign

        University of California-San Diego

        University of California-Davis

        University of Florida

        University of North Carolina at Chapel Hill

        Johns Hopkins University

        University of Maryland-College Park

        Texas A & M University-College Station

        University of Wisconsin-Madison

        University of Pennsylvania

        New York University

        University of Minnesota-Twin Cities

        University of California-Irvine

        Northwestern University

        University of Arizona

        Columbia University in the City of New York

        Howard University

        University of Georgia

        University of Houston

        Ohio State University-Main Campus

        Georgia Institute of Technology-Main Campus

        Boston University

        University of Iowa

        Arizona State University-Tempe

        Cornell University

        George Mason University

        University of North Texas

        Duke University

        Jackson State University

        Yale University

        University of Hawaii at Manoa

        Pennsylvania State University-Main Campus

        Source: Diverse: Issues in Higher Education analysis of U.S. Department of Education data for 2017 as reported at