Adapting Your Cover Letter in This New Era
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In the last few years, many leadership profiles have included references to diversity, equity, and inclusion (DEI). In fact, search firms, hiring managers, and search committees began requesting evidence beyond a verbal commitment. As I wrote in a previous article about constructing administrative CVs, candidates could include evidence of leadership in this arena by pointing to how they established or collaborated on concrete policies and programs to institutionalize inclusivity. If these initiatives have been in place long enough, candidates could also include metrics of success.
In the current environment, which includes presidential executive orders, directives from federal offices and agencies, and state and local political actions, the requirement that leaders show evidence of their commitment to DEI will likely disappear from leadership profiles. Some institutions will remove such language because programs no longer exist or to comply with state or board directives. Some will continue to do this work in some form while others will discontinue it. And there is a lot of uncertainty about what will happen next. How might candidates discuss their contributions to create more inclusive and welcoming academic environments if a leadership profile does not actively request such information or an institution appears to be scrubbing this value? Although some candidates will not opt in to searches at institutions that are not aligned with their values, others may not have the luxury or privilege to forgo an opportunity because of financial or caregiving obligations. In this article, I make several suggestions for writing a cover letter in a way that highlights one's expertise and knowledge while not undermining one's values or chances for a role.
Do Your Research
In my forthcoming book, "Leading Toward Liberation: How to Build Cultures of Thriving in Higher Education," I refer to the liberation psychology concept of "reading reality." Reading reality involves becoming aware of the sociopolitical forces at play and strategizing a way forward. Applied to the job search, candidates can read the leadership profile carefully and notice the knowledge, skills, and personal qualities that are emphasized. Does the leadership profile mention words like diversity, equity, inclusion, justice, and belonging? Does the profile include DEI values without using these words? Consider a leadership profile that includes the following statement: "The successful leader will have outstanding collaboration skills and deep experience building communities in which everyone is valued for their contributions." Notice how DEI was not mentioned directly yet this statement appears to value inclusion and belonging. In addition to reviewing the profile, also review websites and other publicly available information to notice the language used to describe the value of belongingness work to this institution. When reading these materials, take the perspective of the hiring manager and the search committee to consider what skills and qualities they value. Consider also the mission of the unit you might lead. How is this mission described?
Reframe Your Work, Don't Bury It
A close reading of the leadership profile and corresponding materials provides guidance about the choice of words that search firms and committees prefer. How can you use similar words and phrases to align your expertise with the desired role? Take, for instance, a leadership profile that requires "evidence of success in recruiting and retaining outstanding scholars who meet the needs of today's students." As a leader who has advanced diversity and inclusive excellence into faculty and staff hiring policies and practices, I might reframe my work in language that matches this requirement. I could affirm that my prior success in hiring could provide the unit and the institution a competitive edge because I know how to align recruitment criteria with the needs and desires of today's students. I could offer an example of how I ensured that faculty position descriptions included requirements that candidates demonstrate evidence-based and person-centered teaching strategies and that research expertise be relevant to the lives of our students. I could also describe how I was able to work with search committees to create selection rubrics that were aligned with the position descriptions, which fostered transparency and ensured that excellent candidates were not overlooked simply because they did not receive mentorship while on the job hunt.
Organize Your Letter Based on Leadership Profile
In the past, DEI might have been found in a separate section of the leadership profile or integrated throughout. It is unclear how the recent orders and directives will directly affect the composition of leadership profiles. But the organization of your letter still matters. Search committees may read dozens of letters and accompanying CVs to select an initial set of candidates to evaluate further. In many cases, they evaluate candidates at this stage based on their ability to address elements in the leadership profile. Choose an organizational strategy that allows you to tell a story in which your expertise shines. You may decide to use the exact headings or areas of responsibility listed in the profile or to frame your letter by highlighting the evidence of the leadership qualities described in the profile. However you organize your letter, ensure that you address the required and desired qualifications. Simply writing about one's accomplishments without connecting them to the leadership profile is unlikely to get you to the next step in the evaluation process.
Pay Attention to Your Values
While you write your cover letter, you may experience emotions ranging from excitement to dread. Pay attention to these feelings since they can be initial indicators of how well your values match the values described in the leadership profile. When writing a letter for one leadership position, I recall becoming more excited and enthusiastic about the role the longer I wrote. I realized how much I wanted this position, which I eventually landed. But for another role, I recall having misgivings as I was writing. Even though I was well-qualified for the job and it appeared I was the perfect candidate, something was nagging at me. It was confirmed in a conversation with the search firm representative who clarified the primary job duties and expectations. I withdrew from consideration at that point and reflected on how my gut was telling me something while writing my letter. Feelings might also be a result of external factors such as feeling pressured to find a job due to impending or current unemployment. Regardless of which emotions are triggered while writing your letter, take a moment to reflect on what they might be telling you about this particular position so you can take appropriate action.
Writing cover letters in today's academic job market is challenging, especially for higher education leaders who have advanced belongingness in their work. To land a job in this environment, it is not necessary to compromise on one's values or hide one's skills and expertise in the DEI space. Job candidates can still read the reality of their prospective working environments and make choices that enhance their competitiveness and permit them to do work aligned with their values.
