Much attention has been focused on the search to fill a new senior administrative post created to  provide leadership in developing a campus-wide program to support equity and diversity at the University of Georgia. Many people have spent a good deal of time and thought on this process--a testament to the importance with which it is viewed.
It is disappointing to many of us that this post is not yet filled. In light of that fact--and ongoing campus conversations--I think it is important to review how we have gotten to where we are now and what will happen next.
I appointed the search committee for this post almost a year ago and asked Vice President for Instruction Tom Dyer to serve as chair. Choosing a vice president to chair this search committee was intended to signify to the campus and beyond the seriousness of the search and the importance of this position. Beyond that, Dr. Dyer’s longstanding commitment to institutional diversity made him an excellent choice for this role. The rest of the committee included a cross-section of administrators, faculty, staff and students, some of whom asked to be involved in the search process. In addition, we engaged a search firm that had recently concluded a national search for a similar position, knowing that they would be well aware of available candidates. I met with the committee and representatives of the search firm to issue the charge to identify candidates who would be invited for campus visits, then to submit no fewer than three unranked candidates for my consideration.
With input from many people at UGA, the search firm prepared a document to assist candidates in assessing the job. It included a description of the responsibilities of the position, the goals and objectives and qualifications for the post, and information about the university and the university’s commitment to diversity. The document was affirmed by the committee and is widely available.
In the months that followed, the search firm and the search committee solicited candidates and reviewed applications. By January, the committee had selected five candidates to invite to campus who they determined to be well-qualified for the position and the best choices among the applications received.
The campus visits included a full schedule of meetings with various groups and individuals, plus two open forums for each candidate. These forums were publicized in Columns, the Red and Black and the Athens Daily News. The schedule also was posted on UGA Today, the campus master calendar, and various listservs.
Following the campus visits, I met with the search committee to hear their comments and was told at that time that all of the candidates were first-rate. I repeated the charge to provide me with the names of three unranked candidates whom the committee considered the top choices for the job and left the meeting with such a list. At this stage, the committee’s responsibilities were concluded and the decision was then in the hands of the hiring authorities. This is standard procedure for such searches.
I then spent a great deal of time studying recommendations and feedback from across campus and conferring with others before arriving at a conclusion. Once I offered the position and it was accepted, I sent a letter to the search committee to inform them of the decision, and the remaining candidates were notified that an appointment had been made.
Meanwhile, the appointee arrived in Athens with his family to talk with me and to engage in introductory meetings with some administrators and faculty with whom he would be working. Discussions regarding an appropriate academic appointment were begun in one of the two units whose deans suggested they would support an appointment.
Before a public announcement could be made, opposition surfaced. Some who disagreed with my choice took issue publicly in comments to reporters, who then called the appointee for his reaction. By Friday, March 16, realizing that there was vocal opposition to his selection, he withdrew. That afternoon, I released a statement to the media. I said then, and continue to feel, that we lost an outstanding candidate.
That leaves us where we are today. The pressing issues that this post was created to address need attention. I’m therefore working on an interim plan until a new search can be conducted, and want to assure the university community that this matter is among my highest priorities. As soon as details are worked out, information will be widely shared.
Meanwhile, I ask the cooperation of every member of the campus community in creating an environment that will permit us to move on. We have experienced a setback, but one that should not be insurmountable. I welcome the interest and input of those who want to see continued progress made on issues of diversity.
Karen A. Holbrook
Senior Vice President
for Academic Affairs
and Provost
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