Implementing INCLUDE: Using UDL Principles To Design An Inclusive Campus Visit

Many people interested in inclusive and equitable searches in higher ed have learned how to write the job ad, review the written applications, and avoid unadvisable interview questions. To account for candidates' neurodiversity, the search committee may also have a culture-add mentality to ask (and how to ask them) during the actual interviews. But in our experience in trainings, on search committees, and as job candidates, campus visit logistics often get left out of these efforts for inclusion. As the campus visit is an important and final screening and recruiting stage for the committee's top candidates, its logistics should be important to search committee members, any administrative assistants who help with the search, hiring authorities, and any search advocates or DEI liaisons. For too often, exclusionary biases creep into the process and sour the candidate on the campus or vice versa. Logistics can be made more inclusive to candidates with various physical abilities or other differences-be they visible, invisible, situational, religious, cultural, or medical-that are irrelevant to the job and should not determine how well they do in the interview.<p></p>