3 Questions: Amanda Bailey
Expertise, diversity, philanthropy, and fellowship are woven throughout Boston University Women’s Guild, Women of Color Circle, and the greater BU community. Tapping into the University’s professional, academic, and philanthropic network, BUWG proudly welcomes a variety of presenters—all of whom share their experiences within their specified professions. 3 Questions offers a behind the scenes glimpse at our presenters—BU women leading the charge.
About Amanda Bailey
Amanda took on the role of Vice President for Human Resources at Boston University in August of 2021 bringing along with her 27 years of HR experience‑17 years specifically in the education sector.
Prior to BU, Amanda served as the Vice President of Human Resources at Brown University and held key human resources titles at Morehouse College in Atlanta, the Broward County School Board in Fort Lauderdale, Fla., and Westwood College in Chicago, among others. She earned a master’s degree in both human resources management and labor relations from the University of Rhode Island with a bachelor’s degree from Florida Atlantic University. Her accomplishments and innovative human resources practices were recently recognized in Profile magazine.
High on Bailey’s professional agenda is to elevate BU’s diversity recruitment efforts.
“Attracting and developing our employees at BU will continue to be defined by seeking diversity in identity, perspectives, personal and professional experiences, and leadership,” she says. “Our commitment to seeking these attributes is informed by our commitment to a culture of inclusive excellence.”
BU Women’s Guild connected with the University’s accomplished HR VP to discuss the importance of workforce diversity. This “3 Questions” feature shines a light on the benefits of diversity recruitment and offers tips to implement these strategies into BU’s hiring process.
Definition of Diversity Recruitment
Identifying new or existing members across our community who promote an inclusive culture. These members are recognized for their unique attributes and experiences to contribute to advancing BU’s mission. Members may have a different gender identity, race/ethnicity, physical or unique abilities, age group/generation, or other characteristic that promotes diversity within BU’s workforce. — Amanda Bailey
Q1. What are the benefits of a diverse workforce?
Amanda Bailey: Over the past 20 years, research has shown that organizations have been very successful when engaging employees for their feedback to inform continuous improvement initiatives. In addition, research findings indicate that employees who have different experiences to share with senior leaders accelerate advancement of the organization’s strategic goals and increase revenue outcomes. Diversity results in better engagement with employees and increased performance across an organization. It is imperative today to not only recognize these long-standing findings, but also to recognize that we have diverse talent within the BU community who can contribute to BU’s continued growth. This recognition will lead to employees feeling more valued and confirmation that they belong within the BU community; it also leads to employees’ awareness of BU’s purpose, mission, and vision.
“Diversity means better engagement for employees and better performance for an organization.”
Q2. Can you share an inspiring moment, experience, or action that profoundly and positively impacted your diversity recruitment mindset?
Amanda Bailey: As a first-gen student, I have been fortunate to have mentors along the way and to give me feedback and offer help. I have tremendous gratitude for the opportunities that have resulted from their help. I often look for ways to lend my support to other service-oriented leaders who commit their time and talents to improve our society.
Looking through this lens has shaped my attitude and behaviors over the years, and I strive to recognize colleagues whose contributions may not be visible to others. It’s important to me that employees feel respected.
Q3. What are 3 ways to improve diversity recruitment at BU?
Amanda Bailey: Tip #1: Never lose an opportunity to “brag about BU” – to your friends, neighbors, other members of your community circles. Each time you showcase what great things are underway at BU, you’re informing someone who will think of BU first when they look for their next career step.
Tip #2: Keep in mind to connect at BU with faculty and staff community network members, so they can reach out to their network of colleagues and share opportunities at BU. Relying on the power of networking continues to be a great way to demonstrate our appreciation to our colleagues.
Tip #3: Set reasonable expectations for employees, especially those from underrepresented groups. Resist the urge to attach expectations that one diverse employee can change an organization’s culture–this happens over time and not with one employee. Setting reasonable expectations for work, workload, and a work environment creates an equitable work experience for employees.
Event Archive
BU Women of Color Circle | BU Women’s Guild event
2nd Annual Allyship Event
“Tips to Improve Diversity Recruitment”
with Amanda Bailey
Friday, January 28, 2022 | 12 – 1 pm
Virtual event
Open to all BU Women of Color Circle and BU Women’s Guild members
The presentation includes: The importance of recruiting for diversity; How an inclusive culture shapes diversity recruitment effort to build a diverse workforce; What can we do now at BU to attract and retain diverse talent?; and Where are we headed to build a diverse workforce? Questions about Diversity Recruitment: Contact Inez Alexander, Director of BUHR DEI, Administration & Programs at ineza@bu.edu.
About the author: Maureen McCarthy is a BU Women’s Guild Communications Co-chair and Communications Manager for BU’s Office of Digital Learning & Innovation.