October 29 18 presentation on equitable search rwu
Equitable Search Training
Roger Williams University
Dana Hutchinson, WorkTrain, Burlington, VT
October 29, 2018
1. To learn how to interrupt bias in search process.
2. To explore the effective use of selection criteria that
focuses on qualifications.
3. Learn how to design and run structured interviews
and processes that safeguard objectivity and fairness.
“This isn’t an overnight fix. But companies are
recognizing that some individuals don’t have a seat at
–Ryan Williams, Cofounder of Jopwell
Understand bias and importance of acknowledgement.
To understand how bias impacts recruiting activities and
how to avoid problematic practices that exclude talent.
Explore selection criteria and how it is used to keep focus
Learn about how to design and run structured processes to
safeguard objectivity and fairness.
Ultimately to avoid problematic practices that exclude and
work in ways that foster inclusivity.
Are deeply entrenched attitudes, beliefs, history, and
motivations that shape individual and social behavior.
Are originated from same influences that form cultural
fluencies. Life experiences heavily influence how we view
and evaluate others. An unconscious bias is an
association or assumption held that affects attitude.
Biases drive un-objective and unconsciously formed
actions. Often, biases show up subtly and without
intention. Bias creates barriers to progress and access.
Search activities rely on both disclosure and
It is very important that search committee members not
reveal information to persons outside of committee.
Be focused and contain discussion.
Committee members need to be able to speak freely
without fear of reprisal.
Confidentiality extends in perpetuity.
While in process, a committee should regularly review
confidentiality and group agreements.
Pay attention to do’s and don’ts. Be sure that all
involved are aware of what is allowable.
Be prepared and well read about the interviewee, the
Give candidates great meeting opportunities.
MAKE NO ASSUMPTIONS.
Be prepared with questions and plan.
Does the hiring department have an information packet?
Allow sufficient time for follow up and candidate
Rhetoric is important.
Remember, we need to know if the candidate is qualified
to perform the role being recruited:
Record on Diversity: mentoring; pedagogy; activism;
recruitment; community action; and research on issues
related to diversity, inclusion, and/or social justice?
Be aware and diligent regarding influence of
unconscious assumptions and biases.
In order to recruit and evaluate fairly, committees need
to be vigilant about biases/assumptions that can impede
Use a rubric to measure objectively – think grading.
Regularly evaluate and consider whether women and
underrepresented minorities are being properly
Be sure that every decision made by the committee is
Do winnowing in stages
Initially retain ALL potentially interesting candidates for
Have a method for sharing input.
15-20 minutes per application should be expected at
Regularly check in with members around progress and
Short list should result from much consideration and
Keep detailed records.
How do we create an inclusive impression for all
A now classic experiment showed that white
interviewers sat farther away from black applicants,
made more speech errors and ended the interviews
25% sooner than when with white applicants.