Organizations can support intersectional equity in hiring by diversifying interview panels, using structured questions, training evaluators on intersectionality, revising rubrics, applying blind recruitment, soliciting candidate feedback, ensuring accessibility, auditing data, removing biased requirements, and fostering ongoing improvement.
How Can Organizations Address Intersectionality in Their Interview and Evaluation Processes?
AdminOrganizations can support intersectional equity in hiring by diversifying interview panels, using structured questions, training evaluators on intersectionality, revising rubrics, applying blind recruitment, soliciting candidate feedback, ensuring accessibility, auditing data, removing biased requirements, and fostering ongoing improvement.
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Structured Interviews & Evaluation Rubrics
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Diversify the Interview Panel
Organizations should assemble interview panels with members from diverse backgrounds, identities, and experiences. A varied panel is more likely to recognize and account for the complexities of intersectionality, minimizing bias and ensuring that multiple perspectives are represented during candidate assessment.
Standardize and Structure Interview Questions
Using standardized and structured interview questions reduces the influence of individual biases. This approach ensures all candidates are evaluated on the same criteria, and helps to avoid questions or assessments that may unintentionally disadvantage candidates from intersecting or marginalized identities.
Provide Intersectionality Training for Evaluators
Offer training that educates interviewers and evaluators about intersectionality—how overlapping identities (such as race, gender, sexuality, ability, etc.) impact lived experiences. This training should include strategies for recognizing and reducing bias throughout the hiring process.
Review and Revise Evaluation Rubrics
Evaluate current scoring rubrics and criteria to ensure they account for and do not penalize candidates with intersectional identities. Incorporate criteria that value diverse experiences and perspectives, and avoid overly rigid standards based on dominant cultural norms.
Use Blind Recruitment Techniques
Where possible, implement blind recruitment strategies that remove identifying details (names, gender, school, etc.) from applications to minimize unconscious bias. While this does not wholly address intersectionality, it can help create a more level playing field during the initial screening phase.
Solicit Feedback from Candidates
Collect anonymous feedback from candidates about their interview and evaluation experiences. Pay attention to feedback from those who identify with multiple marginalized groups, and use insights gained to identify patterns of exclusion or bias to improve future processes.
Customize Accessibility and Accommodation
Recognize that intersectional candidates may face unique accessibility challenges. Ask all candidates about their needs and proactively offer accommodations that address a spectrum of identities and abilities (e.g., language, mobility, neurodiversity).
Analyze Data for Equity Auditing
Regularly analyze hiring and evaluation data to detect disparities in outcomes for candidates from different and intersecting identities. Use findings to adjust processes and address gaps where certain groups are consistently underrepresented or disadvantaged.
Remove Culturally Biased Requirements
Reexamine job requirements, “must-have” credentials, or preferred experiences for cultural or socioeconomic bias. Ensure that qualifications are genuinely necessary, and that the process doesn’t disproportionately exclude candidates from marginalized intersections.
Foster a Culture of Ongoing Improvement
Addressing intersectionality is not a one-time task. Foster an organizational culture of continual learning, inclusion, and adaptation. Encourage staff to stay informed about best practices, invite feedback, and be willing to refine processes for greater equity.
What else to take into account
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