Common microaggressions in tech interviews include questioning expertise based on identity, making assumptions about culture fit or experience, interrupting candidates, downplaying non-traditional backgrounds, showing bias in questions, and making inappropriate personal or language comments.
What Common Microaggressions Emerge During Tech Interviews, and How Can They Be Addressed?
AdminCommon microaggressions in tech interviews include questioning expertise based on identity, making assumptions about culture fit or experience, interrupting candidates, downplaying non-traditional backgrounds, showing bias in questions, and making inappropriate personal or language comments.
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Questioning Technical Authority Based on Identity
A common microaggression in tech interviews occurs when interviewers express surprise at a candidate's technical knowledge or implicitly question their expertise based on gender, race, or age. For example, saying “Wow, you really know your stuff!” in a surprised tone can be condescending. To address this, interviewers should approach all candidates with the same level of respect and expectation, normalizing competence across all identities.
Assuming Cultural Fit Based on Stereotypes
Asking candidates if they’d be comfortable with the company’s “fast-paced, competitive environment” — especially when directed at candidates from underrepresented groups — can suggest they don’t fit the industry stereotype. Training interviewers to focus on skills rather than personality-based assumptions helps address this bias.
Speaking Over or Interrupting Candidates
Underrepresented candidates may be interrupted or spoken over more frequently, minimizing their contributions. Interviewers should consciously give candidates space to fully answer questions before responding, and panelists should be made aware of bias that may lead them to unconsciously interrupt certain candidates more often.
Making Assumptions About Experience Levels
Microaggressions can arise when interviewers assume certain candidates are “junior” or less experienced due to age, race, or gender. Avoid making statements like “I’m surprised you’ve worked on such advanced projects” and instead, review everyone’s resume thoroughly before the interview.
Downplaying Non-Traditional Backgrounds
Candidates from bootcamps or non-traditional educational backgrounds might hear remarks like, “So you didn’t go the usual route?” Such comments can invalidate a candidate’s path. Instead, recognize varied educational and experiential backgrounds as assets that bring diversity to the team.
Unconscious Bias in Technical Questions
Sometimes interviewers unconsciously ask harder or more pointed questions to specific demographics, doubting their capabilities. Companies should standardize technical assessments to ensure fairness and avoid giving harder questions based on personal bias.
Tokenism and Diversity Hire Comments
Suggesting or implying that a candidate is being considered mainly to fill a diversity quota (“We’ve been looking for more women in engineering”) is a microaggression. Reiterate that every candidate is evaluated on merit, and train interviewers not to reference diversity goals in individual feedback.
Assuming English Is Not Their First Language
Asking “How long have you been speaking English?” without context, or complimenting a candidate’s English when their accent is noticeable, can feel patronizing. Unless language proficiency is explicitly required, avoid commenting on speech; focus communication feedback on clarity, not accent.
Invalidation of Past Workplace Cultures
Dismissing or belittling a candidate’s previous job at a lesser-known company or in a different country (“That must have been so different from real tech companies”) minimizes valid experience. Frame questions to explore skill transfer rather than to compare or diminish past workplaces.
Gendered or Personal Questions
Questions about family plans, marital status, or how a candidate will “handle” work/life balance—especially directed at women—are inappropriate and can be microaggressions. Ensure all personal questions are strictly relevant to the job and are asked consistently of all candidates, ideally avoided unless job-related.
What else to take into account
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