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Phase 5 - Interviewing Candidates
It is during the interview process that strengths and weaknesses of candidates start to become more evident. It is also a time when implicit bias can start to sneak into the process (e.g., “I don't know why I feel so comfortable with this candidate!”). This is a good time to repeat the primary objectives for the position and the key areas you wish to assess in the search and keep them “front and center” in the evaluation process.
Selection of DEI Questions
Decide what information relevant to DEI your search committee most needs from the candidate (areas of DEI-related expertise, curricular development around DEI issues, connecting DEI to the general field of study, inclusive and equity-minded teaching practices, experience working with students from various social identities, DEI- centered research agenda, mentoring/service experience, program building, etc.) and let that guide your selection of questions related to this area.
Sample DEI Questions
Diversity questions should be utilized in rounds one and two of the interview process. Use more than one when needing to cover multiple areas or to gain clarity on previous answers/statements. The committee may decide to use one of the sample questions included below or they may create a more appropriate question for their recruitment. The question selected must be submitted in the recruitment plan and approved by OUDI.
Diversity, Equity, and Inclusion (DEI) Screening Questions:
- Please describe your experience teaching underrepresented students, and how does your teaching philosophy help all students to be successful?
- How do you foresee yourself contributing to Cal Poly’s commitment to DEI?
- What does it mean for you to have a commitment to diversity, equity, and inclusion? How have you demonstrated that commitment, and how would you see yourself demonstrating it in this role?
- How have your experiences prepared you to advance our institution’s commitment to diversity, equity and inclusion?
- In what ways have you attempted to advance your understanding of diversity, equity, and inclusion issues? Can you provide specific examples of how you have applied that knowledge to your teaching, research, and/or service?
- How does your own identity impact your teaching, research, and/or DEI-related service?
Teaching-Specific DEI Questions:
- What strategies have you used to foster equity in your courses? This could include course design, as well as interactions with students.
- Please describe an experience you have had that demonstrates your knowledge and awareness of the culturally diverse backgrounds of students.
- What steps have you taken, or would you take, to remove potential barriers to academic success that may be experienced by some underrepresented students?
- What are some of the ways you strive to make students from all backgrounds feel included through your teaching and mentoring?
- Please describe your strategies for expanding students’ knowledge of, and ability to work productively with, others who have social identities and experiences different from their own.
Research-Specific DEI Questions:
- In what ways have you incorporated diversity, equity, and inclusion in your research activities?
- How do you stay up to date with research and current DEI issues in your field? How do/would you apply that knowledge into your work within this role?
Service-Specific DEI Questions:
- In what ways have you fostered diversity, equity, and inclusion through your service activities?
- What diversity-related service activities have you participated in?
*Note that graduate students or some applicants from industry may not have “service” activities per se. Consider broadening to include other types of work experience if necessary.
Evaluating answers to DEI-related questions:
- Does a candidate avoid referring to race or gender in answering questions related to diversity? (Note: candidates with DEI expertise or experience would likely recognize that avoiding reference to race or gender signals potential discomfort with DEI topics. Additionally, our campus data indicates that issues related to race and gender are the primary areas that need addressing currently.)
- Is a colorblind or overly simplistic view applied to talking about inclusion or diversity (e.g., “We’re all human,” “There are all kinds of diversity,” “I value all students”)?
- Do the answers center around one example/experience related to DEI? (thereby indicating a lack of broad experience)
- Can the candidate talk about their own identity facets and how these may impact their teaching, research, and/or DEI related service?
- What level of detail does the candidate provide in their plans to support and promote DEI as a potential Cal Poly faculty member?
