NonDiscriminatory Interviews at UCF Office of Institutional Equity

Non-Discriminatory Interviews at UCF Office of Institutional Equity 2017 UCF

INTERVIEWER CERTIFICATION OIE perspective on meeting the university’s goals Goal #4: To become more inclusive and diverse UCF

YOUR ROLE IN MEETING GOAL 4 • Practice Affirmative Action by making sure the minimally qualified applicant pool is diverse and applying Veterans’ Preference (VP) for USPS positions. • Do not discriminate or retaliate, intentionally or unintentionally, in the interview/ selection process. • Present a welcoming and inclusive face to applicants. UCF

YOUR ROLE IN MEETING GOAL 4 • Make sure minimally qualified applicant pool is diverse- if not, recommend additional recruitment • Diverse pool has at least two females and members of at least three racial/ethnic groups • Use group data in People. Admin Departmental EEO Report • Call OIE with questions UCF

YOUR ROLE IN MEETING GOAL 4 • Do not consider, directly or indirectly, personal protected characteristics in the selection process when comparing individual applicants. • Do not seek information about personal protected characteristics in the selection process. • If you don’t know about a protected characteristic, you can’t consider it. UCF

PERSONAL PROTECTED CHARACTERISTICS • Race/ethnicity/color/national origin • Sex (including pregnancy and parental status) • Sexual orientation, gender identity, gender expression • Religion, non-religion • Age • Disability, Genetic information • Veterans Status, Marital Status ABOVE MUST NOT BE CONSIDERED (except Veteran’s Preference for USPS positions) UCF

NON-DISCRIMINATORY INTERVIEWS • What is Discrimination, Harassment, Retaliation? Discrimination: • Adverse treatment based on a protected personal characteristic (e. g. Deciding not to interview an applicant because she uses a wheelchair), AND • Neutral policies, that have more of a negative effect on applicants with a particular protected characteristic than other applicants and policy is not necessary (e. g. requiring applicants to Skype for interview may have a disparate negative effect because of age). UCF

NON-DISCRIMINATORY INTERVIEWS • Harassment: Unwelcome severe or pervasive conduct based on any protected personal characteristic • Retaliation: Must not consider an applicant’s prior complaint about discrimination-even if the complaint was not substantiated. UCF

NON-DISCRIMINATORY INTERVIEWS Planning tips: § Review Posting to understand job responsibilities and qualifications § Review Applications § If interview panel or search committee is used it should be diverse at least by sex and race/ethnicity UCF

NON-DISCRIMINATORY INTERVIEWS Interview details Ask same questions of all candidates -including internal candidates or interim appointees UCF

NON-DISCRIMINATORY INTERVIEWS More details! § Ask questions seeking job-related information ONLY § Develop a list of job-related questions and ask these questions of every interviewed candidate § Different follow up questions or questions about information on the application materials are OK UCF

NON-DISCRIMINATORY INTERVIEWS • Do not seek information about personal protected characteristics directly or indirectly. Examples: • Unless job requires weekend work, don’t ask if applicant can work weekends (could solicit info about religion). • Don’t ask whether the applicant has had to take a lot of sick leave (could solicit information about a disability). • Don’t ask if “spouse” works at UCF (could solicit information about marital status). • Don’t ask about native language (natl. origin) UCF

NON-DISCRIMINATORY INTERVIEWS Document the selection, using job-related criteria • All information sought should help to determine probably success in the position. • Be careful when using subjective criteria such as “professionalism” or “good work attitude” or “good communication skills”. • Check your “gut feelings” about an applicant. • Make sure implicit bias is not infecting these considerations. UCF

NON-DISCRIMINATORY INTERVIEWS Well-documented selections include: ♦ Record of the job-related criteria used to determine which applicants should be advanced to the next round. ♦ Record of which applicants are advanced at each round. ♦ Advance all applicants who are equal with respect to the criteria considered at each round or explain why the candidate was not advanced. UCF

NON-DISCRIMINATORY INTERVIEWS Online Do’s and Don’ts ♦ Do’s – Linked. In ♦ Don’ts – Facebook, Twitter, Tumblr, Instagram, or other social sites UCF

NON-DISCRIMINATORY INTERVIEWS References (getting) ♦ Check for what UCF needs to know – and use it! ♦ Do not seek or consider past discrimination complaint activity. ♦ Consequences of not checking – “negligent hiring” UCF

NON-DISCRIMINATORY INTERVIEWS References (giving) v. Respond accurately and from the record v. Consider former employees “eligible for rehire” unless documented v. Refer callers to HR for employment verification (consistently!) UCF

NON-DISCRIMINATORY INTERVIEWS Use both written information and interview to select the best qualified candidate! ER W E I ERV INT UCF

NON-DISCRIMINATORY INTERVIEWS Questions and comments? www. oie. ucf. edu (407) 823 -1336 UCF OIE Thank you! UCF