Inclusion on Purpose: An Intersectional Approach to Creating a Culture of Belonging at Work

by Ruchika T. Malhotra

Interview Recommendations How this can help mitigate bias Have a diverse interview loop and avoid panel interviews. A homogeneity of interviewees can indicate to candidates that diversity is not valued on the team. Panel interviews can reinforce hiring for culture fit over culture add. Create structured interviews, asking each candidate the same questions. Create corresponding interview scorecard for each question, with a rating scale (such as one through five). Determine whether questions will be weighted the same or if some are more important. This mitigates affinity bias. During interviews, ask the same questions in the same order, every time. This mitigates affinity bias or an interview process where the candidates are judged on different criteria. Score interviews right away. By not relying on memory, bias is reduced because we’re more likely to remember feelings and affinity rather than specific answers. Refrain from asking questions or having conversations about culture fit or criteria (both official and in discussions) around culture fit. Seek to bring culture add—people who are different and will add diversity to your team. If you’re seeking to diversify your organization, why hire for sameness? When discussing candidates in a group, start with the question, “Where could there be bias in this decision?” Making a group aware that biases may exist in decision-making is more likely to help draw out the biases and seek to rectify them. Using the interview scorecard, c...