non-discriminatory interviews at ucf
DESCRIPTION
Non-Discriminatory Interviews at UCF. Equal Opportunity and Affirmative Action Programs 2013-2014. for INTERVIEWER CERTIFICATION. EO/AA perspective on meeting the university’s goals. Goal #4: To become more inclusive and diverse. NON-DISCRIMINATORY INTERVIEWS. Planning tips. - PowerPoint PPT PresentationTRANSCRIPT
UCF
Non-Discriminatory Interviews at UCF
Equal Opportunity and Affirmative Action Programs
2014-2015
UCF
INTERVIEWER CERTIFICATION
EO/AA perspective on meeting the university’s goalsEO/AA 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 two racial/ethnic groups
Use group data in PeopleAdmin Departmental EEO Report
Call EO/AA 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) Sexual orientation, gender identity,
gender expression Religion Age Disability, Genetic information Veterans Status, Marital StatusABOVE 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 (eg. 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 (eg. 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
Interview details
Ask same questions of all candidates -including internal candidates or interim appointees
NON-DISCRIMINATORY INTERVIEWS
UCF
More details!
♦ 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
♦ Ask questions seeking job-related information ONLY
NON-DISCRIMINATORY INTERVIEWS
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
Document the selection, using job-related criteria ♦All information sought should help to determine probable 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
Document the selection, using job-related criteria ♦All information sought should help to determine probable 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
NON-DISCRIMINATORY INTERVIEWS
UCF
Well-documented selections include:Well-documented selections include:
♦ Record of which applicants are advanced at each round.
♦Record of the job-related criteria used to determine which applicants should be advanced to the next round.
♦ Advance all applicants who are equal with respect to the criteria considered at each round or explain why the candidate was not advanced.
NON-DISCRIMINATORY INTERVIEWS
UCF
Online Do’s and Don’ts Online Do’s and Don’ts
♦ Do’s – LinkedIn
♦ Don’ts – Facebook, Twitter, Tumblr, Instagram, or other social sites
NON-DISCRIMINATORY INTERVIEWS
UCF
References (getting) References (getting)
♦ Check for what UCF needs to know – and use it!
♦ Consequences of not checking – “negligent hiring”
♦ Do not seek or consider past discrimination complaint activity.
NON-DISCRIMINATORY INTERVIEWS
UCF
♦ Respond accurately and from the record
References (giving) References (giving)
♦ Refer callers to HR for employment verification (consistently!)
♦ Consider former employees “eligible for rehire” unless documented
NON-DISCRIMINATORY INTERVIEWS
UCF
Use both written information and interview to select the best qualified candidate!
Use both written information and interview to select the best qualified candidate!
INTERVIEWER
NON-DISCRIMINATORY INTERVIEWS
UCF
Questions and comments?
Thank you!
UCFEOAA UCF EO/AA
www.eeo.ucf.edu (407) 823-1EEO
NON-DISCRIMINATORY INTERVIEWS