Non-Discriminatory Interviews at UCF

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

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

3. 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.

4. 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 PeopleAdmin Departmental EEO Report • Call OIE with questions

5. 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.

6. 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)

7. 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).

8. 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.

9. 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

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

11. 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

12. 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)

13. 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.

14. 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.

15. NON-DISCRIMINATORY INTERVIEWS Online Do’s and Don’ts • Do’s – LinkedIn • Don’ts – Facebook, Twitter, Tumblr, Instagram, or other social sites

16. NON-DISCRIMINATORYINTERVIEWS 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”

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

18. INTERVIEWER NON-DISCRIMINATORY INTERVIEWS Use both written information and interview to select the best qualified candidate!

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