{"id":984,"date":"2020-12-18T15:43:39","date_gmt":"2020-12-18T23:43:39","guid":{"rendered":"https:\/\/hr.uw.edu\/talent\/?page_id=984"},"modified":"2025-12-09T12:18:02","modified_gmt":"2025-12-09T20:18:02","slug":"guidance-on-diversity-interview-questions","status":"publish","type":"page","link":"https:\/\/hr.uw.edu\/talent\/hiring-process\/interviewing\/guidance-on-diversity-interview-questions\/","title":{"rendered":"Guidance on diversity interview questions"},"content":{"rendered":"<p>In November of 1998, Washington voters passed Initiative 200 (I-200), which reads, \u201cthe state shall not discriminate against, or grant preferential treatment to, any individual or group on the basis of race, sex, color, ethnicity, or national origin in the operation of public employment, public education, or public contracting\u201d .<\/p>\n<p>While I-200 is a state mandate and must be observed, efforts to <strong>recruit a diverse workforce<\/strong> through outreach, networking and marketing are encouraged.<\/p>\n<h4 id=\"interview-questions-focused-on-diversity-equity-and-inclusion-dei\">Interview questions focused on diversity, equity and inclusion (DEI)<\/h4>\n<p>To build an inclusive workforce, hiring managers should ask questions that help them gain insight into a candidate\u2019s experiences and approach to working with people from diverse backgrounds. In addition, asking diversity-focused questions reinforces the University of Washington\u2019s commitment to inclusion and belonging and to creating a fair and equitable workplace.<\/p>\n<p>Requiring a personal diversity statement as a part of the application materials is no longer permissible as it may reveal the identity of populations in your applicant pool and, consequently, may introduce bias into the process. As an equal opportunity employer, we have to ensure we are evaluating all applicants inclusively and equitably.<\/p>\n<h5>Principles to follow<\/h5>\n<p>The purpose of DEI-related interview questions is not to assess the applicant\u2019s personal identity, but to assess the applicant\u2019s skills and knowledge in order to create a workplace where everyone belongs. Below is a list of principles to consider when including diversity questions in your interview process:<\/p>\n<ul>\n<li>Explain why valuing diversity is important in the role or department at all stages of the process.<\/li>\n<li>When applicable, consider using scenario or technical questions vs broad open-ended questions.<\/li>\n<li>Make sure the question is relevant to the position and team culture.<\/li>\n<li>Develop guidelines for a \u201cquality answer\u201d with hiring team prior to screening candidates.<\/li>\n<li>Look for actionable answers vs ideals and theories<\/li>\n<li>Make sure the question is appropriate for the level of position (entry level, student-facing, administrative, leadership, staff, etc.).<\/li>\n<\/ul>\n<p class=\"uwhr-toc-top-btn\"><a href=\"#toc\">Return to top<\/a><\/p><h4 id=\"guidelines-for-a-quality-answer\">Guidelines for a \u201cQuality Answer\u201d<\/h4>\n<p>As a best practice, look for complete responses to questions. Consider using the S.O.A.R. technique: Situation, obstacle, actions (they took), result to examine the completeness of the response. In addition, think of specific <strong>competencies<\/strong> and <strong>criteria<\/strong> that support and provide evidence of the candidate\u2019s commitment to contributing to a workplace where everyone belongs.<\/p>\n<p>Resources:<\/p>\n<ul>\n<li><a href=\"https:\/\/hr.uw.edu\/wp-content\/uploads\/sites\/4\/2023\/02\/Planning-and-Conducting-Candidate-Interviews-20230213.docx\">Planning and conducting candidate interviews<\/a><\/li>\n<li><a href=\"https:\/\/hr.uw.edu\/talent\/wp-content\/uploads\/sites\/17\/2023\/02\/Behavioral-Interview-Question-Inventory-by-Competency-20230213.docx\">Sample behavior-based interview questions<\/a><\/li>\n<\/ul>\n<p class=\"uwhr-toc-top-btn\"><a href=\"#toc\">Return to top<\/a><\/p><h4 id=\"samples-of-dei-focused-questions-and-guidelines-of-a-quality-answer\">Samples of DEI-focused questions and guidelines of a \u201cquality\u201d answer<\/h4>\n<p>1. \u201cHow have you committed to understanding and contributing to a workplace where everyone can thrive?&#8221;<\/p>\n<h6><strong>\u00a0<\/strong><strong>Guidelines of a \u201cquality\u201d answer:<\/strong><\/h6>\n<ul>\n<li>Actionable: articulates specific actions or steps taken (Proactive and\/or Reactions)<\/li>\n<li>Clearly articulates or explain their \u201cwhy\u201d or \u201cmotivation\u201d<\/li>\n<li>Acknowledges the challenges and difficulties of this work<\/li>\n<li>Demonstrates specific classes, tools, resources, trainings used to gained more understanding<\/li>\n<\/ul>\n<p>2.\u00a0 \u00a0\u201cWhat steps have you taken to mitigate your biases in the workplace?\u201d<\/p>\n<h6><strong>\u00a0<\/strong><strong><em>\u00a0<\/em><\/strong><strong>Guidelines of a \u201cquality\u201d answer: <\/strong><\/h6>\n<ul>\n<li>Clearly demonstrates knowledge of bias in general and different types of bias<\/li>\n<li>Able to articulate and explain self-awareness of their own biases<\/li>\n<li>Clearly defines their measure of success or failure<\/li>\n<li>Speaks to knowledge of personal impact of biases as well the impact on others<\/li>\n<li>Identifies specific steps taken and additional growth and resources desired<\/li>\n<\/ul>\n<p>3.\u00a0 Scenario: You are in a departmental meeting\/training where a co-worker communicates that they feel targeted by the facilitator\u2019s micro-aggressions. They express that they feel they need to communicate this to the facilitator after everyone else has left. They seem uneasy and very much affected. What is your response?<\/p>\n<h6><strong>\u00a0<\/strong><strong>Guidelines of a \u201cquality\u201d answer: <\/strong><\/h6>\n<ul>\n<li>Actionable: What specific actions would they take? Did they use \u201cI\u201d statements?<\/li>\n<li>Clearly demonstrates importance of acknowledging and validating their co-workers feelings and concerns<\/li>\n<li>Acknowledges personal challenges or difficulties of the scenario<\/li>\n<li>Did they act as an ally or advocate?<\/li>\n<li>Articulates and explain how they would support and follow-up with their co-worker<\/li>\n<\/ul>\n<ol start=\"7\">\n<li style=\"list-style-type: none\">\n<ol start=\"7\">\n<li style=\"list-style-type: none\"><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n<p class=\"uwhr-toc-top-btn\"><a href=\"#toc\">Return to top<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>Guidance for hiring managers on integrating diversity, equity, and inclusion (DEI) considerations into the interview process.<\/p>\n","protected":false},"author":49,"featured_media":0,"parent":967,"menu_order":90,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"no","footnotes":""},"class_list":["post-984","page","type-page","status-publish","format-standard","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - 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