importantly, if people are leaving,
are people in traditionally underrepresented groups leaving at higher
rates than other people? What
sets the Top 50 apart from other
companies is that their retention
rates are level across race/ethnicity
and gender. You don’t want to work
for a company in which people are
leaving because they feel they can’t
get recognized or promoted because
of who they are.
an EEOC charge or be part of an
overall lawsuit if, for example,
the candidate was not hired and
wants to use the question as part
of the proof that the reason for
the non-selection was a protected
global head of diversity and inclusion for Novartis Pharma AG
(Novartis Pharmaceuticals is No.
16 in the Top 50), recalls being on
the interviewer side of the table
when an inappropriate question
was being asked. “Before I joined
Novartis, I sat on an interview
panel once where there was an
African-American candidate who
went to an HCBU, and my colleague at the time asked, ‘Why did
you choose to go to that particular
college versus going to a more traditional school?’ and I was actually
offended,” says Gadsden-Williams.
“I called him on it immediately
and said, ‘What kind of question is
that?’” The applicant was offered a
position and declined it. “And I’m
glad,” she says.
BE ON THE
I f the organization is arevolving
door of talent, it might be wise to
consider all your options carefully
before making a commitment. Most
ARE YOU TREATED
IN THE INTERVIEW?
J ust because you”re the interviewee
doesn’t mean that you should
expect to be treated like a doormat.
Of course, things happen. It’s
not uncommon for interviews to
be shifted and rescheduled. But
beware of these signs:
Is the interview rescheduled
repeatedly, with little notice?
Upon arrival, are you made
to wait an excessive amount of
time before meeting with your
Does the interviewer seem
distracted or disinterested in what
you have to say?
Does the interviewer avoid
giving you direct eye contact or
show no interest in listening to
your responses? If you are from
a traditionally underrepresented traditionally underrepresented
g roup, be especially attuned to
t hese micro-inequities.
“To an extent, the interviewee
d oes have some control if there are
q uestions being asked or if you feel
l ike you’re being violated in some
w ay,” says Gadsden-Williams.
“Sometimes you feel like you are
at the mercy of the employer, but