Systematize Practices to Block Bias 

The Aim

Make the interview process as effective as possible.

Take Action

	Select the interview panel. Set expectations to use bias-blocking practices and set clear roles and responsibilities.
	Prepare for interviews. Create clearly defined, shared criteria, and a standardized scoring system for all interviewers.
	Hold the interviews. Keep the process consistent for each candidate.
	Gather feedback and discuss. Ensure that feedback is collected in a consistent way to remain as unaffected by others’ opinions as possible.

Try these tools to design your interview process

User Tip: Assign one person on the nomination committee to lead and advise on the implementation of best practices and criteria.

Benefits

Consistency can lead to better decisions. When you stick to the agreed-upon criteria, you are more likely to value talented board candidates who may otherwise get overlooked. 

Why it matters

Consistent interview processes can help block performance and affinity biases that may otherwise prevent you from recognizing the talent of candidates from historically marginalized groups*.

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_{*Historically Marginalized Groups: These groups are defined by historic, systemic, and ongoing (current) discrimination and oppression to the “margins” of society. Learn more about historically marginalized groups in the glossary.}