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A candidate that challenges the systems and takes a closer look of who is and is not included at the table. Someone that:

has and communicates a vision for the entire college not only for certain parts of it.

keeps us accountable and is transparent.

understands that equity is not a fashionable word, rather is an ongoing process that needs checks and balances.

is able to connect the dots of the various efforts, that recognizes and values the work of others and brings them to the front and center.

has experience building a culture of change and cultural competency.

understands the mission of a technical college, and the communities we serve.

cares about all employees as much as all students.

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1. Tell me about a time when you demonstrated leadership skills?

2. What is your process for monitoring the performance of the people that you have to lead?

3. Are you able to delegate responsibilities efficiently?

4. How would you describe your leadership style?

5. How do go about motivating a team?

6. As a leader, what values are most important to you?

7. How well do you collaborate with others and accept new ideas?

8. How do you handle disagreements with co-workers?

9. Who is your favorite leader? Why?

10. Are you more comfortable with verbal or written communication?

11. How do you respond to criticism?

12. Can you tell me about a time when you solved a problem for your employees/employer?

13. How do you measure your performance at work?

14. What strengths would you bring to this particular job?

15. How well do you know our organization? What changes would you seek to make if you worked here?

16. Do you have experience working in a diverse environment?

17. What are your views on racism and discrimination as it relates to DEI work?

own.

These questions below came from themuse.com

1. Please Share With Us What Diversity, Equity, and Inclusion Mean to You and Why They’re Important.

2. In Your Opinion, What Is the Most Challenging Aspect of Working in a Diverse Environment?

3. What Is Your Approach to Understanding the Perspectives of Colleagues From Different Backgrounds?

4. How Would You Handle a Situation Where a Colleague Was Being Culturally Insensitive, Sexist, Racist, or Homophobic?

5. How Would You Advocate for Diversity, Equity, and Inclusion With Colleagues Who Don’t Understand its Importance?

6. Tell Me About a Time When You Advocated for Diversity and Inclusion in the Workplace.

7. Can You Give Me an Example of How You Make Your Direct Reports Feel a Sense of Inclusion, Belonging, and Equity on a Daily Basis?

8. What Steps Will You Take to Eliminate Bias From Your Hiring Process?

I also believe they should be given scenarios to get a feel for how they think and/or problem-solving.  Scenarios in areas of diversity, budget, planning, and anything else.

-Celinda

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1. They know how to communicate effectively.
2. They know how to build relationships and they have an open mind.
3. They have a positive mindset and optimistic outlook towards the people they serve and for the work they do.
4. They are good listeners; hearing and processing what others have to say then take the appropriate action if applicable.
5. They are team players and have an understanding of what that is and looks like.
6. They harbor no ill will or feelings towards anyone and they are not easily offended.
7. They are confident in their abilities and work to see positive changes.
8. They have compassion and empathy.
9. They are good planners, good with time management, highly organized, and efficient.
10. They are both smart working and hardworking, intelligent, and have good common sense and good judgment.
11. They have no issues being accountable for their actions and do not make arbitrary decisions.
12. They are excellent and strategic problem solvers. They should be able to demonstrate this.
13. They have 1st hand experience in racial bias and discrimination. This is important in terms of having empathy and being able to share testimony and ideas for how to make things better.
14. They truly are proven to be an all-inclusive type of individual. They are not separatists and do not aim to divide people. Sometimes this happens subconsciously.
15. Should have demonstrated success or experience in this line of work.

-Celinda

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Someone who has demonstrated experience with change management, conflict resolution. Someone with budget experience, including grants. Someone with strategic planning experience, who is a pro-active planner for 1, 3, 5 years down the line. Someone who can build a strong support team for the DEI office. Someone not afraid to push the mold and take 'no' for an answer - an innovative, out-of-the-box thinker.

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Using Gerald Bradford's amazing analogy of climbing a mountain: we've done some great work with initiatives like WoM/MoM, but need an expert who can help us take these efforts to new heights, in new directions that are more useful to students.

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Someone good with budgets.

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A candidate with a vision beyond the limited language of "DEI". Someone who can imagine well beyond the illustration of 3 people standing on boxes at a ball game.

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What has the candidate done previously to shift culture or move needles in meaningful directions? And for how long?