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while we cannot actively suppress a bias that is implicit, by pausing and drawing our awareness to the possibility in a given interaction, we can mitigate the ways these biases dictate our reactions

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Especially when i'm interviewing prospectives or connecting with strangers in general is to look for the affinity group you both share, because there is something that connects you.

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they go into sell mode and i stop them and say assume i'm on  your side and we are exploring whether carleton is a good fit - and that's where the conversation goes.

working with high school students make it clearer that they are in sell mode, so easier to

fear of someone from hawaii (predominantly non-white) to a predominately white mn - giving them space to note they are afraid of that new reality and whether it is a fit.

looking at the interviewer as an attorney and someone priviledged - they don't know i'm 1st gen. showing my own vulnerability.

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As a biracial AAR I choose students of color but don't always know how to identify myself as a POC and offer myself as a resource--how can I share my identity without making assumptions about what prospects of color might need or what?

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As white AARs we sometimes refer to AARs of color. I sometimes say, "Many students whom I interview want to know more about the identity climate at Carleton regarding race, gender, sexuality. Do you have any questions about these topics? I can start answering them, and then I can also put you in touch with other people who can answer in even more depth, eg if you would like to talk to another POC . . . "

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working in law firms for 20 years - they did a pretty good job of diversity training - get folks to own their biases - especially the implicit one - own it and be aware of it. i often say, 'i am not your typical carleton student.' and i talk about the intellectual diversity component of it (some people hanging out and pontificating in the hallways and some people not, for example.)

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Name the power dynamics, call them out, point at them for yourself and the student. Be conscious and thoughtful about them.

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We need to be careful not to assume who's a good fit; we can trust the college to make these decisions and our job is to have the conversation/recruit.

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Keeping some mix in whom you reach out to of students who seem to have common bonds and experiences AND a random selection

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own it - state it - you're interviewing me as much as i'm interviewing you. 'truth and love' part of the poem.

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Finding the right audience/being the right resource: One may be a really helpful resource with a different generation (ex: concerned parents!) and help with answering questions about the value-add of Carleton years after they graduate

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When you're honest and transparent about where you are coming from and your experience may be different, it allows for students to bring their identity to the conversation as well.

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What is one thing that challenged your thoughts or perspective during this session?

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What is one topic you would like to extend your knowledge on or learn more about?

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What is one connection you made during today's session?