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Screening and DEI

The purpose of this article is to further the reader’s understanding of how diversity, equity and inclusion inform the Screening team’s work- and to show examples of the DEI-supporting resources we’ve created.

The Screening team makes an intentional effort to lead ongoing conversations and to seek professional development opportunities around topics of diversity, equity and inclusion. We also actively work to understand and remain aware of our own biases to ensure that the objectivity, safety and integrity of the screening process is maintained.  Our aim is to ensure our standards for determining whether a mentor is safe and appropriate are in service of our student population and org-wide DEI philosophy. A common understanding of the systemic inequities which impede access to opportunities and resources around post-secondary education, for low-income students of color, drives the work that we do. 

The resources listed below are a few examples of the resources we’ve produced to inform our day-to-day work. Each is a work in progress—we strive to collaboratively develop resources and tools to use in our DEI work and update as we continue to learn.

This tool can be used when you detect dog whistle language or bias and want to probe further.

This resource breaks down some of the coded language that has come up in the Screening interview and helpful follow ups to ask the applicant in those scenarios.

Some examples of the Screening team’s ongoing professional and personal development around DEI include:

  • DEI section in every weekly internal screening bulletin
  • Regular DEI-related discussions in Screening Weekly meeting 
  • Monthly DEI icebreakers at Screening Weekly
  • Screening DEI resources on Box
  • Screening Team representation in internal DEI staff spaces  

In summary, we believe very strongly in the idea that organization-wide DEI work is only as effective as the individuals and teams activating it. Screening continually works towards broadening our awareness of our own individual biases and systemic inequities which impact our student population and many of our mentor applicants.