How to handle "she's not a cultural fit" when debriefing a well qualified female candidate on a mostly male team?

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Speak up. You have a seat at a table, use it.

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Also, ask them to elaborate. If they had to explain to a lawyer in writing what that means, would they be willing to do so? If not, they'll know they're out of line.

likehelpful

Asking people to elaborate is a great way to get to the root cause of the bias. This is the approach I would take as well.

likehelpful

Time to educate. Raise concerns and share that cultural fit speaks to homogeneity and not an environment of belonging. We should not be seeking to replicate, but to add cultural dimension. https://www.linkedin.com/pulse/heard-words-culture-fit-interview-time-red-flag-check-angela-poire

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When hearing "cultural fit," ask: 1) can this candidate step in and immediately understand the shorthand, language and needs of creatives, clients and account? 2) can they take the pressure of the role? 3) are they ready to go or will they require extra training? If the answers are YES YESS YES Push for them.

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"Please elaborate. What would she need to do in order to be a better fit."

likesmarthelpful

Can they explain why “she’s not a cultural fit”? Do you feel comfortable pushing back and asking hard questions about bias? Did they actually have someone else in mind and doing interviews to check boxes? I feel like there is a lot more information that needs to be gathered, if you haven’t to help you handle this in a way that creates positive change.

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“What I am hearing you say is that based upon the persons blank and blank, they are not aligned with the policies and processes for employment here. Is that correct?”

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No such thing as not a cultural fit if we make space to accommodate our diversity and be intentional about inclusion. Make it a cultural practice at work.

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Turn the cognitive work back on them and get them to explain what they mean so they feel their biases

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