Using the Multicultural Interviewing Rubric (MCIR) to Advance a Multicultural/Inclusive Organization
What is the candidate’s definition of a multicultural/inclusive organization?
How would this candidate help to advance your College’s commitment to striving to become a multicultural organization?
What is the candidate’s commitment to creating a multicultural/inclusive organization?
When answering questions, how often does the candidate address multicultural issues and/or provide multicultural examples?
What is the individual’s leadership style? How will her/his style advance the College’s vision, mission and commitment to equity and
inclusion?
6. When asked about his/her understanding of challenges that face higher education in the 21st century, how does he/she answer this
question? Is there any information that supports his/her understanding of diversity, equity, and/or inclusion?
7. How has he/she impacted practices, programs, policies, procedures and services that effectively serve the needs of diverse student and
staff population?*
8. What external partnerships has the candidate developed? What role have these partnerships played in advancing equity and inclusion?
9. What messages related to diversity has she/he given to the campus and external community? How? In what forums? How were his/her
messages received?
10. What culturally relevant programs, workshops and services has the candidates designed and implemented?
11. How has she/he worked to create an environment that values and capitalizes on diversity?*
12. How has she/he supported and/or created an inclusive work environment across the breadth of differences that promotes the success of
all student and staff?*
13. How has the candidate developed student, staff and faculty relationships & partnerships across the campus? How have these
partnerships or relationships helped advance the Colleges commitment to effectively serving their diverse community?
14. What message(s) and actions has he/she exhibited that has led to campus accountability related to equity and inclusion?
15. Why does the candidate believe that diversity, equity and inclusion are important to higher education? How does she/he share that
message with others?
16. How has the candidates multicultural experiences impacted her/his work with faculty, staff and students?
17. When faced with resistance related to diversity ideas and the campus’ commitment to creating an inclusive organization, how has he/she
managed the resistance? What has he/she learned from the resistance? How has he/she applied this learning?
18. How has she/he included all members as active participants in decisions that shape the organization?*
1.
2.
3.
4.
5.
Obear, Kathy (2014). Social Justice Training Institute, www.sjti.org, kobear@earthlink.net) in collaboration with Jackson, B.W., Social Justice
Education, University of Massachusetts-Amherst.*
Developed by Terrell-Powell, Yvonne L. & Johnson, Ernest (2014). Using the Multicultural Interviewing Rubric (MCIR) to Advance a
Multicultural/Inclusive Organization.