Inclusion or Illusion: Unmasking Biases in Academic Appointments – Interviewers’ Perspective

Context: The benefits of a diversified workforce are undeniable. This research aims to contest the idea of inclusion and the impact of biases in academic appointments. It is argued that the meaning of inclusion is significantly framed by the selection panel members' biases around the candidate's identity. Individuals use questionable arguments to justify implicit biases around race (Norton et al., 2004).

Methods of evaluative data collection and analysis: The Participants from different genders, cultural and racial backgrounds, people with disability, and LGBTQA+ who are university employees who were either interviewed for academic positions or have served on selection panels of academic recruitment will be appointed. This research will employ a mixed-method approach through semi-structured interviews and surveys. Thematic analysis following Chi (1997) eight-step verbal data analysis protocol will be followed for the data analysis. The themes will be around the areas of discrimination. Evidence of outcomes and effectiveness: The exhaustive literature review revealed a gap in studies on racial and cultural biases in the academic selection process. The data were collected through surveys and interviews. This presentation will focus on the results from the data from interview panel members. The results will provide insights into interviewers’ perceptions of the idea of inclusion and how it is an opportunity in education and society to identify and challenge discrimination and exclusion at the local and national levels.

Engagement: Ask Questions such as: Did you appear for academic interviews or interviewed academics? Have you experienced any discrimination? if yes what was it like? if not then I present my findings and ask them to reflect on it. I would also like to discuss discrepancies in the results of my research time permitting.