Thanks for sharing. Firstly, as someone who went through the Yale EA Fellowship, I have to thank the organizers for their thoughtfulness through all stages of the Fellowship.
I have two questions: 1) how have you thought about DEI in the selection process and minimizing any risks associated with unconscious bias or other systemic bias that may lead to certain individuals not being admitted to the program. 2) Has the team considered leveraging an expimental or quasi-experimental approach in thinking about how the selection process may influence the engagement of the cohort.
We actually originally created the scoring breakdown partly to help with unconscious biases. Before, we had given people a general score after an interview but we learned that that is often really influenced by biases and that breaking scores down into components with specific things to look for would reduce that. We are hoping the checkbox system we are trialing out this semester will reduce it even more as it aims to be even more objective. It is still possible, though, that it would lead to a systemic bias if the checkboxes themselves have one ingrained in them. We will be on the lookout for that and it is part of the reason we are not using it for selection this round :)
Additionally, at the end of the selection process we would look into the demographics of the selected fellows compared to all those being interviewed. Fortunately, for the past several years our selections actually were pretty representative of the total demographics of applicants. Unfortunately, our diversity of applicants, particularly racial, has not been as high as we would like and we are looking for ways to change that.
As for an experimental approach—I would be interested if you had any ideas on how to go about doing that?