Can You Tell Me About A Difficult Work Situation And How You Overcame It
This question is often used to assess how well you perform under pressure as well as your problem-solving abilities. Keep in mind stories are more memorable than facts and figures, so strive to show instead of tell. This is also an excellent opportunity to show your human side and how when faced with adversity you are able to persevere.
For this question, consider sticking to the
Result or learning
Example answer:It was the first day of my bosss two-week vacation and our agencys highest-paying client threatened to leave because he didnt feel he was getting the personalized service he was promised. I spent my lunch hour on the phone with him talking through his concerns. We even brainstormed ideas for his next campaign. He was so grateful for the personal attention that he signed another six-month contract before my boss even returned from her trip.
What Is A Diversity And Inclusion Manager
A diversity and inclusion manager is responsible for crafting, recognizing, and implementing a companys diversity, inclusion, equity and belonging efforts. This includes advising managers on strategies and best practices, ensuring the organization follows appropriate legislation, and implementing DEIB practices across all HR processes.
Some of the key responsibilities of a Diversity and Inclusion manager include:
- Fostering a diverse and welcoming workplace at all levels of the organization through the development of company-wide DEIB programs
- Constantly improving the companys talent pipelines and recruitment practices to increase candidate diversity
- Utilizing data analytics to highlight the positive impact of DEIB programs on the executive team
And the skills needed for the job are:
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How Would You React If You Heard Or Saw A Coworker Do Or Say Something Racist Ableist Homophobic Or Otherwise Inappropriate
From your answer to this question, an employer can learn about your personal approach to dealing with conflict and how your commitment to equity and inclusion functions in your work life. Good answers usually involve either previous experiences or a well-thought-out approach to a potential situation, and the STAR model is a great tool for structuring these responses.
In the STAR model, a candidate explains a situation, their task or responsibility, their actions and the results. This shows both their system of problem-solving and how effective personal methods have been in the past.
Example: “At a previous position, I met with a new client who was new to our company and made some insensitive remarks after a meeting. I asked them to stop and explained that we find that language unprofessional and offensive in this office. The client initially responded by saying that I was being too sensitive, but I was firm, and the client eventually apologized and didn’t say anything like that again.”
Example: “If I saw a coworker speaking or acting offensively, I would make sure no one was in danger. Then I would tell them their behavior was unacceptable. If it was something I couldn’t fully address or needed to report, I would reach out to HR so that they could handle it according to company policy.”
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How Do You Handle Stress
How you handle stressful situations is an indicator of your ability to solve problems. Employers want to hire candidates who react to stress constructively, so its important that your answer to this question demonstrates personal growth.
Spend some time thinking about your response to stressful situations and provide an example that communicates your abilities around perseverance, resilience and stress management.
Example answer:Im able to stay calm when I focus on the bigger picture and break down my projects into smaller tasks. I always start by asking myself, What is the ultimate goal Im trying to achieve? From there, I make a list of immediate and long-term action items with achievable but ambitious deadlines. Even if the big project is due tomorrow, I ask myself, Whats something I can tackle in the next 30 minutes? Before I know it, Ive made significant progress and that impossible project doesnt seem so impossible.
How Do You Advocate For Inclusivity In The Workplace
It’s not enough that applicants know DEI principles. They must also demonstrate their knowledge by treating their coworkers fairly, especially those from underrepresented groups.
They need to feel they belong and are valued for their contributions to the organization.
What kind of answer to look for from a candidate:
Look for proof of their advocacy for an inclusive work environment like DEI self-education and building relationships with colleagues.
Another significant factor is the candidateâs awareness of his unconscious bias and how it creeps up in their behavior at work. By being aware of biases, the candidate holds themselves accountable for replacing preferences with inclusive attitudes, which fosters a sense of belonging to the organization.
Managers can advocate for inclusivity by creating productive team environments where everyone can contribute by solving problems or making suggestions.
These behaviors include soliciting feedback from introverted team members, ensuring that all opinions are heard and considered, and everyone gets credit for their contributions.
Check out Recruitee’s efforts towards a culture of inclusion and belonging
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How Would You Describe The Typical Day Of A Diversity And Inclusion Manager
This is to measure if you know and understand the responsibilities of a D& I manager. Explain how you can lead teams, build relationships, and research and implement strategic initiatives. Describe how you would track metrics and create a DEI dashboard for the organization to be able to make data-driven decisions.
Describe A Situation Where You Faced Discrimination Based On Your Race Religion National Origin Sex Or Disability How Did You React
This question tests your ability to deal with discrimination. The interviewer is trying to see if you would stand up for yourself or take the abuse.
Try to find an incident from your past that involved discrimination. Then, describe how you reacted. Did you stand up for yourself? Were you afraid to speak out? Was there nothing you could do?
It would help if you emphasized that you stood up for yourself. However, you can still mention that you were afraid to speak out.
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Its Your First Day On The Job Here What Is The First Task You Will Tackle
Theres no real answer for this but rather an opportunity to showcase your personality and priorities. Mention that you would set up meetings with key stakeholders, not only senior members. Also, meet with employees experiencing D& I issues on the ground. Talk about the research and data you would like to get a hold of and how you would introduce your approach to your team and the company.
Do You Have Any Questions
This might be one of the most important questions asked during the interview process because it allows you to explore any topics that havent been addressed and shows the interviewer youre serious about the role. Remember that you are interviewing the company too. Take time to about their own experiences with the company, gain tips on how you can succeed if hired and address any lingering questions you have. Some examples include:
What do you love most about working for this company?
What would success look like in this role?
What are some of the challenges people typically face in this position?
How important is it that you hire someone with XYZ qualities?
Do you have any hesitations about hiring me?
What are you passionate about?
Why are you leaving your current job?
What are your greatest strengths?
What are your greatest weaknesses?
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Personal Values Related To Diversity
These diversity and inclusion interview questions for leaders may seem basic, but they can speak volumes. Their answers will highlight cultural beliefs and differences, and at the core, give you a better idea of your applicants overall motivation and goals. This can help you determine whether their values sync up with the companys and if they would be a long-term asset. Keep in mind, what they didnt say can be just as telling as what they did.
A diverse work community is beneficial for many reasons including increased profits, new and various viewpoints, less employee turnover, and a wider range of skills brought to the table. Its important to make sure your team, not just those in management roles, help to cultivate a supportive atmosphere.
Why Do You Want To Work Here
Interviewers often ask this question to determine whether or not you took the time to research the company and think critically about whether youre a good fit. The best way to prepare for this question is to do your homework and learn about the products, services, mission, history and culture of this workplace. In your answer, mention the aspects of the company that appeals to you and aligns with your values and career goals.
Example answer:The companys mission to help college grads pay off their student loan debt resonates with me. Ive been in student loan debt myself and would love the opportunity to work with a company thats making a difference. Finding a company with a positive work environment and values that align with my own has remained a priority throughout my job search and this company ranks at the top of the list.
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How Do An Organizations Dei& b Initiatives Impact Employees
Employees that feel a sense of belonging within their working environment are more likely to be engaged at work. Additionally, DEI& B can have an impact on recruitment. In fact, research from isolveds Voice of the Workforce report found that 52 percent of employees think their organization can improve DEI& B initiatives through hiring. With the current overall shortage of workers, candidates have more choices of who they work for and are increasingly choosing employers whose values align with their own. Attracting and hiring the right people requires a positive culture and reputation. Employees are looking to leadership to make a difference in the workplace and the employers that dont evolve risk having a shrinking candidate pool and difficulties retaining their current talent.
How Would You Advocate For Diversity With A Coworker Who Doesnt Understand Its Importance
There are people in the workforce that dont understand the value of diversity, and your interviewer will want to see how you deal with these people. If this is something that you have faced before, utilise the STAR method to provide an answer that highlights your professionalism and communication skills. Your answer should mention both the statistics that prove diversity in the workplace is beneficial to the entire company, and also mention how diversity has improved your own working experience.
Example answer:For some, seeing the benefits of diversity and inclusion isnt so obvious. But I believe its my job as an employee and someone who believes in diversity to help these people see the value it brings to the company. First, Id start by mentioning the studies that show the financial benefit that diversity, equality and inclusion bring to companies who embrace these ideas. Then, I would share my personal experience of how diverse workplaces have benefited me and my career. Diversity has pushed me beyond my regular ways of thinking and made me a better problem solver.
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Dei Interview Questions To Ask In Your Hiring Process
10 Mar, 2022
The numbers dont lie one of the surest ways to boost your bottom line is to diversify your workforce. In fact, recent research found that diverse and inclusive companies outperform their competitors by 35%. These types of teams are 70% more likely to capture new markets, and they excel at making decisions when compared to teams with homogenous backgrounds.
And it all starts with the hiring process so what can interviewers do to ensure that new hires share your orgs commitment to fostering a culture of diversity, equity, and inclusion? Here are some starter DEI interview questions to get a feel for candidates thought processes on diversity in the workplace.
What Is Your Teaching Philosophy
This isnt a question solely for those applying to teaching positions. Employers may ask this of anyone who might be leading or teaching others. Your response will allow employers to gauge your personal skills and if you would be a good culture add. A good answer will concisely identify what you think teaching should achieve and include concrete examples to illustrate your ideas.
Example answer:When it comes to managing people, my teaching philosophy is to start by asking questions that hopefully get the person to come to a new conclusion on their own. This way, they feel ownership over the learning rather than feeling micromanaged. For example, in my last role, I was editing an article written by a copywriter I managed. The story didnt have a clear focus or hook.
In a one-on-one meeting, I asked her what she thought was the main point of the article if she had to sum it up in a sentence. From there, I asked if she thought the focus was clear in the article. She didnt think it was clear and instead thought she should rework her introduction and conclusion. As a result, the article improved and my direct report learned a valuable writing lesson that she carried into her future work.
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What Can You Tell Me About Diversity And Inclusion In Your Current Workplace
This question aims to determine how well prepared you are for working in a diverse setting. Focusing on your own experience shows that you are aware of diversity and inclusion issues.
Its best to start by talking about yourself. Talk about things youve learned during your time in school or work. Then, move on to discussing the topics mentioned above. It will allow you to explain how diversity has affected your life.
How Will You Promote Diversity Equality And Inclusion Among Those Coworkers Who Report To You
Leaders play a significant role in promoting company values. The interviewer wants to see how you will promote a friendly and diverse company culture. Your answer should focus on how you can use your leadership position to promote and grow diversity and inclusion initiatives valued by the company.
Example answer:’As a manager, the input process is one of my most valuable tools for connecting with my team members and making our projects more successful. It’s a natural way to prioritise inclusion, so I make sure that I hear from every team member when I collect input before a particular initiative, or feedback after product rollout. I also work to accommodate feedback in a few different ways, welcoming one-on-one conversations and emails besides department meetings.’
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What Is Your Approach To Understanding The Perspectives Of Colleagues From Different Backgrounds
Thriving in a diverse work environment is easier said than done. Research suggests that working on diverse teams produces stronger outcomes because the diversity of perspectives can actually make the process harder. It requires teamwork and a good deal of effort to create the type of connection and understanding across differences that will result in positive business outcomes. The goal of this type of question is to determine how active you will be in building a bridge of understanding between your colleagues and yourself.
How Would You React If You Heard A Coworker Say Something Racist Ageist Ableist Sexist Homophobic Or Otherwise Inappropriate
Here, the interviewer wants to learn about your approach to dealing with conflict. Microaggressions and discrimination are, unfortunately, very common in the workplace, and your interviewer wants to ensure that you wont be a passive bystander if you witness an inappropriate incident.
This is your opportunity to share any personal anecdotes you might have about calling out racist, ageist, sexist language and behavior using the STAR method. If you dont have a real story, offer a response that outlines what you would really do if an incident occurred in your presence at work.
“In a previous position, I met with a contractor who was new to our company. After an introductory meeting, they made a racially insensitive remark about another coworker in front of me and an intern. I asked them to refrain from using that language again because its unprofessional, offensive, and unacceptable in our office. The contractor was taken aback by being called out, but they pulled me aside later and apologized and thanked me for bringing the issue to their attention. I believe the only way to create real change is to be an ally and call out mistakes, whether big or small.”
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Interview Questions: Diversity And Inclusion
When planning interview questions, search committees should always include questions around diversity for the purpose of seeking cultural competence and equity in our staff and faculty.
A list of sample questions for search committees to consider is listed here. Please contact your DASA HR Partner for guidance.
- Explain how diversity has played a role in your career and contributed to who you are today.
- What is your vision of a university that fully embraces diversity and inclusion?
- What does it mean to have a commitment to diversity and inclusion and how would you apply your commitment in DASA?
- What role has diversity played in shaping your teaching/counseling/advising styles?
- As a higher education professional, what work have you done in promoting diversity and inclusion?
- How have you handled situations where a colleague was not accepting of someone elses diversity?
- What have you done to further your knowledge about diversity and inclusion? How have you included diversity in your professional development? How have you demonstrated what you have learned?
- How would you work to create a campus environment that is welcoming and inclusive?
- What does it mean to have a commitment to diversity? How have you demonstrated that commitment?
- When interacting with a person from a different culture than your own, how do you ensure that communication is effective?
- What opportunities have you had working and collaborating in diverse, multicultural, and inclusive settings?