How Do You Promote Diversity Equity And Inclusion In Your Interactions With Those Who Report To You
Leaders play a significant role in promoting company values, and this question gives the candidate an opportunity to show specifically how they promote a friendly company culture.
Example: “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 prioritize inclusion, so I make sure that I hear from every team member when I collect input before a particular initiative or feedback after rollout. I also work to accommodate feedback in a few different ways, welcoming one-on-one conversations and emails in addition to department meetings.”
Related: 21 Job Interview Tips: How To Make a Great Impression
How Do You Keep Up To Date With The Latest News And Practices In D& i What Resources Do You Use
You should be able to demonstrate that you know whats top of mind and newsworthy in D& I. It is a constantly evolving field, and with some noteworthy and seminal moments, it is important to show that youre knowledgeable about whats happening and whats coming.
You should mention a few resources that you follow. Mention the trends you have noticed, as well as any specific changes. It might be new legislation related to D& I, for example.
Its a good idea to subscribe to Google Alerts to receive the latest D& I news, listen to podcasts, subscribe to relevant social media groups, and join one or two useful newsletters.
Build A Diverse Recruitment Team
It is important to have a diverse group of people in charge of evaluating candidates. This is an effective way to avoid biased decisions and prioritize diversity in your hiring process.
Candidates looking for an inclusive work environment might be reluctant to take the job if they don’t meet a diverse range of employees during their interview process.
Don’t Miss: How To Prepare For Front End Developer Interview
Honor The Importance Of Diversity
An employer who asks you about diversity is telling you how important it is to the organization. Go on offense and reinforce this by underscoring how much you value diversity. You may even do this in a question that doesnt focus on diversity. Working diversity into a variety of questions lets an employer know that you think like a multiculturalist. Apply this idea to questions about communication, supervision and morale. Example:
I believe that learning about the similarities and differences of others creates a team that communicates at a high level.Example:
I work hard to develop relationships with others so that I can truly understand who they are as individuals. This helps me know how best we can work together.
Common Diversity And Inclusion Interview Questions
Business and Finance Expert
One theme has dominated todays corporate culture and workplace revolution: diversity. According to several studies, including a LinkedIn survey of 9,000 talent leaders worldwide, the leading international recruiting trend is diversity. While diversity and inclusion may seem like buzzwords on par with synergy and core competency, they do deliver real-world results that help offices accomplish their goals. Indeed, a Harvard Business Review study discovered that 70% of diverse companies are more likely to capture a new market. Meanwhile, CEB Global research learned that organisations that emphasised inclusivity were 120% more likely to achieve their financial goals.
For jobseekers, you might come across hiring managers who will present a series of diversity and inclusion interview questions to better gauge candidates thoughts on these critical subject. These go beyond your more common questions regarding your skills and what your worst qualities are yes, we know, youre a workaholic.
So, how do you prepare for these questions? Heres a breakdown of the ten most common diversity and inclusion interview questions paired with tips on how to answer them tactfully.
Read Also: How To Right A Thank You Email After An Interview
Our Field Is Always Changing As Such What Have You Done With Regards To Personal Development When It Comes To A Inclusion Manager Position In The Last 12 Months
Here is an opportunity for you to showcase a wide variety of things you may have done both personally and professionally that will get your potential employers interested. Be sure to think about this one in advance in the event that it comes up.
Keep in mind, one of the key things that employers look for is an applicant who is self motivated and goal oriented.
Even if you dont have something that is specific to the role you are applying for, dont be afraid to list hobbies or other non-work related activities here. Again, this shows your employer you are the go-getter they are looking for.
In the end, you want to ensure that you are leaving your interviewer with the impression that you are motivated, self sufficient, and manage your time effectively.
That is a really great question. While I havent had the opportunity to develop within this particular role per se, I have actually become very involved in my local foodbank this year. This has taught me a great deal about community, teamwork, and taking initiative.
I took it upon myself to enroll in a summer business admin course at the local community college. Through this, I picked up some really great knowledge on communication and teamwork, as well as further develop overall managerial skills. Though it may not be directly applicable to this particular job, I believe the overall experience I gained could be a real asset here.
What Practices Would You Implement To Ensure We Dont Recruit With Bias
Give three or four real inclusive hiring initiatives aiming to reduce bias in the recruitment process. You could mention the following:
- increasing the use of data in decision making,
- structuring the interview process,
- removing gendered wording from job descriptions,
- training your hiring team on unconscious bias,
- and thoroughly analyzing each step in the recruitment process for adverse impact.
Also Check: Need Help With Interview Skills
What Advice Would You Give A Manager For Initiating A Diversity And Inclusion Programme
Presumably, the primary objective for managers today is diversifying the workplace. It is a lofty goal, but it is a manageable one. It can be overwhelming for many organisations, and so leaders welcome suggestions.
A hiring manager might ask what advice you would give to upper management when launching a diversity and inclusion programme. So, in this instance, you can really stand out from the crowd with your answer by referring to statistics or by considering alternatives to the standard hiring process.
A couple of ideas would be to establish a diverse interview panel, produce diversity recruitment videos or ask current employees for diverse referrals. Once again, it is important to tie in your employer and explain how you could help this firm hire candidates from different backgrounds.
How Do You Approach Understanding The Point Of View Of Colleagues From Diverse Backgrounds
The company is curious about how you see ongoing workplace problems and may consider allowing others to voice their opinions. This is a crucial ability in an inclusive workplace since it is the visionary leaders responsibility to guarantee that everyone has an equal chance to voice their concerns and suggestions.
How to answer it:
- A team can only be productive if everyone feels like theyre a part of it. Make it clear that everyone has unique skills and abilities to share.
- When we talk about inclusion, we are talking about diversity, but were also talking about teamwork. Employers are searching for team players that can work successfully in a group setting. You will be a desirable candidate if you combine teamwork and inclusiveness.
- Sample answer:
- Teamwork and inclusiveness are essential components of respecting diversity. I make every effort to ensure that all voices are heard.
Recommended Reading: Assessment Interview Questions And Answers
Top 14 Diversity And Inclusion Survey Questions
More than half. Thats how many employees think their companies should do more to increase diversity, according to Glassdoor.
These stats make diversity and inclusion survey questions as crucial as they can get. Because thats how companies and leaders understand if theyre truly diverse and inclusive or not. And based on the survey results, the necessary changes can be made.
With this in mind, weve come up with seven key questions to measure diversity, and seven to measure inclusion in an organization.
Before we discuss the survey questions in detail, heres a diversity and inclusion survey created using SurveySparrow
Sign up here for FREE to create similar diversity and inclusion surveys!
14-Day Free Trial No Credit Card Required No Strings Attached
You can use these to create a diversity and inclusion survey from scratch or use one of our free survey templates.
The questions below, when used in a diversity and inclusion survey, bring quality responses, based on which decisions can be made and actions can be taken. So, with no further ado, lets know all about them one by one.
What Is A Mistake Organisations Make When Thinking About Diversity
In this answer, show that you understand what it means for an organisation to put diversity to use. Some companies say they value diversity and put it into their policies, but the actual culture of the organisation does not reflect these values. In this answer, show that you know the difference and give advice on how organisations can put diversity policies into actual practice.
Example answer:’Organisations broadcasting to clients and potential candidates that they value diversity, but not actually putting it into practice, is a huge mistake that many companies make. I think it’s important that, when organisations write about diversity and inclusion in their workplace policies, they also have workable items that can help incorporate these ideas into the workplace culture. For example, if a company boasts about equality, they need to be sure that in all meetings managers hear and consider everyone’s opinions and ideas.’
Also Check: Interview Questions For Executive Director Non Profit
What Are You Doing To Make Sure All Employees Feel Included
Candidates need to be reassured that your organization is actively creating strategies to foster inclusion and are aware of the challenges involved. Always share your company’s commitment to diversity, equity, and inclusion by discussing best practices and policies in place.
Let the candidate know how you plan to promote disability inclusion, tolerance of different opinions, perspectives, or backgrounds of your team and the company overall. This will give them a better understanding of how you address the challenges that come from having a diverse workforce.
What Are The Biggest Challenges D& i Professionals Are Currently Facing
This is an opportunity to showcase your experience and knowledge in the D& I field. The challenges and maturity in D& I are not the same as 20 or even five years ago. To answer this question, present challenges that D& I professionals have faced in the past. Then, explain how they have changed over time to the current day.
Feel free to use an anecdote where you can demonstrate current challenges and also how you worked to overcome them. Ensure your answer is aligned with the job description and industry. For instance, if your D& I role is in the entertainment industry, make it specific to that. To recap, dont just state the challenges but also discuss how to overcome them.
Also Check: How To Sell Yourself In An Interview
Diversity And Inclusion Interview Questions To Focus On
The journey to creating a more diverse workplace starts with your recruitment efforts. There are many strategies to put into practice when hiring diverse candidates, but one of the most important aspects to address is the interview process. Incorporating diversity and inclusion interview questions can serve as a filter to make sure a potential applicant has views that align with your culture.
Identifying potential issues before hiring an employee ensures good morale and protects your company from future incidents. Issues like cultural insensitivity, homophobia, sexual harassment, or any other form of discrimination could damage your company’s reputation and possibly cause you a loss in your client base.
In this article, we will go over some of the interview questions about diversity that can help both parties get a clearer perspective on how the company and candidate promote inclusion in the workplace.
If you need help fostering a healthy and positive work environment, EasyLlama’s Diversity and Inclusion Training in the Workplace can help you get all of your employees on board. We help you raise awareness so you can easily overcome the challenges of a diverse workforce.
What Does Diversity Equity And Inclusion Mean In The Workplace
The most basic DEI interview questions will involve you showcasing your understanding.
Diversity, Equity and Inclusion means recognizing difference and respecting all colleagues, regardless of their backgrounds. Equity is giving each person the tools they need for success, depending on their needs, and inclusion is to provide a sense of belonging in the workplace.
Also Check: How To Prepare For A Medical Scribe Interview
What Are The Most Positive Aspects Of Working In A Diverse Workplace
Diversity and inclusion interview questions want to explore your perception of DEI in the workplace. Think of how a diverse workplace improves teams and you interpersonally and professionally when answering DEI interview questions. If you have experience benefiting from a diverse workplace, don’t hesitate to share it.
The most positive aspects of working in a diverse workplace would be the unique perspectives everyone brings. Variation in experiences and education can force us to think laterally and use creativity to overcome challenges, which ultimately strengthens the team.
What Would You Say To Someone Who Didnt Value Diversity
What theyre asking: How would you advocate for diversity education and diversity initiatives with individuals who dont see its value?
Being a team player means advocating for important values like diversity, equity, and inclusion. However, it requires high emotional intelligence to ensure emotions dont escalate when there are differences of opinions or understanding. When an interviewer asks how you would respond to someone who doesnt value diversity, they want to see how you manage your emotions and influence those around you. While you may be very passionate about the topic, you need to convey valuable information in a way that opens others perspectives rather than puts them on the defensive.
Also Check: Do You Have Any Questions Interview
What Role Do You Believe Employee Resources Groups Play In D& i
Explore the concept of ERGs and what makes them effective or not. Provide tangible examples of how you have supported the growth of an ERG and how you measure success.
An ERG is an employee-led diversity and inclusion initiative so explain how you as a D& I manager would encourage support and get employees excited about them.
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:
Related resource ahead! Continue reading below
Recommended Reading: How To Prepare For A Project Manager Interview
What Steps Will You Take To Eliminate Bias From Your Hiring Process
Regardless of our own backgrounds, we all have subconscious biases. If were not careful, they can negatively affect how we interact with others. For those in positions to hire others, these subconscious biases can come out in subtle ways, such as feeling that a candidate isnt a good fit, though you cant quite put your finger on why or why not. Employers want to know that youre aware that you may have biases and that youve thought through what steps youll take to proactively avoid them when looking for new team members.
What Do Diversity Equity And Inclusion Mean To You And How Do They Relate To The Working Environment
This question is designed to discover what your own approach is to diversity, equity and inclusion. It can be helpful to draw from your own work experiences, but it’s also a good opportunity to look into what these values mean to you, and what they look like in your community.
Example: “To me, diversity means a variety of backgrounds, people and perspectives. In my experience, it can bring out better solutions that reach a wider audience, and make the corporate atmosphere more welcoming. Equity means making sure that everyone has equal opportunities, compensation and voice in decision-making, which I think is important in hiring and during a company’s everyday operations. When we can make internal processes more equitable and fair, the company can truly build up the talent it has and can attract a wider range of future hires. Inclusivity is when we implement these values and help make sure that our diverse workforce feels safe, valued and welcomed.”
Read more: Learning About Diversity and Inclusion
Don’t Miss: What Are Some Interview Questions For Nurses
Tell Me About Yourself
In polling hundreds of different companies & HR departments, this is by far one of the most frequently asked questions in any job interview. Your interviewer will use this as an icebreaker, ideally to put you at ease and get you speaking openly and honestly.
While you definitely want to be prepared for this question, you certainly dont want to make your answer sound memorized. Keep in mind, while this question may sound like an invitation to share your life story, you can be assured your interviewer has very little interest in hearing about everything youve ever done.
The person giving the interview has a job to do as well respect their time. Unless you are asked about something specific, focus on your education, your work history, relatable hobbies and outside interests, as well as your current situation.
Be sure to start chronologically and tell a linear story. Start where you feel is sensical, then work your way up to the present.