DEI Questions to Ask in an Interview
Asking DEI questions in an interview is important because it can help build trust with candidates who value inclusion at work.
These candidates value your organization’s commitment to DEI and are looking for an employer who shares these values. In turn, these types of questions promote diversity in your organization.
Stuck on where to start?
First we’ll define “DEI Questions” and then provide you a list you can ask your next hire to ensure they are the right culture fit for your company.
What are DEI Interview Questions?
DEI questions are the prompts from an interviewer that will allow a candidate to share their own personal values and experiences with DEI in the workplace. In some instances, this line of questioning can be used in hiring a dedicated person to fulfill the organization’s DEI mission. In other instances, these interview questions can be used to find the “right” person for the job.
Organizations that value a commitment to diversity, equity and inclusion know that the best team members share similar values.
By introducing a line of questioning in the interview that is both introspective and informative, potential candidates will be able to describe their true selves within the company.
DEI Questions to Ask in an Interview
Candidate's Previous Experiences with DEI
How have you worked to create an inclusive work environment in the past, and what are some strategies you've found to be successful?
How do you stay informed about the latest developments and best practices in diversity, equity, and inclusion?
How do you handle situations where a team member or colleague makes a statement that could be seen as insensitive or offensive to someone from a marginalized group?
What steps do you take to ensure that everyone on your team has an equal opportunity to contribute their ideas and opinions, regardless of their background or identity?
Can you describe a time when you had to navigate a challenging diversity-related issue in the workplace and how you went about resolving it?
Candidate's Values & Goals Related to DEI
What are your long-term goals related to promoting diversity, equity, and inclusion in the workplace? How do you plan to achieve these goals?
What steps do you think the company should take to promote diversity, equity, and inclusion in the workplace? How do you plan to support these efforts?
What values do you believe are important for creating a diverse and inclusive workplace? How do you live these values in your daily work?
Candidate's Ability to Lead Diverse Teams
How have you worked with colleagues from different backgrounds and perspectives in the past?
What strategies have you found to be effective in building relationships and collaborating effectively with diverse teams?
Can you describe a time when you had to lead a team with members from different cultural or identity groups? What challenges did you encounter, and how did you address them?
How do you ensure that everyone on your team feels heard and valued, especially those from underrepresented groups?
What steps do you take to create an inclusive team environment?
Can you describe a time when you had to mediate a conflict between team members who had different perspectives or experiences? How did you approach this situation, and what was the outcome?
How do you ensure that your team is diverse and inclusive?
What steps do you take to recruit and retain colleagues from underrepresented groups?
Can you describe a time when you had to adapt your communication style or approach to work effectively with colleagues from different backgrounds? What did you learn from this experience, and how did it impact your approach to teamwork in the future?
Candidate's Willingness to Learn and Grow
Can you describe a time when you took on a project or task that was outside of your comfort zone? How did you approach this situation, and what did you learn from it?
How do you seek out feedback and constructive criticism on your performance, and what steps do you take to incorporate this feedback into your work?
How do you prioritize your professional development, and what steps do you take to ensure that you are continuously learning and growing in your role?
Can you describe a time when you received feedback that challenged your assumptions or beliefs? How did you respond to this feedback, and what did you learn from the experience?
How do you balance your existing knowledge and expertise with a willingness to learn new things and try new approaches?
Can you describe a time when you had to adapt to a new team or organizational culture? What steps did you take to understand and integrate into this culture?
How to Measure the Responses
Here is a summary of the characteristics that an excellent candidate would possess in a DEI-centric organization:
Ability to demonstrate their knowledge of DEI concepts
Understanding of the importance of diversity, equity, and inclusion in the workplace
Awareness of how biases and discrimination can play out in a workplace
Shows an understanding of the role of intersectionality within a DEI framework
Demonstrates a commitment to DEI principles
Describes specific plans and steps they have taken to promote diversity and inclusion at work
Proven changemaker in being an ally and advocate for marginalized groups
Highly developed conflict resolution skills
By prioritizing inclusive and equitable interviewing practices can benefit organizations in many ways, from attracting diverse talent to building a positive reputation and improving employee engagement and retention.
While also reaffirming your organization's commitment to DEI, organizations can create a more inclusive and equitable workplace that benefits everyone.