10 Diversity and Inclusion Interview Questions and Answers
Posted by IntroMagic Team on December 28th, 2021
Before we learn about the different diversity and inclusion interview questions and answers, let’s understand a few things.
In today’s world, diversity and multiculturalism are more than just cultural issues. They are also very important to understand when it comes to making a great first impression. Having the proper resources and skills to communicate with others about your expertise will help make a great first impression.Â
The importance of diversity and multiculturalism is evidenced by the increasing number of people asking about it. While it’s not an exact science, asking about diversity can help you connect with potential clients and colleagues.Â
It is important to communicate this commitment to inclusion to attract the best candidates. In a study by Glassdoor, employer diversity was found to be essential by 67% of job searchers when assessing employment prospects, and more than 50% of current employees wanted their workplace to do more to enhance diversity.
Employers desire the competitive edge that comes from a workforce that represents the diversity of their customers and offers a diverse set of perspectives to the table. They look for candidates that are capable of contributing to a diverse workforce and are willing to work with a variety of individuals.
10 Diversity and Inclusion Interview Questions and Answers
This section is helpful for both recruiters and candidates. It contains a list of equality and diversity interview questions that you can ask during the recruitment process.
On the other hand, it also gives some excellent tips and sample responses for candidates to help them answer diversity-based questions successfully.
1. What compelled you to consider an opportunity with us?
Why do recruiters ask this:
How to answer it:
- Learn about the concepts of diversity and inclusion. Investigate to find out how the company values diversity.Â
- Read the purpose and vision statement, as well as the fundamental values to expand on the topic when asked. This step can help prepare for interviews. Also, consider your perceptions of variety.
- Sample answer:
- I'm extremely impressed that one of your organization's fundamental principles is a dedication to diversity. That is a value with which I agree.
2. Why do you believe diversity and inclusion are important?
This is one of the most common interview questions about diversity and inclusion. Most individuals don’t realize that the terms “diversity,” “equity,” and “inclusion” have far broader connotations than they think.Â
Employers want to know that you not only understand the real meaning of each phrase but that you also believe in them and are committed to promoting them in the workplace.
How to answer it:
- When discussing your dedication to diversity, be sincere.Â
- When questioned about diversity, talk about your direct encounters with people from other backgrounds.Â
- Instead of claiming you cannot perceive color, talk about the importance of honoring diverse cultures and sharing what you have learned from them.
- Sample answer:
- I'm keen to pick up new skills from others. Cultural variety enhances the workplace and strengthens us as a team.
3. 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 leader’s 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 they’re a part of it. Make it clear that everyone has unique skills and abilities to share.Â
- When we talk about inclusion, we are talking about diversity, but we’re 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.
4. Can you give me an example of how you make your reports feel like they're inclusive and welcoming to someone across the culture and other differences?
An employer can use this concept to justify diversity and can also be used to explain why diversity is important to the business and how it can help improve the morale of the team.
How to answer it:
- Ask an employer about diversity and how important it is to the company.Â
- Be sure to reinforce this message by answering multiple questions that focus on diversity. Use this concept to also answer questions that aren’t about diversity.Â
- For instance, if you’re an employer who values diversity, would you consider working with diverse candidates? Prepare your reaction by concentrating on communication and morale.
- Sample answer:
- I try to build strong relationships with people to fully understand them. This helps me determine how I can best collaborate.
5. Can you give me an example of how you became an advocate for diversity and inclusion in the workplace?
Recruiters are looking deep into actual experiences to measure your ability to gel with people from different backgrounds and they are usually satisfied with solid proof of your experience working in a diverse group.Â
How to answer it:
- This is the time to talk about what you’ve done that made you a diverse person. Include experiences that pushed you to improve your diverse abilities.Â
- This is also the time to discuss any talents that you may have. An employer will be impressed if you can demonstrate that you understand and respect diversity.Â
- For instance, if you’ve worked with an organization that assisted people from many walks of life it counts as a credible experience. Elaborate on how the event taught you about diversity, not only in terms of color and religion but also in terms of life experiences.
- Sample answer:
- My volunteering experience with a community organization was an excellent way to learn about diversity. It made me reflect on how diverse people are more than race and religion.
6. How will you make sure that people are hired without bias?
How to answer it:
- Having the courage to admit that there is a problem will help you move toward fixing it. It will also help your prospective employer understand how you’ll overcome any biases.Â
- Share your story about how you overcame the obstacles that were holding you back from reaching your full potential. It’s a great moment to share what you’ve done and show the efforts you’ve made.
- Sample answer:
- By using these techniques, I was able to expand my department and enhance our performance. It increased our diversity and helped me to engage with more people from other backgrounds. I was also able to discuss with other recruiting managers what I did differently.
7. If a co-worker is being culturally insensitive, racist, or homophobic, what would you do?
You may not be actively involved in creating a diverse workplace, but many employers still want to know how involved you are in making sure that everyone is on board with the inclusive culture.
How to answer it:
- You’ll want to show your desire to act in your response to this question.Â
- In the case of misogynistic, xenophobic, or other problematic scenarios, your interviewer wants to see that you won’t be a passive observer. They’ll also want to ensure that you won’t go too far or break business procedures in your answer.
- This might be an excellent opportunity to share a personal tale if you’ve ever been in a comparable scenario, whether at work or elsewhere. Otherwise, you might react with a response that outlines what you would do if the event occurred in your presence or absence.
- Sample answer:
- Regardless of who is making the offensive remark, I am obligated to call attention to the situation. If it is me, I would like to see the behavior stop. I would also like to see the person making the offensive remark warned sternly or issued an infraction.
- I would warn if a similar incident reoccurred, the actions would be dire. If I learned of an incident via a third party, I would notify the firm's human resources department so that they may intervene and address it under the firm's anti-discrimination policies.
8. What do you think the most difficult aspect of working in a diverse environment is?
When a hiring manager poses this problem, they’re looking for a response that shows you’re aware of the challenges that might emerge in a variety of situations, but also that you’re capable of dealing with them effectively.
While you are free to bring up a relevant experience if you have one, keep in mind that your interviewer is not allowing you to rant.
How to answer it:
- This question has the potential to make you feel awkward or defensive. While trying to answer it upfront, avoid being too blunt.Â
- A simpler approach would be to try to present a more nuanced and creative solution instead of pointing fingers.
- Sample answer:
- The most successful ideas are those that are driven by diverse teams because they tend to require a lot of thought and effort to develop. In order to get the most out of them, you also need people who are willing to share their opinions.
- Inviting someone to a debate has often led to us coming up with an answer that's more powerful and that would be where I would start.
9. Tell me how you gauged that your workplace and found DEI (Diversity, Equity, Inclusion) was the need of the hour?
This question is especially meant to examine your capacity to put your principles and beliefs into action. Interviews nearly usually contain a question or two geared to judge how you’re likely to behave in practice based on what you’ve done in the past.
How to answer it:
- It’s time to use the STAR technique when you’re asked to “tell us about a time when” or any other similar request for a real-life example of how you’ve dealt with a problem in the past.Â
- The STAR technique can help you present a compelling and credible example of how you handled a particular issue in the past.Â
- This technique should be utilized when you’re asked for a “real-life” example of how you handled a problem.Â
- If you’re not exactly sure what to do with the massive organizational change, then don’t worry. You’ll be asked to explain how you handled the changes and how you incorporated diversity and inclusion into the decisions made.
- Sample answer:
- As the office manager for a startup, I was responsible for all of the company's logistics, including naming the conference rooms. As a woman in the company, I wanted to create a democratic tradition by asking the team to come up with names that were related to a theme.
- Most of the suggestions were for male innovators, though the majority of them were white. As a result, I knew that naming some conference rooms after men could be a subtle way to make them less attractive to women.
- When I asked for more ideas for conference room names, my team and I were met with some grumblings, but we eventually worked together to come up with names that everyone enjoyed.
10. What is the most prevalent blunder in an organization's approach to diversity?
It is indeed a misconception that every group championing diversity is a zealous supporter. Many companies have policies in place, but few take steps to put them into action. Some staff appear to be apathetic that the regulation is not rigorously enforced.Â
This complacent attitude toward diversity is what has to change, which is why recruiters ask the candidate what he or she saw at the prior place of employment and how he or she responded to the issue.
How to answer it:
- This question allows you to demonstrate how you will excel in your job as a leader. Give an example of how you make people feel included in your former or present role.Â
- Your response to this question should emphasize a specific method in which you accepted and uplifted team members from diverse backgrounds, as well as how you assisted in making them feel welcome.
- This behavior can manifest itself in various ways, such as how you conduct one-to-one meetings, how you respond when reports are required, how work is distributed, and so on. Choose an example that resonates with you.
- Sample answer:
- I am passionate about seeing to it that every member of my team believes they are feasible and realistic. One way this manifests itself is in the way I conduct meetings. I often start by sending out the agenda ahead of time and encourage additions to the agenda before the meeting starts.
- This guarantees that everyone has the opportunity to express their thoughts and concerns, even if they do not typically feel comfortable speaking out or do not think clearly on the spot.
- During the meeting, I keep track of who is speaking up and whose ideas are being heard. When required, I will refocus the dialogue to ensure that everyone is included in the process and is comfortable with the next steps.
Conclusion
The answers to these questions will help you visualize how the ideal candidate will contribute to the development of an environment that’s conducive to success.
Be mindful to use language that draws in diverse talents and backgrounds. While preparing for interviews, be sure to include experiences that have helped prepare for and enhance their diversity skills.
- Sample answer:
- I am passionate about seeing to it that every member of my team believes they are feasible and realistic. One way this manifests itself is in the way I conduct meetings. I often start by sending out the agenda ahead of time and encourage additions to the agenda before the meeting starts.
- This guarantees that everyone has the opportunity to express their thoughts and concerns, even if they do not typically feel comfortable speaking out or do not think clearly on the spot.
- During the meeting, I keep track of who is speaking up and whose ideas are being heard. When required, I will refocus the dialogue to ensure that everyone is included in the process and is comfortable with the next steps.
