What does working in a diverse and inclusive environment look like to you?
This question is aimed at determining how comfortable you are working in an equitable, diverse, and inclusive working environment. This includes working directly under a diverse leadership team, spanning all ages. So spend time familiarizing yourself with Baker Hughes' diversity and inclusion policies.
"Forward. Together. Our people are diverse, ambitious and collaborative. We support them in creating and protecting an environment where each person can thrive. If you're a true collaborator who cares who can't wait to reach out, include, listen, and learn, welcome. We foster a culture of open dialogue, collaboration, and rigorous decision-making to create long-term value for our stakeholders."
In their efforts to help their clients build teams from diverse backgrounds, diverse knowledge, experiences, and perspectives, they've designed their assessment models to mitigate bias, only evaluating skills, experience, and company culture fit. "Unstructured interviews create opportunities for unconscious bias and poor hiring decisions." They suggest using the results of their services in "structured interviews that ensure consistent talent assessment for fairer hiring." They also advertise they "actively work to prevent the introduction or propagation of bias against any group or individual," and claim their assessments focus on skills and competencies, not age, race, or gender. "We also continue to advance our abilities to monitor, detect, and mitigate bias. We strive to build teams from diverse backgrounds with diverse knowledge, experiences, and perspectives to best represent the people our systems serve."
Yet as much as HireVue claims to mitigate bias while screening and assessing candidates, it is important to remember that the decision will ultimately fall upon the hiring authority, who serves as a representative of the views and culture of the company.
Conveying cultural competence requires interest, openness, and curiosity. So whether you come from a diverse background or consider yourself worldly and culturally competent, ensure your nonverbal cues are consistent with the messaging of your answer. Lean in, tilt your head as you speak, smile, and make eye contact. Signs of discomfort and avoidance could be interpreted as indicators of negative bias and antipathy, such as decreased positivity, less eye contact and more gaze aversion, fewer smiles, greater interpersonal distance, and increased blinking. Signs of interest, openness, and curiosity include leaning in, tilting your head as you speak, smiling, and making eye contact.
"To me, it looks like working with open-minded people with a wide range of perspectives who are all interested in learning more about each other and learning from each other. It is trusting in the fact that you have been recruited into this team for a reason, just like everyone else on the team has, and being excited about and looking forward to what the collective team will accomplish together."
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