As with most companies, GSK is working hard to "becoming a more diverse and inclusive organisation in the way we do business, both through our clinical trials and the external companies we choose to work with. Internally, we want GSK to be a workplace where everyone can feel a sense of belonging and thrive. We've made good progress, delivering new inclusion training on an annual basis including how to recognise and take action on discriminatory behaviours, launching a development programme for ethnically diverse employees, and reviewing our recruitment and selection processes."

HireVue also advertises 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."

Conveying cultural competence requires interest, openness, and curiosity. Nonverbal indicators for these emotions are leaning in, tilting your head as you speak, smiling, and making eye contact. Signs of discomfort and avoidance could be interpreted as indicators of negative bias and antipathy. Such nonverbal cues include decreased positivity, less eye contact and more gaze aversion, fewer smiles, greater interpersonal distance, and increased blinking. Consider these points when formulating your answer.

"I would say it is integral. If you have a room with a bunch of people who come from the same background and all think alike, then you'll just end up with a lot of the same when it comes to innovation. The greater the diversity, and the wider the perspective, the greater the chance for innovations and having more significant scientific and medical breakthroughs."