Not everyone has had an opportunity to start or lead large programs with far-reaching impacts in this space. However, most people have had daily opportunities to express welcoming and inclusive energy within the workplace. Regardless of where you fall on this spectrum, it is important to describe any actions you have taken with authenticity. Let the interviewer know what you have done and why it was important to you to take action.

I work in a large enterprise setting and everyone I work with is required to take DE&I classes each quarter. Some of the material in the classes was confusing for some of the individuals I manage. It was unclear to them how the opinions offered in the class would be measured and how they would lead to a more inclusive environment.

While we all had to take the training and honor the spirit of it, it was more important to me to know what my direct reports needed specifically to feel inclusive on a daily basis. I asked each of them if there was anything I could do to improve their feelings of inclusion. The feedback I received was varied and eye-opening.

I quickly implemented any low-hanging fruit opportunities and began to work on the items that would take longer to address. In some cases, my actions as a manager needed to shift. In others, it was a matter of changing team procedures and the way we interact with clients.

It has been a year since the initial meetings with my staff. While we still have work to do, the most recent feedback has been positive. We have all worked together to learn about each other and address our needs for inclusion holistically. I genuinely appreciate the leadership the MIT Sloan School of Management has shown in this area and I would be honored to learn even more about inclusion best practices if selected for the MBA program.