30 Diversity and Inclusion Interview Questions & Answers
1. If you were to create a diversity and inclusion plan for your current company, what would be your priorities?
How to Answer
If it were in your hands to create a diversity and inclusion plan, what would this plan encompass? This question is an excellent opportunity to explore your knowledge of diversity and inclusion related to a business or corporate environment. Hypothetically, if the call was entirely up to you, what would be your top priorities? If you are not familiar with diversity and inclusion plans and what they often include, take some time to research your favorite companies and peruse the D&I plans on their website. Larger organizations will almost always have this information on their website, typically found in the 'careers' section.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"If I were to create a diversity and inclusion plan for my current company, I would make a few essential additions. I would include a more flexible schedule, paid leave options, and provide recognition of various religious and cultural holidays and celebrations that may not have wide recognition on the traditional calendar. I would hold mandated diversity training regularly and create mentorship plans so that our team members could mentor someone with characteristics different from their own. This approach would be a good start. Of course, it's important to mention that I would build a way to measure and assess the programs' impact."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"First, I would like to survey all employees to gather a consensus on how to move forward. What topics and ideas our employees would like to see in the future. But without this information and conversations, I have had with many colleagues. Some top ideas would be the ability to have flexible schedules. Many employees have expressed this need because of their office dynamics. Employees get interrupts quite often and are trying to meet a deadline. If employees were able to work at home where many have expressed they have fewer interruptions. And another priority I would encourage is onsite daycare. So many members of our community are growing their families. But yet with the expense of child care. Many of our employees once again request flexibility in their schedule or an onsite daycare. This would help our employees and also our retention because some have expressed their need to stay at home due to the expense."
Written by an Anonymous User
Our Professional Interview Coach
Marcie Wilmot Reviewed the Above Answer
These sound like really solid suggestions that are based on conversations you've had with your colleagues. You've done a great job of expressing your ideas, which the interviewer will appreciate, and these sound like the type of initiatives that would really benefit many of your coworkers. Because a diversity and inclusion plan typically deals directly with the topics of diversity and inclusion, you might also want to mention implementing diversity and inclusion training if it seemed necessary. Ultimately, though, your priorities seem to revolve around helping as many people as possible succeed within your workplace, which is great.
2. How do you define workplace diversity?
How to Answer
Before you can define workplace diversity, it's essential to know the different characteristics that construct this diversification. Diversity at work refers to many aspects including, but not limited to, a persons' race, ethnicity, culture, language, age, sexual orientation, gender, physical abilities, political beliefs, religion, and socioeconomic status. When a company employs a wide range of individuals, this is considered workplace diversity. Tell the interviewer how you view and define diversity in the workplace.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"To me, workplace diversity means the employment of a range of individuals with varying traits, characteristics, and backgrounds. When a workplace is diverse, the organization will employ people of varying beliefs, experiences, genders, sexual orientation, race, culture, socioeconomic status, education, physical abilities, and more."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"Workplace diversity is to respect others from many different backgrounds. Other colleagues can have a different educational background, race, sex, and even language. I respect everyone's experience and ideas."
Written by an Anonymous User
Our Professional Interview Coach
Marcie Wilmot Reviewed the Above Answer
Great answer! While it's clear you have a good understanding of workplace diversity, consider adding some more details. Please see below for an example response:
"As I understand it, workplace diversity refers to how a company or organization puts in place a workforce that is filled with people of different genders, races, religions, ethnicities, ages, and education levels, among other attributes. To me, this goes hand in hand with respecting everyone else no matter their background. I enjoy when my colleagues are different from me in terms of their education, race, sex, and even language because there's so much I can learn from them and their perspectives. I respect everyone else's experience and ideas, and I look forward to working for an organization like yours that values and celebrates diversity."
3. What strategies have you deployed to address diversity issues in the workplace?
How to Answer
There are many strategies available today to address diversity issues in the workplace. Significant diversity issues that a company can face may include a lack of acceptance or respect between employees, gender equality, little accommodation for varying beliefs, lack of accommodation for physical disabilities, and generational gaps.
The interviewer would like to know if you have ever deployed strategies to address any diversity issues in the workplace. If you are a leader in an organization, you may have more experience in this area; however, any employee can take actions - big or small - to improve company diversity efforts. Some ideas include improving how discrimination or harassment complaints are handled or using hiring and screening technology that reduce unconscious bias.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"As the leader of a mid-level organization, I must be conscious of potential biases occurring in the workplace. This year I led our company in a new technology implementation meant to reduce bias in the talent screening, hiring, and evaluation processes. As a result, our hiring process has become fair to genders, races, religions, and other social categories. The process is not perfect; however, we have seen a significant increase in diversity hires and a boost in overall company morale."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"I have not deployed a strategy but I would recommend software that removes the name of the person in the resume so people can not unconsciously assume the race or gender of the applicant which can affect if they get hired."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
If you have not established strategies to address diversity issues in the workplace, you can hypothetically discuss strategies you think would be beneficial such as deploying staff training, collaborating to create effective corporate D&I guidelines, or giving regular opportunities for employees to increase the quality and quantity of conversations about diversity occurring in the workplace.
4. What does inclusion mean to you?
How to Answer
Simply put, inclusion means that everyone, regardless of their abilities, needs, or background, is treated fairly and equally. In the workplace, this means achieving an environment that presents an equal opportunity for all. Inclusion is a necessary component of any diversity effort because, without inclusion efforts, a Diversity & Inclusion program will fall flat. Discuss what inclusion means to you and why you believe it's a critical component to every workplace environment.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"To gain the benefits of a diverse workplace, a company must also deploy intentional inclusion efforts. This effort means actively creating a culture that is welcoming to all, regardless of differences. Inclusion means that everyone feels like an equal team member; everyone receives the same resources and opportunities for growth. This deliberate effort is what separates inclusion from diversity."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"Inclusion means everyone is respected, and everyone has a space to express their ideas. Regardless if we all agree on a topic, we understand everyone has a different experience. But we always respect one another and value each other."
Written by an Anonymous User
Our Professional Interview Coach
Marcie Wilmot Reviewed the Above Answer
It's great that you recognize how important it is to respect everyone and their ideas no matter their background or experience. You might also talk more about how inclusion can refer to how a company should provide equal access to opportunities and resources for everyone, especially those who may otherwise be marginalized. If you have any personal examples of having seen this be done successfully, don't hesitate to mention them as well.
5. Have you ever encountered a situation where a colleague was not accepting another colleague due to their gender or sexual orientation?
How to Answer
The interviewer wants you to recount a time when you dealt with gender or sexual discrimination in the workplace. When responding to a question like this, it's best to give a specific story-based example rather than responding with a generalization. You can form your response using the STAR framework, an acronym for Situation, Task, Action, Result. This framework will allow you to keep your reply well-organized so that the interviewer can follow along with your story.
If you have not experienced this situation in the past, you can speak hypothetically, being sure to address how you would handle the issue and how you plan to support your co-workers regardless of their gender or orientation.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"(Situation) When I was working for Company ABC, I witnessed a male colleague make advances on a female colleague during an after-hours workplace event. (Task) The female colleague was uncomfortable, and the male colleagues' behavior was inconsistent with company expectations and standards. As a company manager, I knew that I needed to become involved. (Action) I approached the male colleague in private and told him that his behavior made our respected colleague uncomfortable. He responded by saying, 'Well, if she didn't want to get hit on, she shouldn't have worn that dress.' I replied by saying, 'Your actions and your reaction to my feedback has given me a reason to escalate this situation.' I took the issue to our Human Resources department the following day. My grounds for concern were this persons' behavior, their reaction when confronted, and the fact that he did not expect to suffer consequences due to his gender. (Result) The male colleague was terminated shortly after the incident. I do not believe in supporting poor conduct, and for me, silence is a form of support, which is why I spoke up."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"My boss used to make lewd remarks toward women in the office. I told him it wasn't funny and it is just edgy for the sake of being edgy. That simple remark made him change his ways. People can be easily embarrassed when you call out their rudeness.
There was also an instance of a coworker who used to bully another coworker for his short stature and that he was less of a man for being short. In front of everybody in the office, I told her "it's extremely ill-mannered to comment on other people's bodies". The power of embarrassment easily made her change her ways. If the case isn't overtly offensive then I would take them aside and politely advise them to improve, however when its overtly offensive then it should be dealt with vocally at that moment."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
Your answer demonstrates that you are dedicated to addressing unkindness or poor behavior in the workplace. Consider expanding your response to discuss any steps you took beyond that moment to help ensure such issues did not resurface. Did you discuss the possibility of holding harassment or diversity training with your manager?
6. Have you ever experienced or witnessed a lack of inclusion in the workplace? If so, how did you address the situation?
How to Answer
Inclusion is different from diversity, and it's essential to be prepared to make the distinction. Diversity refers to 'what' the company is doing to create a diverse workplace, and inclusion is 'how' the company is developing a culture that is safe for all. The interviewer wants you to recount a time when you experienced first hand or witnessed a lack of inclusion in the workplace. This question is not the opportunity to speak poorly of an employer or co-worker but instead spotlight how you address a workplace imbalance.
When responding to a question like this, it's best to give a specific story-based example rather than responding with a generalization. You can form your response using the STAR framework, an acronym for Situation, Task, Action, Result. This framework will allow you to keep your reply well-organized so that the interviewer can follow along with your story.
If you have not experienced this situation in the past, you can speak hypothetically, being sure to address how you would handle the issue and how you plan to support your co-workers in achieving equality in the workplace.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"(Situation) I worked for a company many years ago that did not have proper inclusion efforts for employees with physical disabilities. There was very little assistive technology, and accessibility was not a priority. (Task) As the HR Manager, it was up to me to put a spotlight on these shortcomings. (Action) I brought my concerns to the General Manager in the form of a few critical points, and I provided helpful resources. I explained that many companies are relatively aware that diversity is important, but this does not mean much without inclusion efforts as a follow-through. I spent time explaining the differences between diversity and inclusion. Together, we came up with a plan that would further support inclusion. (Result) In the end, our inclusion program expanded, and we made more effort toward creating a comfortable workplace for employees with physical disabilities. The company's head office was impressed with our plan, and they ended up deploying our ideas across all other locations."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"Yes, I have experienced a lack of inclusion. Working at the University from different departments every Department Coordinator has access to different programs. Technology is very powerful and can be helpful to all Department Coordinators because we need to be experts in so many areas. I brought the concern to our staff organization and asked if there was any way we can all get access to similar programs. Even if we need to share the expense we can network and share our processes and manage our departments with more tools. Our staff organization went to our technology department and asked what we needed to do to get more seats in programs. We were able to across the board get similar programs and have professional development training in different programs to utilize what will be best for each department."
Written by an Anonymous User
Our Professional Interview Coach
Marcie Wilmot Reviewed the Above Answer
You have provided a thorough example that shows you were proactive and successful in initiating change to make sure all the department coordinators were treated equally. Nice job!
7. In your opinion, how can a company best embrace diversity?
How to Answer
A company that embraces diversity will see many benefits. The company gains new perspectives, better methods for problem-solving, and increased creativity. Also, employee engagement increases, resulting in less turnover. When it comes to profits, a company can see an increase in sales because its reputation improves, and its employees feel more attached to the company mission. The interviewer wants you to discuss ideas on how a company can strengthen its focus on workplace diversity.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I believe that embracing, encouraging, and increasing diversity starts with the talent attraction process. First, recruitment efforts must include diverse talent pools and advertising on various platforms, casting a wider net for attracting a range of talented individuals. When it comes to the interview process, a company can have a diverse panel of interviewers versus leaving the hiring decisions to one person or a group of similar individuals. Another way that a company can embrace diversity is to offer sensitivity training to all hiring authorities and leaders. All hiring managers and decision-makers should be aware of the range of workplace issues to avoid making discriminatory hires."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"A company can embrace diversity by creating space. I believe it is important from hiring to continued education everything should have a lens of diversity. Hiring should have multiple inputs and even have input from various departments. There should also be required diversity training every year. Also, an open forum on current events to discuss what is going on. To have everyone be able to share their ideas and thoughts is also embracing diversity."
Written by an Anonymous User
Our Professional Interview Coach
Marcie Wilmot Reviewed the Above Answer
Great response! You mention multiple ways a company can help to ensure that its workforce is diverse and that its employees embrace diversity and inclusion. Excellent.
8. Have you ever attended formal diversity and inclusion training?
How to Answer
There are many available programs, courses, and workshops dedicated to diversity and inclusion. Many of these programs are in-house, some are offered by post-secondary educational entities, some through professional coaches, and others offered online. Udemy, Coursera, edX, and even Microsoft provide highly valuable D&I training options.
If you have never attended diversity and inclusion training, take the initiative to do so on your own time. This addition to your knowledge base will be valuable as you search for new employment. If you have formal D&I training, give the interviewer an outline of the program you attended. Discuss what you learned, and highlight how this training will benefit the company, should they choose to hire you.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"Although my former employers have not offered formal diversity and inclusion training, I did take the initiative to attend a self-paced e-course from Microsoft on Unconcious Bias. This course was geared for managers and employees and provided a helpful overview of how diversity impacts employee productivity, happiness, and overall business success. Through this coursework, I deepened my understanding of unconscious biases, how they influence my behavior, and impact others. I learned a few action steps that I could take to eliminate bias in my work environment. I highly recommend this coursework, and I am eager to put my new knowledge into action."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"I have attended training about diversity and inclusion. I have attended training about microaggressions, how to identify them, and how to respond. Another training I attended is the importance of diversity and how powerful being open to accepting other's ideas and the experience they bring to the conversation."
Written by an Anonymous User
Our Professional Interview Coach
Marcie Wilmot Reviewed the Above Answer
Great. The interviewer will appreciate that you have a background and training in this area. You might consider adding one more sentence that discusses how this training has impacted the way you conduct yourself and your work.
9. What are the most common mistakes you see in a company's Diversity & Inclusion plan?
How to Answer
Many companies will have a well-organized Diversity & Inclusion plan (often referred to as D&I). However, having a plan is not the fix-all for addressing diversity and inclusion issues in the workplace. Talk to the interviewer about some common mistakes you have seen in a company's D&I plan and include some positive thoughts regarding potential solutions. If you have not recognized any issues with the D&I plans of previous organizations, here are a few common missteps that you may find:
- Treating D&I solely as a Human Resources issue versus a company-wide responsibility
- Creating a firm plan but falling short with training or putting the plan into action
- Having a one-sided approach expected to fit everyone
- Focusing on diversity (the 'what) but not inclusion (the 'how')
- Limiting the demographics included in the D&I program
- Leaving it up to employees to drive the D&I plan
- Rarely revising the D&I plan for tweaks and improvements
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I believe there are many missteps that even a well-meaning company can make in their Diversity & Inclusion plan. The top three I have seen include not understanding the difference between diversity and inclusion, treating D&I as strictly an HR function, and insufficient training on D&I efforts. I believe that diversity addresses the 'what' and the 'who' but it does not address the 'how.' This is where inclusion comes into play since it's the plan put into practice. Many organizations do not seem to understand the differentiation fully. When it comes to HR practices, the HR team needs to embrace the D&I plan fully; however, it does not stop there. HR should collaborate with all employees and all other functions to ensure that the plans are clear and put into place. When it comes to a D&I plan, a company should consider regular training versus a one-time event. These are a few common mistakes I have seen in diversity and inclusion plans, but luckily there are many resources to help an organization change and become better."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"A common mistake I see in a company's plan is all about what they are going to do but not putting it into practice. There needs to be actual seminars or online training that the employees must complete. Putting things into practice helps employees learn the concepts and encourages them to actually act them out. And it needs to be a constant thing every few months rather than a one-time event."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
Well done! D&I plans can often be all plan but no action. You're right - consistent employee engagement and follow-up action are vital to weaving diversity and inclusion into the organization's culture.
10. Why do you believe it is important to embrace diversity and support inclusion efforts in this role?
How to Answer
No matter your job function, it's vital that you come ready to embrace and support the diversity and inclusion efforts of your employer. The interviewer wants to know why you believe this to be important and how you put this belief into action. A company that embraces diversity and inclusion efforts creates a cohesive work environment with higher morale, better productivity, and less turnover. Discuss with the interviewer why you stand by D&I endeavors and what you will specifically do in this role to support the hiring company's D&I plan.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I fully support diversity and inclusion in the workplace and believe that there are incredible benefits to a workplace built on equality. First and foremost, equality and inclusion should always be considered fundamental human rights. When it comes to the benefits of embracing diversity and inclusion in this role, I can play an important part in employee happiness, help to boost employee tenure, and increase productivity. Also, by supporting the diversity and inclusion efforts of your company, within my particular role, I will bring new perspectives, help increase the diversity of your talent pool, and positively add to your already innovative team."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"It is important to embrace diversity so that we have a wide variety of perspectives. Also if we are not inclusive, that reduces the number of talent that is willing to work for us meaning lesser efficiency in the company. A positive workplace increases the quality of work and business value as well as making it a fun place to work."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
Well done! You've shared why D&I is important. You can strengthen this answer further by talking more specifically about how embracing diversity and inclusion would benefit the role you're applying to. Does it help you come up with more creative web ideas? Does it offer a wider variety of tech expertise and talent?
11. How do you feel about workplace diversity today, and how have your views changed over the years?
How to Answer
Diversity has been a part of the corporate conversation for many years; however, the conversation has changed significantly over time. Today, corporations consider many more groups when building their Diversity & Inclusion plan. The interviewer would like to know how your views have evolved over the years, and where you stand today on diversity and inclusion topics and efforts.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I believe that diversity in the workplace is one of the fundamental components to a company's success, brand story, and reputation. Today, diversity is a much broader conversation versus when I first entered the workplace twenty years ago. Then, the biggest conversation was about the increase in women in the workplace. Today, a company's diversity plan includes race, religion, culture, sexual orientation, gender identity, physical abilities, socioeconomic status, and more. The most significant change in my personal view of diversity over the years is my realization that diversity has to go far beyond thought and move into action while including a broader range of groups. I am passionate about D&I, and I look forward to bringing my perspective to your organization."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"Before I used to believe that merit alone should be the determining factor in hiring somebody. However, merit doesn't take into account underprivileged people who find it hard to acquire an expensive degree or had to overcome more hurdles compared to someone from a higher class. So now I have learned that people from the lower class need a leg up in hiring in order to be considered equal to those of the higher class."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
This is a good start. You've shared how your view has transitioned from merit-based toward a more diverse perspective. However, rather than focusing on economic status, consider talking about what your workplace would be missing if it operated on a merit basis. Talk about what has changed your mind over the years and what diversity offers that a merit-only system would cause your organization to miss out on.
12. We have a steadfast commitment to our company's diversity and inclusion plan. What does our D&I plan mean to you?
How to Answer
Before attending your interview, take the time to research the hiring company's D&I plan. Typically, an organization will have its D&I plan available to read on its website. Take some time to review the company's mission and vision regarding embracing equality in the workplace. Discuss why their approach is attractive to you.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I took the time to read through your company's diversity and inclusion statement online. I was impressed that your organization embraces the differences in people, their experiences, and how they view the world. This plan is important because you have an incredible dedication to creating products that serve everyone, rather than a specific demographic. Your company embodies inclusion, and has shown consistent progress in these D&I efforts compared to your competition."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"I have read your plan on being more inclusive to people from a variety of backgrounds, races, religions, and genders. I strongly agree with your plan on how diversity benefits the workplace as well as its employees."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
You've confirmed that you have read the plan and agree with it, but in order to make your answer more memorable and a bit less generic consider talking about the part of the plan that you connect with the most. This makes your answer more unique to you.
13. Do you have any questions or concerns about working among a diverse population?
How to Answer
To a conscious hiring organization, culture fit is an incredibly important part of the decision making process. The interviewers will want to be clear that your values align with that of their company. They want to see that you will bring value to their diversity and inclusion plan and wholeheartedly support their efforts. Be prepared to ask any questions regarding the company's diversity plan. If you have concerns about working among a diverse population, be aware of your phrasing and be sure to present your query respectfully.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I have a strong understanding of the workplace culture within your organization, and I am eager to join a company that is so conscious of its diversity efforts. A couple of questions that I have included, what diversity training do you offer your employees upon hire? Also, what do your recruitment efforts look like when it comes to attracting a diverse talent pool? I have no concerns about working in a diverse population. Still, I would love to have more information regarding the talent you are working toward attracting and the environment that you seek to build in the years to come."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"I have no issues working with a diverse population. I would like to get acquainted with your plan and make suggestions. However, sometimes I feel like some diversity agendas might actually do more harm than good in that there has been a trend of discriminating against people of Asian descent. I grew up in a poor, Asian family and I would not like to be held back because of my race. I feel like socio-economic factors should be emphasized in that case."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
With this question, the interviewer is trying to discern if you have any hesitation about working with diverse groups. You've done well in confirming that you enjoy working with diverse teams. Rather than discussing the negatives, you see in a D&I plan, consider discussing why you enjoy working with diverse groups or teams, what you've learned from others of different backgrounds, or how that diverse perspective helped your team achieve a goal or overcome an obstacle. This helps show the interviewer that you see working with a diverse population as a positive rather than a negative.
14. If hired into this role, how will you support our anti-discrimination policies?
How to Answer
An anti-discrimination policy is a policy put into place by a company to protects its employees from discrimination based on multiple factors. A robust anti-discrimination policy will cover various characteristics such as age, gender identity, race, ethnicity, nationality, religion, medical history, physical abilities, sexual orientation, and more. An anti-discrimination policy should also protect employees from various forms of harassment, including sexual harassment. The interviewer wants to see that you will openly and actively support their policies. Talk about the efforts that you plan to make, should you be hired.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I plan to support your anti-discrimination policies in a variety of ways. I promise to quickly identify and expose any instances of harassment or discrimination in the workplace. I will genuinely embrace everyone in the organization and treat everyone with the utmost respect. I will show cultural understanding and help my co-workers to build their competency and understanding of others. I also plan to support your anti-discrimination policies by continually educating myself on emerging inclusion programs and practices."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"Often times it is hard to point out bullying and harassment in the workplace. I pledge to always call out bullying even if it is a close friend of mine doing the bullying. To me, inclusion and making people feel comfortable in the office always come first."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
An anti-discrimination policy exists to protect employees from discrimination based on gender, race, age, physical ability, religion, sexual orientation, physical ability, or other characteristics. With this question the interviewers trying to confirm that you'll actively support their policies in this area. Rather than focusing narrowly on bullying, consider expanding your answer to talk about the action you'll take to prevent or address discrimination based on any of those factors, should you be chosen for the role.
15. What challenges do you believe you'll face when it comes to upholding anti-discrimination policies in this role?
How to Answer
The interviewer wants to see that, if hired, you can uphold and support their anti-discrimination policies. If you foresee any challenges, you must be honest about any roadblocks you may experience. It is acceptable to be vulnerable about your shortcomings; however, in today's age, the hiring authorities want to see your desire to embrace anti-discrimination efforts.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I have been educating myself on the topic of unconscious bias since I realized that all people have a bias of which they are unaware. My biggest challenge will be overcoming this unconscious bias; however, I am working incredibly hard to overcome this weakness. I am learning what causes any unintentional resistance when it comes to my understanding of groups with which I am relatively unfamiliar. To overcome this, I have been taking online coursework to battle implicit bias and biased professionalism."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"People often hold unconscious biases that are deep-seated in them after years of living in a racist/sexist/classist world. It can take time and compassion to rise up from this. To help combat this I can take online courses which point out ways we are biased without realizing it. A common trick I always do to better relate with people is to imagine them as my friend or family member; if I saw a homeless man and saw him in that light, I would have more compassion for him. And the same goes for my diverse coworkers whenever I work with them."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
It sounds like you feel that unconscious bias would be a challenge you'd face when implementing anti-discrimination policies. If this is the primary barrier you think you'd encounter, round out your response by talking about how you'd overcome this challenge. Would you create and lead unconscious bias training for the organization?
16. Have you ever reached out to a colleague you felt was experiencing workplace discrimination?
How to Answer
There are many obvious signs of discrimination in the workplace and many more subtle signs. The more obvious signs are unequal pay, limited promotions, and demeaning communication. The more subtle signals of discrimination can include undue references to age, gender, race, and other microaggressions. Other less obvious signs of workplace discrimination could also include bias interview questions or unfair disciplinary action.
When responding to a question like this, it's best to give a specific story-based example rather than responding with a generalization. You can form your response using the STAR framework, an acronym for Situation, Task, Action, Result. This framework will allow you to keep your reply well-organized so that the interviewer can follow along with your story.
If you have not experienced this situation in the past, you can speak hypothetically, being sure to address how you would handle the issue and how you plan to support your co-workers should you witness such a situation.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"(Situation) While working for Company ABC, I noticed that one of the new sales team members was not fitting in as well as expected. (Task) As the Sales Manager, I needed to ensure this team member felt welcome, respected, and comfortable in his new work environment. (Action) I asked this person to lunch so that we could make a stronger connection. We spoke about his first week, and he mentioned previous trouble fitting into new work environments due to a physical disability. I listened carefully and asked him what we could do as a company, and what I could do as his manager to eliminate this situation from recurring. He asked for some new accessibility options and also asked if he could share a bit about his disability with the team so that they would understand him on a more personal level. I agreed, and we held a very informative meeting the following day. (Result) The team embraced our new member, and they were much warmer after taking the time to understand him on a deeper level. It felt great to listen and implement inclusivity measures to make this team member feel comfortable and respected."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"Yes, one time there was a coworker who was bullied because of his weight. people thought it was funny and he used to laugh along too. However, when I reached out to him, he didn't like it. I spoke with the people doing the bullying and told them it was appropriate that it is not always obvious when you're offending someone even if they laugh along."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
This is a strong example. I appreciate the intuitive action you took and the empathy shows you have. You also did a good job outlining the follow-up action you took to address it with your colleagues. Consider ending your answer by sharing the result. Did your coworkers take your intervention to heart? Did they stop commenting on your colleagues' weight?
17. As a manager or leader, how would you approach an equity problem in the workplace?
How to Answer
There is a range of equity problems that you might face in the workplace. Equity refers to equal access and equal opportunities for everyone regardless of gender, sexual orientation, race, language, physical abilities, and many other characteristics. The interviewer wants to know how you approach equity problems and what you would do if you witnessed a lack of equity in the workplace. Show that you are conscious of equity and that you realize the difference between equity and equality.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"First, I believe it's essential that leaders understand the difference between equity and equality. I explain to my colleagues that equity is our approach to reaching the end goal of equality. Equity means providing equal opportunity and equal access to everyone, no matter their situation. If I were to discover an equity problem in the workplace, I would start by researching which groups felt impacted and what was causing the impact. Then, the work would begin with creating measurable initiatives and having an action plan with a target or goal. For instance, in my current position, I heard from an employee that their family did not receive equal treatment when it came to company health insurance benefits. I came to find that our spousal health insurance benefits did not mention same-sex partners. I immediately contacted our HR department, who put the wheels in motion to change the language attached to our benefits plan. Leaders must be highly conscious about equity when they create policies, procedures, and workflows so that everyone can benefit from an environment that truly supports equality."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"People oftentimes don't want to come forward with issues they're having. So I would make an easy, anonymous, or non-anonymous system in which people can file their complaints. If it's anonymous, I would then work to identify that issue and work in a general way to solve it like a time meeting. If it's non-anonymous I would contact them and see their point of view and then how to solve that issue and not repeat it in the future."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
Your answer is a good way to uncover an equity issue. An equity problem typically means that employees don't have equal access to new opportunities, promotions or training, etc. Consider expanding your answer to more clearly talking about what you'd do to address the issue through things like skills-based hiring, ensuring hiring practices or promotion assessments are equitable, and creating space for employees to weigh in on changes that impact the way they work.
18. How would you help a co-worker to increase the value they place on workplace inclusion?
How to Answer
Not everyone is empathetic to diversity and inclusion in the workplace. The interviewer wants to know how you would handle a situation with a colleague who did not place as much value on inclusion as they could. What action steps would you take to help someone increase their awareness of the importance of diversity and inclusion in the workplace?
There are many ways to support further the idea of workplace inclusion, such as building awareness of unconscious bias or asking your co-workers to assess and review their assumptions of others. If you have experienced this scenario, tell a brief story outlining the situation and the actions that you took.
If you have not experienced this situation in the past, you can speak hypothetically, being sure to address how you would handle the issue and how you plan to support your co-workers in boosting their workplace inclusion efforts.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I would help a co-worker to increase the value that they place on workplace inclusion by being consistent in my actions and providing education and resources at every opportunity. In my previous role with Company ABC, the General Manager recognized many traditional Christian holidays; however, very few other events. I approached him, asking that he consider acknowledging a wider variety of religious and cultural holidays. I wanted the company to be more engaged with our diverse team and take the time to learn how everyone celebrates their special holidays. He took the feedback well and began to track these multicultural celebrations. As a result, we became more aware of other cultures and beliefs. Also, the GM provided days off and flexibility around these important dates."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"One time I approached my boss about hiring from other schools besides prestigious ones. This helped them hire from underprivileged regions and people from lesser socioeconomic status."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
Helping a coworker value inclusion often starts with setting a consistent, positive example with your own behavior and emphasis on inclusion. You can strengthen your answer by discussing how you'd set an inclusive example by asking others for their input, valuing others' contributions, and celebrating your team's differences. Then you can share that you'd encourage your coworker to follow your example and look for opportunities to do the same.
19. How has your education and experience prepared you to succeed in our diverse work community?
How to Answer
As a working professional, you should be ready to take your education, life, and career experiences to help you succeed in a diverse workplace environment. Discuss your exposure to the topic of diversity in the workplace, show that you have a solid understanding of the depth of diversity and inclusion in business environments, and assure the interviewer that you will succeed in their diverse work community.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I am thankful to have worked for companies that are highly conscious of their diversity efforts and inclusion programs. Some of the efforts that I have been part of include changing job ads to include only inclusive phrasing and information. While working as an HR Assistant, I learned how to write formal job criteria and promotion criteria to help managers avoid biased workplace decisions. My education in business taught me about the importance of diversity in the workplace. While attending the University of XYZ, I took coursework on gender, diversity, and leadership in the workplace. During this coursework, I learned how the HR sector has changed over the years, with an increased demand for organizational diversity. I am eager to take this knowledge and my inclusive mindset to support your organizations' diversity efforts."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"I have worked for companies that have been conscious of their diversity efforts and adopted inclusion programs. Greater diversity in the workforce results in greater profitability and value creation and must be widely appreciated for a business to succeed. In my previous job, I was part of a scheme that aimed to celebrate diversity and help managers avoid biased workplace decisions. This included assisting the warehouse manager in the implementation of job adverts that promoted inclusion through specific phrasing and information. Furthermore, my education in environmental studies informed me of the importance of recognizing diversity in the workplace. Gender and place are closely intertwined and we learned about how gender reflects wider socio-cultural values and women's representation in the environmental sector. Many of the women on my course were exceptionally talented and had an extraordinary passion for sustainability. According to the IPCC, women only account for 33% of the authors in recent reports. They are still under-represented in my eyes, and this is something I am advocated to change."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
I really appreciate the thoroughness of your response. Your answer makes it clear that you truly value diversity and inclusion by sharing about improvement initiatives you've participated in and information you gained during your education. If applicable, you can further expand your response by telling about a specific course that focused on Diversity & Inclusion in the workplace or any workshops or conference sessions you're participated in that focused on the topic.
20. How have you demonstrated an active commitment to diversity and inclusion in your most recent role?
How to Answer
The interviewer would like to hear the tangible and measurable ways you demonstrate your commitment to diversity and inclusion. Think about the efforts you have made in your current position. Perhaps you have worked to help educate your co-workers on equality. Maybe you have eagerly attended cultural training or diversity workshops or, you openly celebrate the strengths of those different from you. Discuss the ways that you show an active commitment to diversity and inclusion at work while spotlighting the fact that you will wholeheartedly support the hiring company's efforts, should you be hired.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I have supported my current company's diversity and inclusion efforts in a variety of ways. One significant example was when our company planned the mass hiring of over 100 individuals in its technical department. I suggested that we find and hire an independent diversity mentor to inspire us to look at our new talent attraction strategy without bias. Our company leaders agreed, and this choice resulted in a much strong team that has brought our company greater strides in innovation than ever before. If hired, I will eagerly support your organizations' diversity and inclusion efforts by rethinking policies, educating others through trustworthy resources, making mindful decisions, and encouraging more diverse hires."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"My company only used to hire from the University of Waterloo which is one of the most prestigious schools in Canada for teaching. However, the more prestigious a school is, the less likely underprivileged people are able to attend. So I suggested hiring from a variety of schools and even community colleges to make sure we're getting a diverse array of people from different classes and regions. This helps elevate people from poor backgrounds as well as gives a fresh perspective to our products."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
This is a strong example that you can build on. However, it's important to make sure you're not narrowing your idea of what diversity means. Remember, diversity doesn't only refer to people of a lower economic status. Diversity applies to many areas including age, gender, ethnicity, educational background, and religious belief systems as well as others. Consider improving your answer by talking about how this suggestion improved the way you work. Did your company begin hiring candidates from a variety of backgrounds? Have your teams benefited from different perspectives and new ideas? Have you been able to reach new markets based on fresh input?
21. Have you ever mistakenly said something offensive to a colleague? If so, how did you mend the relationship? What did you learn?
How to Answer
Saying something unintentionally offensive at work is a terrible feeling and an act that can be very challenging to repair. Your approach to this question should include honesty and a significant focus on the positive action you took once you realized your error. Show the interviewer that you are accountable for your actions and that you take the time to repair workplace relationships when necessary.
When responding to a behavioral or situational-based question, it's best to give a specific story-based example rather than responding with a generalization.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"When we hired a new Sales Manager, I made some assumptions about her that I should not have. I asked her if she was married with children, and she said yes - she was married and had two children. Making small talk, I asked what her husband did for a living, and how long they had been married. She replied by telling me that she and her wife had been together for 15 years, having adopted their two children. She told me they were married for just eight years due to same-sex marriage laws in our state. I was mortified with my assumptions and finished the conversation pretty quickly before walking away. Before approaching this colleague again, I gathered my thoughts on how to present an apology. Later that day, I apologized to her genuinely and told her that I wanted to learn to lose the assumptions and automatic reflexes I had formed over the years. I owned up to my behavior and admitted I was wrong, which helped us to build a good working relationship, moving forward. The biggest lesson that I learned was never to make blanket assumptions about any aspect of another persons' life. Since this incident, I have taken sensitivity coursework online and am much better at leading conversations in the workplace."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"At work, I was complaining about how tedious it was working for pharmaceutical companies because "if you make a mistake everybody dies". My coworker was visibly upset and later I learned that he had a difficult time dealing with death in his family. This made me realize not to be overly edgy with my humor and that something funny to me can be very offensive to another person. To better enforce this, I imagine what it's like to be in the shoes of someone before I make a joke about them or their state in life."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
This is a powerful example. You can strengthen this answer further by talking about what you did to mend the situation or relationship with your colleague. Did you seek him out to apologize? If so, how did he respond? Sharing that additional information can help the interviewer visualize how both you and your colleague were impacted.
22. To what extent do you think a company should encourage diversity programs?
How to Answer
Today, most companies have a diversity plan of some sort. Many of these programs are highly detailed, involved, and robust, while others have minimal detail or follow-through. The interviewer wants to know how involved you believe a company should be in generating a diverse workplace.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I have worked for companies that have diversity-friendly policies; however, not closely monitored or updated regularly. I have also worked for companies with robust plans and regular diversity training for their team members. I prefer working for an organization that is clear on its diversity plan and makes program updates regularly. At a bare minimum, I feel that a company should have a diversity program that includes recruitment and talent attraction, a fair promotion process, regular diversity training, cultural awareness workshops, accessibility options, and a way to measure their programs' efforts and progress. I read your company's diversity and inclusion statement online before attending this interview today and was impressed. Could you share additional details with me on your diversity program?"
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"There should be many dimensions in a company that should encourage diversity. Through its hiring practices, accessibility options, seminars, online training, the promotion process, and paid time off for new parents. There should also be a way to quantify these results like an employee feedback system."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
With this question, the interviewer is trying to gauge how far you think diversity should reach in an organization. You've confirmed that encouraging diversity should extend to a variety of processes and options. You can round out this answer further by explaining the benefit to employees or the company by doing so. Does it help attract top talent and retain employees? Does it help build organizational skill capacity and expertise?
23. How do you currently serve diverse groups in your personal or professional life?
How to Answer
The hiring company wants to see that you are keen on collaborating for societal change, justice, and equality. Just like an interviewer asking about your volunteer experience, this question addresses the efforts you put forward in immersing yourself in diverse groups. Provide a specific example of how you currently help people different from you, either at work or in your personal life.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"Racial justice and inclusion are important topics to me, so I often seek opportunities to build relationships with people of many different cultures, beliefs, and socioeconomic backgrounds. This year I have become active in a non-profit organization helping the underserved community and senior veterans who have minimal resources. The people I interact with while volunteering all help me become more aware of any unconscious bias that I have held toward the underserved. This exposure has helped me become more aware of the needs of others and has made me develop a greater sense of empathy that translates into my personal life and my professional interactions."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"In the past, I have volunteered for a charity that donates food and other supplies to poor people. I also got the opportunity to sit down with these people and converse with them and realize their point of view. I see the challenges that they face which gives me a better idea of why they find it hard to climb the socioeconomic ladder and also to better design the products I make. For instance, one patron had issues with visual impairment which further motivates me to make websites accessible such as keeping in mind screen readers."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
This question is focused on what you're doing now - in the present - to engage with diverse groups. You can focus your answer so that it more accurately addresses the question. Are you currently working on a project that would benefit a diverse population? Are you collaborating with a diverse team in the workplace or through a current volunteering opportunity? Talking about what you're doing to serve those different from you in the present, helps illustrate your real-world commitment to diversity in daily interactions.
24. What experience do you have relating to people with a background different from yours?
How to Answer
When you build relationships with people of a different background from yours, you must be open-minded, ready to listen, eager to learn, and open to new situations. Everybody has a powerful and unique story to tell regarding their background, culture, experiences, and beliefs. Talk to the interviewer about the exposure that you bring relating to others with a narrative different from your own. The hiring authorities will want to see your open-mindedness and desire to grow in acceptance of those different from you.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I enjoy listening to the stories of people from generations before me, and people with backgrounds different from my own. I will eagerly strike up a conversation with anyone in an attempt to learn something new. I recently read that ageism is still a prevalent issue in the workplace, which I find unfortunate. One bit of advice that has stuck with me for years is when my mentor suggested that I seek friendships with people of different generations. There are many benefits of friendships across generations, including a much broader perspective on life. I also notice different communication styles and varying core values, which I find interesting. Rest assured, should you choose me to join your team, I will get to know my co-workers with an open mind and an interest in their background and story."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"I went to the University of Waterloo, which has a high proportion of international students from all countries. I noticed many differences such as different issues in having English as a second language, different work ethics, etc. This helped me better communicate with people who have English as a second language in the workplace. But more importantly, it helped me realize that we are more similar than different and now I can better empathize with people from different backgrounds."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
It sounds like you've had the opportunity to get to know people from various backgrounds and cultures. You can help illustrate the depth and breadth of this experience by talking about projects you worked on with a diverse team and what you learned from the interaction, friends you made from other backgrounds, and how you appreciated one another's differences or cultural events you attended while at school that expanded your horizons.
25. What have you done this year to further your knowledge and understanding of diversity?
How to Answer
The interviewer wants to discuss your interest in expanding your understanding of diversity and inclusion. Show that you go beyond saying the right words and that you have taken action to grow your knowledge and empathy toward people with characteristics different from your own. If you have not recently pursued a broader understanding of diversity, some excellent resources can be found on Coursera, Udemy, edX, and Microsoft online.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"This year I have taken a keen interest in diversity and inclusion efforts, especially in light of the Black Lives Matter movement, and other calls for equality. Over the past six months, I have immersed myself in multiple online courses, including a course called Race and Cultural Diversity in American Life and History. I took another course on what it means to identify as transgender and gender non-conforming since, admittedly, I had a lot to learn. I am pleased to say that I have learned a great deal about other groups and myself along the way. I will continue to educate myself and broaden my knowledge as I believe this topic demands more attention from the majority of working professionals."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"I have read testimonials online of people who come from a lower socioeconomic standing and their challenges in life. There are systemic reasons why lower-class people cannot perform as well because they don't have the same opportunities to go to college or have family connections to a business. This is why in order to achieve equality we need to provide privilege to those who are less privileged so they are on the same level. For instance, if I were hiring, I would not fault someone for not being able to afford a degree or being from a less privileged race."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
With this question, the interviewer is trying to assess your level of interest in and commitment to diversity. It's important to demonstrate that your commitment goes further than saying the right things. Consider enhancing your answer by talking about the action you've taken to expand your knowledge in the area of diversity, equity, and inclusion such as completing workplace training, participating in online courses, purposefully collaborating with diverse teams, etc.
26. In which areas of diversity do you have more to learn? How do you plan to grow?
How to Answer
Some of the most common areas of desired growth among working professionals include unconscious bias, gender equality, creating diverse teams through broader talent attraction strategies, and effective leadership in varied environments. The interviewer would like to know where they can best support you in meeting their diversity and inclusion efforts and expectations. In a sense, this question is asking, 'what is your greatest weakness' when it comes to the topic of diversity and inclusion. Be honest in your response and spend the bulk of your reply addressing the actions you are taking to improve and grow.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"Admittedly, I could learn more about the psychology of unconscious bias. As much as I am keenly aware of this topic, I believe there is always more to learn about understanding stereotypes, discrimination, and prejudice and learning how to reduce instances in the workplace. These topics are critical, and they are fluid, which means that I will never stop learning. I want to identify acts of stereotyping in the workplace better, and I would like to develop stronger strategies for engaging a diverse team. To meet these goals, I will continue to enroll myself in self-led online courses. I will read books from thought leaders such as Candice Morgan, who is the Equity, Diversity, and Inclusion Partner with Google Ventures. I will continue to listen to podcasts such as 'Change Cadet' from Dr. Akilah Cadet, and of course - I am eager to take any workshops your organization arranges for its team members."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"I need to improve my unconscious bias in favoring working with people who are similar to me: male and nerdy. To improve on this, I should break out of my shell to work and chat with people who are different from me like people from different genders and departments during lunch hours. This helps me to better understand different people's points of view and better empathize with them.
All things like stereotyping, hatred, intolerance all stem from not being able to empathize with someone so although online courses can help with this, the best way to have a more accepting mentality is to see the underlying person by interacting with them."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
Excellent! You've pointed out an area that you want to grow in and set out a plan to achieve that growth as well as why it's important.
27. Do you have experience recruiting a diverse workforce?
How to Answer
Many companies have effective multi-stage strategies for recruiting a diverse workforce. An organization with a strategic diversity plan actively seeks to employ individuals with a wide range of characteristics. These characteristics could include cultural background, ethnicity, race, political views, religion, gender, sexual orientation, and much more. Going far beyond diversity hires, the interviewer will also want to know if you have experience building an inclusive workplace culture. Building a diverse team truly means something when you simultaneously create a culture of equality and inclusivity.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"I have experience building a diverse workforce, and I believe that this effort begins with leveraging job boards that specialize in diverse hiring such as 'Recruit Disability' or 'Diversity Working.' My company also offers specific internships to attract candidates from underrepresented groups. After joining my current company, I suggested that we move to a more diverse interview panel, which I believe helped improve the fairness in our recruitment process. I still have strategies to learn as I believe this topic is ever-changing, but I am happy with the policies and practices I have incorporated. I am eager to continue these valuable efforts with your organization."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"No, I do not work in human resources. However, I have recommended to my boss to hire people from various schools rather than just one so we get a diverse array of people from different regions and socioeconomic backgrounds."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
Because you don't have experience in hiring this is an appropriate response. You've also done a good job refocusing it on how you've supported diverse hiring informally.
28. How do you demonstrate sensitivity to others?
How to Answer
Respect and sensitivity towards others are common topics in the corporate landscape. If you have ever heard of an executive mandated to take 'sensitivity training,' you may be aware that sensitivity towards others is a common issue for leaders and employees. Show the interviewer that you are a professional individual who acts and reacts with correct behavioral and emotional responses in the workplace. The interviewer would like to know specifics on your approach to demonstrating sensitivity to others.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"Sensitivity in the workplace is incredibly important. I demonstrate sensitivity to others by respecting the needs, emotions, and beliefs of everyone on my team. I can adapt to the concerns and needs of various groups, no matter how different they are from me. I work very hard to cultivate healthy and trusting relationships with members of my team and while also being a consistent example to my co-workers when it comes to team member relationships."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"One of the most insensitive things you can do is to laugh or trivialize the opinions and ideas they share. This causes them to close up and not speak up. I vow to always respect what they're saying and to provide civil feedback if I disagree.
Edgy jokes and humor can be fun to you, but even if one person could be offended by it then you should not make the joke. What's funny to you can be harmful to someone who has had traumatic experiences with that thing.
Not taking into account someones ideas can be very insensitive. I always try to discuss the pros and cons of each others side and then make a compromise to show that I value their point of view."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
Good job! This is a strong answer that helps the interviewee understand how you strive to consider others' needs in the workplace.
29. How would you introduce diversity to a team member with limited cultural experiences?
How to Answer
The interviewer wants to know precisely how you would help a team member increase their understanding of diversity and inclusion. Discuss how you would approach promoting diversity in the workplace if you encountered a colleague who would benefit from gaining a broader life perspective.
If this situation has happened to you in the past, tell your real-life experience. Share the actions that you took to make a difference. If you have not encountered this experience before, give the interviewer an overview of how you would approach this hypothetical situation.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"There are many effective strategies for introducing and promoting diversity and inclusion to others in the workplace. If I knew that my colleague had limited experiences with individuals outside of their group or comfort zone, I would encourage them to seek new perspectives. I would kindly suggest trusted resources such as information from Juliette Austin, the Senior Diversity Equity & Inclusion Strategist for the Bill & Melinda Gates Foundation. If the situation were more difficult, I would make a formal recommendation to the Human Resources department to enroll the individual into sensitivity training. This type of training can be incredibly impactful for helping employees and leaders to increase their awareness of multiple dynamics in a workplace environment."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"The best way to make someone more understanding is to make them do a mental practice of putting them in another person's shoes. Another thing is to make them aware of different cultures and that some things that might be offensive to them might not be offensive to you. For instance, if my company had a large group of people from a certain religion and the person who were not culturally educated on their rituals, then I would recommend a khan academy course on that religion so that they could understand their point of view.
For instance in certain religions its common to pray throughout the day, if someone is not educated on that ritual then they might take it as laziness. So i would recommend a course on youtube to help them learn about that religion and their point of view and why certain rituals are important to them."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
Helping others learn to value diversity is a worthy pursuit. You've shared examples of how you would encourage someone new to diversity to expand their knowledge. Consider expanding your answer by talking about how you'd introduce others through your own consistent example of celebrating employee differences or listening to the unique perspectives of others.
30. What is the difference between diversity and inclusion?
How to Answer
There is an essential difference between diversity and inclusion, and the interviewer would like to know that you are aware of the critical distinction. Diversity is often explained as 'what the company is doing' to attract a range of workplace talent. Inclusion is the 'how' referring to what the company is doing to embrace this diversity plan. As you can see, using this distinction, diversity efforts mean much less when inclusion efforts do not occur in tandem. For instance, a company can hire a female executive; however, if she does not have an equal voice, this diversity hire is simply lip-service. Discuss what you know to be the difference between diversity and inclusion.
Written by Rachelle Enns on September 22nd, 2020
1st Answer Example
"Inclusion is taking a diversity plan and putting it into action. It's approaching a diverse hire and ensuring that the individual also experiences equity in the workplace. For instance, in my current position, we make a great effort to hire a diverse range of individuals with physical disabilities. If we did not also ensure that these individuals had equal access to accessible technology or physical spaces that met their needs, we would not be meeting the inclusive side of our diversity and inclusion plan - only the diversity aspect. I strongly believe that, although these two terms are often used interchangeably in the workplace, the distinction is incredibly important."
Written by Rachelle Enns on September 22nd, 2020
User-Submitted Answer
"Diversity is hiring a diverse array of people. Inclusion is putting diversity into practice and making people feel welcome and included. So for instance we can hire visually impaired people and be diverse but we wouldn't be inclusive if we didn't provide them with special monitors so they can work properly."
Written by an Anonymous User
Our Professional Interview Coach
Amanda Knight Reviewed the Above Answer
Excellent! You've defined each correctly and used a simple example that illustrates the difference clearly.