Diversity and Inclusion Interview Questions
Practice 30 Diversity and Inclusion interview questions covering equity initiatives, unconscious bias, and inclusive leadership.
Question 17 of 30
As a manager or leader, how would you approach an equity problem in the workplace?
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Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.
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.
Rachelle Enns is an interview coach and job search expert. She works with candidates to perform their best in employment, medical, and post-secondary admission interviews.
"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."
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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.
Amanda's Feedback
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.
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