Have you ever encountered a situation where a colleague was not accepting another colleague due to their gender or sexual orientation?
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.
"(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."
Community answers are written by other candidates practicing this set. Reading how others frame the same question is one of the fastest ways to sharpen your own.
Anonymous 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.
Amanda's Feedback
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?
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