10 DEI Interview Questions You Should Be Asking

Diversity, equity, and inclusion (DEI) is essential for creating a positive and dynamic work environment, not to mention achieving long-term business success. Embracing DEI leads to a variety of benefits, including increased creativity, better employee retention, and improved financial performance. 

As businesses, employees and customers recognize the undeniable advantages of fostering DEI, it has become increasingly important to incorporate these values into the recruitment and hiring process, particularly during interviews.

DEI related interview questions help recruiters identify candidates who understand and support a business’s commitment to hiring and retaining a diverse and inclusive workforce. When DEI is addressed during interviews, employers can select candidates who are best suited to contribute to a welcoming and supportive environment while also harnessing the potential of diverse perspectives from different backgrounds.

In this article, we’ll explore ten DEI interview questions, explain why they matter, and take a look at some of the factors recruiters should be looking for in candidate responses. 

1. Why does diversity, equity, and inclusion matter to you?

It’s often useful to start the DEI section of an interview with an open-ended question to gain insight into the candidate’s understanding, values, and commitment to DEI. It can help you determine if the candidate shares the hiring organization’s vision for a diverse and inclusive workplace. The response will reveal their level of DEI knowledge and awareness of DEI issues as well as their ability to recognize and respect differences among individuals.

Response assessment criteria:

A strong answer might include acknowledging the importance of appreciating and embracing diversity, ensuring equal opportunities for everyone, and creating an inclusive environment where all voices are heard, and different perspectives are valued. Candidates may also share personal experiences or examples of how they have contributed to promoting DEI in the past.

2. How do you foster diversity and inclusion at your workplace?

This question seeks to understand how the candidate actively contributes to promoting diversity and inclusion in their work environment. If the first question is about values and theory, this one is about practice. The answer should help you identify those who not only understand the importance of DEI but also take practical steps to promote diversity and support it.

Response assessment criteria:

You should expect the answer to this question to include specific actions the candidate has taken to foster an inclusive atmosphere, such as establishing or participating in diversity initiatives, promoting open communication, or encouraging collaboration among diverse team members. Candidates could also explain how they have addressed their own biases, accommodated special needs, or provided mentorship to underrepresented colleagues.

3. Share an example of your advocacy for DEI within your organization.

Here, the aim is to prompt the candidate to speak about their previous position and a concrete example of their contribution, uncovering real-life experiences of actively championing diversity, equity, and inclusion in their previous workplaces. Recruiters can then ask the same set of follow-up questions to explore the candidate’s values own, experiences, and attitudes in greater depth.

Response assessment criteria:

A compelling response might narrate a story where the candidate recognized a DEI-related issue, engaged in proactive initiatives, and achieved a positive outcome. For instance, the candidate could describe how they successfully lobbied for inclusive hiring practices, contributed to the development of a diversity-focused mentorship program, or spearheaded a campaign addressing pay disparities.

4. How do you respond to bias, discrimination, or harassment based on identity?

This question explores the candidate’s ability to handle situations involving bias, discrimination, or harassment in the workplace. It is useful for assessing how they would take appropriate action, exhibit empathy, and uphold a respectful environment.

Response assessment criteria:

The candidate could showcase their proactive approach to addressing DEI issues. They might outline the steps they took to do so: for example, acknowledging the incident and expressing support for the affected individual. They might also emphasize the importance of fostering an inclusive culture that minimizes such incidents. 

5. Outline your strategies for ensuring that your communication style is respectful and inclusive towards diverse audiences.

Effective communication in team meetings is the foundation of a harmonious and inclusive work environment. This question aims to gauge the candidate’s ability to adapt their communication style to diverse audiences and ensure that colleagues feel valued and understood.

Response assessment criteria:

You should look for information that shows the candidate’s approach to inclusive communication, such as using clear and concise language, avoiding jargon or slang, and considering cultural sensitivities. Other strategies include active listening and empathy, being open to feedback, and validating others’ perspectives.

6. How do you incorporate diverse perspectives into your work?

Inquiring about the candidate’s approach to incorporating diversity in their work helps assess their ability to make innovative solutions, collaborate effectively with colleagues from various backgrounds and make the best possible use of their contributions. It emphasizes the importance of diverse thinking in problem-solving and innovation.

Response assessment criteria:

The answer should include actionable examples, such as actively soliciting feedback from team members, participating in cross-functional projects, or creating inclusive brainstorming sessions. You may also want to look for evidence of the candidate’s recognition that they have benefitted from incorporating varied perspectives, such as enhanced creativity or improved decision-making processes. 

8. Could you explain your approach to handling conflicts or disagreements arising from diversity and inclusion issues?

Conflicts or disagreements surrounding DEI policies can arise in any workplace, and effectively managing them is key to maintaining a safe and inclusive workplace. This question assesses the candidate’s conflict resolution skills and their sensitivity to diverse perspectives when addressing DEI-related issues.

Response assessment criteria:

A thoughtful response might describe the candidate’s approach to conflict resolution: acknowledging the issue, understanding the viewpoints of all parties involved, empathizing with their feelings, and facilitating a constructive dialogue to reach a fair solution. The candidate could also emphasize the importance of recognizing and addressing unconscious biases that might influence the situation.

9. How do you challenge your own assumptions and biases when working with diverse groups of people?

Self-awareness and personal growth are critical for professionals committed to fostering diversity, equity equal opportunity, and inclusion. This question is intended to assess the candidate’s willingness to confront their own biases and assumptions, as well as their ability to engage in self-reflection.

Response assessment criteria:

A candidate who has thought about issues around their own biases is likely to respond with techniques to minimize bias, such as actively seeking feedback from peers, engaging in regular self-reflection, or participating in unconscious bias training. It may be useful for recruiters to prompt the candidate for real-world examples of situations where they identified personal assumptions, took steps to overcome them, and how doing so improved their working relationships and decision-making.

10. What strategies would you employ to convey the importance of diversity, equity, and inclusion to team members who aren’t aware of its relevance?

Our final DEI interview question is intended to evaluate the candidate’s ability to educate and encourage DEI awareness among their colleagues, ensuring that their team is aligned with the organization’s commitment to fostering an inclusive work environment.

Response assessment criteria:

An effective answer will present various strategies the candidate is familiar with, such as sharing research findings on the benefits of diverse teams, organizing educational workshops or Diversity, Equity and Inclusion Training sessions, or sharing personal experiences to illustrate the importance of DEI. 

Incorporating DEI Questions Into Your Process

Incorporating DEI interview questions into the recruitment process is a vital step toward building diverse and inclusive workforces. By asking candidates about their understanding, experiences, and commitment to DEI, employers can select individuals who will contribute to a thriving organizational culture.

At SocialTalent, we offer a wide range of training courses that have helped hundreds of businesses to level up their DEI recruitment game, including:

• DEI Training
• Recruitment & Recruiter Training
• Interviewing & Interviewer Training
• Leadership Training

To learn how SocialTalent can help your business raise the bar on its DEI interviewing and recruitment processes, talk to a recruitment training advisor today.