10 must-ask questions to assess diversity, equity, inclusion, and belonging culture in an interview

A job interview isn’t just an opportunity for an employer to learn more about you. It also allows you to assess a company and whether it provides the right environment for you to thrive in. A company’s commitment to diversity, equality, inclusion, and belonging (DEIB) can tell much about its corporate culture, and how it values its employees and clients. Asking the following 10 questions about DEIB culture on an interview can help you gauge whether the business is a welcoming and supportive place that embraces diverse ideas and people. 

What does the business value most?

This open-ended question allows the hiring manager to describe the company’s guiding principles. If DEIB matters to the company, the hiring manager’s answer will tell you when you ask the question. If the interviewer speaks about other values instead, diversity, equality, inclusion, belonging are likely much less integral to the business and its culture.

How do you create a diverse and inclusive workplace?

This very general question allows the hiring manager to promote a wide range of initiatives that make the business diverse and inclusive. A hiring manager from a company committed to DEIB culture should speak enthusiastically about various relevant initiatives supporting DEIB efforts across all company departments. If the interviewer seems reluctant to share information or offers a brief response, DEIB may be a low priority for the business.

Why does DEIB matter to your business?

Developing a good DEIB culture has many benefits for businesses. Companies that prioritize DEIB should be able to speak clearly about these benefits. If they hesitate when attempting to explain their DEIB culture on an interview, they have not committed as much as time and resources as they could to articulate the values of DEIB in their workplaces. 

Ideally, you want to work for a business that understands how a DEIB culture can boost profits while ensuring people feel included and valued by their employer. What about if the hiring manager’s answer suggests the company wants to do the right thing for their employees and is open to creating an inclusive work environment for everyone to thrive in? You could feel confident that the company is likely to be open to exploring new ideas and ways to continue fostering DEIB efforts.

Can you give me some statistics about the diversity of your business?

Understanding how diverse the business is can tell you whether it’s committed to DEIB or promotes it only to improve its image. Many companies should have data readily available for you to assess. 

If you notice any departments, roles, or levels within the organization that lack diversity, ask the hiring manager why these discrepancies exist. For example, if you observe that the executive team lacks diversity, you could also ask whether the hiring manager recognizes any barriers that prevent minorities from advancing to leadership roles within the company. Businesses that identify and take accountability for their shortcomings are more likely to improve their DEIB efforts.

Do recruiting efforts support a DEIB culture?

A DEIB culture rarely happens by accident. It usually takes clear strategies beginning with the recruiting process. The person interviewing you should clearly understand how DEIB relates to recruiting efforts. Look for a hiring manager or recruiter who can confidently speak about how DEIB influences the company’s recruiting activities. Some strategies the interviewer may talk about could include:

• Removing degree requirements
• Assessing resumes without looking at names to overcome affinity bias toward certain genders and racial backgrounds
• Widening the pool of schools the company recruits from
• Offering virtual interviews and remote working opportunities
• Promoting advancement opportunities in company newsletters so that all employees can learn about them

“A hiring manager from a company committed to DEIB culture should speak enthusiastically about various relevant initiatives supporting DEIB efforts across all company departments.”

Does the business offer DEIB training?

Businesses committed to DEIB usually teach employees to be more inclusive and accepting of each other’s differences. If you learn about a company that doesn’t offer this type of training, consider asking a follow-up question to determine whether the business intends to introduce this training in the future. If the company offers DEIB training, ask more about it to assess whether its leadership remains committed to becoming more diverse and inclusive or is only providing lip service to these ideals.

What DEIB training has my supervisor had?

Effective DEIB training takes place at all levels of an organization. If a company misses the C-suite and department managers, employees may not feel valued or accepted by their supervisor. You will likely have a more positive experience working for a business where people in leadership roles have comprehensive diversity, inclusion, and cultural competence training. Ideally, this training should be ongoing to ensure leaders maintain their skills and understand current best DEIB practices.

What nonprofits does the business support?

Businesses committed to DEIB give to various nonprofits supporting diverse populations and equality. The greater a company’s earnings, the more you can expect it to give to these charities. If you want to know which nonprofits the business supports, ask for more information for clarity. Some nonprofits that businesses who value DEIB might donate to include:

• Black Lives Matter
• Global Fund for Women
• NAACP
• National Women’s Law Center
• Out & Equal
• Planned Parenthood
• The American Civil Liberties Union (ACLU)
• The Trevor Project
• Thurgood Marshall College Fund
• Trans Lifeline

Does the business do anything to celebrate Black History Month, International Women’s Day, or Pride Month?

Businesses with a good DEIB culture celebrate particular months or days recognizing minority groups. However, they also recognize these groups all year round. Listen carefully to the answer to assess whether the business cares about celebrating the achievements of minority groups or uses these celebrations as promotional tools. Some ways companies who value DEIB might celebrate include:

• Participating in community events, such as Pride parades or women’s marches
• Volunteering with related nonprofits as team-building exercises
• Highlighting relevant businesses and nonprofits on social media
• Inviting guest speakers from minority groups to talk to employees about their experiences

Does the business have any plans for new DEIB measures in the future?

The best companies are continually striving to improve their DEIB measures. Asking the hiring manager this question allows the individual to promote any DEIB initiatives in the pipeline. Learning about a company’s commitment to DEIB and positive change may encourage you to accept an offer.

Take time to reflect on the hiring manager’s answers to decide whether a company’s DEIB culture resonates with you. Most employees are optimistic about their employer’s commitment to DEIB, so you’re bound to find a better fit before too long. Sign up to get email alerts from CareerBuilder so you can learn about the next great job opportunity first.

• This more general list of questions for interviewers can help you decide if the company and role align with your needs.
• Your manager can make or break your time in the office. These interview questions can help you spot a bad boss before it’s too late. 
• This guide to pre-interview company research can help you figure out if an employer might be the right fit for you.
• Before accepting a job offer, read this guide to decide if it’s the right move.