A recruiter’s guide to mastering DEI interview questions for a diverse workplace

What are DEI interview questions?

By incorporating DEI interview questions, we’re not just ticking boxes; we’re paving the way for a workplace that truly embraces diversity and inclusivity. It’s about spotting those individuals who not only understand the importance of DEI but can actively contribute to a harmonious and inclusive workspace. 

3 reasons why DEI interview questions are important

1. Builds an inclusive and diverse workforce 

Firstly, incorporating DEI interview questions contributes to building a more inclusive and diverse workforce. 

By actively seeking candidates who align with equity principles, organizations can foster an environment where individuals from different backgrounds and perspectives feel valued and empowered. 

This diversity of thought and experience fuels innovation, creativity, and problem-solving within the organization.

2. Positively impacts company culture

DEI interview questions positively impact company culture and performance. 

Employees who feel that their unique identities are respected and embraced are more likely to be engaged, motivated, and productive. 

These questions also help identify applicants who can contribute to a positive and inclusive company culture, enhancing candidate satisfaction and employee retention.

3. Improved business outcomes

Lastly, diverse teams are better equipped to understand and meet the needs of diverse customer bases, leading to improved customer satisfaction and business outcomes.

A study by Boston Consulting Group found that companies with more diverse management teams had19% higher revenue due to innovation compared to companies with below-average diversity.

Top DEI interview questions recruiters MUST ask candidates

Diversity-related

• Can you share an example of a time when you worked in a diverse team? How did you contribute to creating an inclusive and collaborative environment?
• How do you approach working with individuals from different backgrounds and perspectives? Can you provide an example that demonstrates your ability to adapt to diverse teams?
• In your previous experiences, what strategies have you implemented to promote diversity and inclusion within a team or organization?

Equity-related

Equity and fairness are fundamental principles that ensure equal opportunities and treatment for all employees. 

Use these sample questions to gauge candidates’ understanding of equity and their experiences fostering it:

• What does equity mean to you in the workplace? How do you believe it can be achieved?
• Can you provide an example of a situation where you advocated for equity or fairness in a professional setting?
• How do you ensure that your decisions and actions as a team member or leader are fair and equitable?

Inclusion-related

• Describe a time when you actively promoted inclusion in a team or organization. How did you go about it, and what were the outcomes?
• How do you ensure that individuals from underrepresented groups feel included and valued in the workplace?
• Can you share an example of a time when you embraced diverse perspectives to solve a problem or make a decision?

Tips for integrating DEI interview questions effectively

1. Train interviewers on diversity and equity principles

Training interviewers on principles and inclusive interviewing techniques is essential to ensure the effective integration of these questions. 

This training should emphasize the need for interviewers to be aware of their unconscious biases and strive for fair decision-making.

Provide resources and training suggestions, such as workshops or certification courses, to help interviewers better understand DEI and its significance in hiring.

2. Use behavioral-based questions

Behavioral-based questions are highly effective in assessing candidates’ past experiences and actions related to DEI. 

They require candidates to provide specific examples of how they have demonstrated inclusivity, equity or promoted diversity in previous roles.

Interviewers can better evaluate their ability to put principles into practice by asking candidates to describe real-life scenarios. Here are a few examples of these tailored to DEI:

• Can you share a situation where you successfully resolved a conflict related to diversity or inclusion within a team?
• Describe a time when you had to advocate for equity in the workplace. What steps did you take, and what were the outcomes?
• Tell us about a time when you actively sought diverse perspectives to improve a project or decision-making process.

3. Listen actively

When a candidate answers a query, especially one related to DEI, they are sharing more than just information. 

They are offering insights into their values, experiences, and perspectives. 

Active listening involves paying attention to the nuances, the tone, the emotion, and even the silences. 

It’s about engaging with empathy, asking thoughtful follow-up questions, and creating a space where the candidate feels truly heard. 

4. Incorporate DEI questions throughout the interview process

To ensure comprehensive evaluation, it’s important to incorporate DEI questions at different stages of the interview process. 

This includes initial screening interviews, panel interviews, and even follow-up discussions.

Here are some recommendations when incorporating DEI questions throughout different hiring stages:

• During initial screenings, ask general questions about the candidate’s experience and perspectives related to diversity, equity, and inclusion.
• In panel interviews, have a dedicated section where each panel member asks at least one DEI question to gain different perspectives and evaluate candidates comprehensively.
• Use follow-up discussions to explore specific DEI-related scenarios or challenges to assess how candidates would approach such situations.