{"id":5679,"date":"2022-02-22T09:52:21","date_gmt":"2022-02-22T14:52:21","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=5679"},"modified":"2023-12-11T17:06:37","modified_gmt":"2023-12-11T22:06:37","slug":"3-diversity-interview-questions-to-start-asking-today","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/3-diversity-interview-questions-to-start-asking-today\/","title":{"rendered":"3 Diversity Interview Questions to Start Asking Today"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"As investment in diversity, equity, and inclusion (DEI) in the workplace grows, so too does the need to evaluate job candidates based on how they exemplify DEI-related values in and outside of the workplace. But, if you\u2019re like most of today\u2019s organizations, odds are good that your company hasn\u2019t historically interviewed candidates through a DEI lens. What questions should you ask? How should you evaluate responses? And how can you tell if someone\u2019s commitment to DEI is authentic or performative? Below, you\u2019ll find three great DEI-related questions to ask job candidates, along with an explanation for why each question has value and what you should look for in a response.\u00a0 Note: An expanded edition of this guide, containing 6 additional DEI scripts for interviews, is available through our monthly membership service, DEI Navigator. 1) Tell us about a time when you went outside of your comfort zone. Why ask this? This question will allow you to evaluate whether the candidate is comfortable being uncomfortable and has a growth mindset. Are they open to new experiences and competing perspectives? Look for an indication that the candidate is open to trying new things, whether it\u2019s a new hobby, a new role, or even new food, and that they saw positive value in the experience. Openness is a key indicator of a growth mindset and shows that this person will be amenable to DEI learning, no matter where they are starting from. Openness is also a critical skill when working with team members from different backgrounds or with different perspectives. If the person gives a workplace example in which they shifted their perspective or engaged in an alternative way of thinking, then that\u2019s even better! 2) What does DEI (or diversity) mean to you, and why is it important? Why ask this? This question will help you gauge where the person is on their personal DEI learning journey. Look for an indication that the candidate recognizes the business and personal benefits of a comprehensive DEI program. Try to evaluate whether the candidate has a narrow or holistic view of DEI. In their opinion, is diversity limited to just race and gender, or does it include spirituality, age, experience, and more? Is their explanation of diversity the same type of blanket, traditional statement you can read on every company\u2019s website, or do they have a unique personal view? Are they admittedly resistant to DEI efforts, and if so, are they also willing to try? An advanced view of DEI recognizes that diversity benefits everyone, not just underrepresented people and communities. Watch out for cookie-cutter explanations about why diversity is important, and remember that resistance and DEI fatigue are common, but they don\u2019t necessarily mean that the person isn\u2019t open to learning and can\u2019t learn to be a more inclusive colleague.\u00a0 3) Give us an example of a time when you had to deal with conflict at work. Why ask this? This is a great question to ask in or outside of a DEI context. Is this person able to disagree with others and still get work done? Or, do they contribute toward a toxic workplace environment? It\u2019s important to hire someone who is able to respectfully resolve conflict between themself and others. Look for positive conflict-resolution methods, such as asking probing questions or pausing the conversation for another time. The candidate should be able to recognize when to step away from conflict but also realize that conflict avoidance isn\u2019t always the best response. Are they able to delay volatile discussions for a later time where they feel more level headed? Do they involve third parties, such as HR, when necessary? To gauge a candidate\u2019s interest in and commitment to inclusion at work, we recommend asking 2-3 DEI-related questions throughout the interview process. However, we also caution you to avoid asking more than 3 DEI-related questions, which can make the interview feel like a DEI test. Yes, the individual should respect and contribute to your company\u2019s DEI mission, but everyone is starting from a different point of learning, and everyone makes mistakes. Weaving a handful of these questions throughout the interview ensures that you get a better understanding of the candidate\u2019s working style and adaptability. Kaela Sosa, CDE, is Curriculum and Programming Manager at The Diversity Movement as well as one of its founding members. With a degree in Psychology and Gender Studies, Kaela has fought for the visibility and acknowledgement of issues pertaining to underrepresented groups for nearly a decade. Connect with her on Linkedin.\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><br \/>\n<span style=\"font-weight: 400;\">As investment in diversity, equity, and inclusion (DEI) in the workplace grows, so too does the need to evaluate job candidates based on how they exemplify DEI-related values in and outside of the workplace.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But, if you\u2019re like most of today\u2019s organizations, odds are good that your company hasn\u2019t historically interviewed candidates through a DEI lens. What questions should you ask? How should you evaluate responses? And how can you tell if someone\u2019s commitment to DEI is authentic or performative? Below, you\u2019ll find three great DEI-related questions to ask job candidates, along with an explanation for why each question has value and what you should look for in a response.\u00a0<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">Note: An expanded edition of this guide, containing 6 additional DEI scripts for interviews, is available through our monthly membership service, <a href=\"https:\/\/thediversitymovement.com\/dei-navigator\/\" target=\"_blank\" rel=\"noopener\">DEI Navigator<\/a>.<\/span><\/i><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8878 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<h3>1) Tell us about a time when you went outside of your comfort zone.<\/h3>\n<p><strong>Why ask this?<\/strong><span style=\"font-weight: 400;\"> This question will allow you to evaluate whether the candidate is comfortable being uncomfortable and has a growth mindset. Are they open to new experiences and competing perspectives?<\/span><\/p>\n<p><strong>Look for<\/strong><span style=\"font-weight: 400;\"> an indication that the candidate is open to trying new things, whether it\u2019s a new hobby, a new role, or even new food, and that they saw positive value in the experience. Openness is a key indicator of a growth mindset and shows that this person will be amenable to DEI learning, no matter where they are starting from. Openness is also a critical skill when working with team members from different backgrounds or with different perspectives. If the person gives a workplace example in which they shifted their perspective or engaged in an alternative way of thinking, then that\u2019s even better!<\/span><\/p>\n<h3>2) What does DEI (or diversity) mean to you, and why is it important?<\/h3>\n<p><strong>Why ask this?<\/strong><span style=\"font-weight: 400;\"> This question will help you gauge where the person is on their personal DEI learning journey.<\/span><\/p>\n<p><strong>Look for<\/strong><span style=\"font-weight: 400;\"> an indication that the candidate recognizes the business and personal benefits of a comprehensive DEI program. Try to evaluate whether the candidate has a narrow or holistic view of DEI. In their opinion, is diversity limited to just race and gender, or does it include spirituality, age, experience, and more? Is their explanation of diversity the same type of blanket, traditional statement you can read on every company\u2019s website, or do they have a unique personal view? Are they admittedly resistant to DEI efforts, and if so, are they also willing to try? An advanced view of DEI recognizes that diversity benefits everyone, not just underrepresented people and communities. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Watch out for cookie-cutter explanations about why diversity is important, and remember that resistance and DEI fatigue are common, but they don\u2019t necessarily mean that the person isn\u2019t open to learning and can\u2019t learn to be a more inclusive colleague.\u00a0<\/span><\/p>\n<h3>3) Give us an example of a time when you had to deal with conflict at work.<\/h3>\n<p><strong>Why ask this?<\/strong><span style=\"font-weight: 400;\"> This is a great question to ask in or outside of a DEI context. Is this person able to disagree with others and still get work done? Or, do they contribute toward a toxic workplace environment? It\u2019s important to hire someone who is able to respectfully resolve conflict between themself and others.<\/span><\/p>\n<p><strong>Look for<\/strong><span style=\"font-weight: 400;\"> positive conflict-resolution methods, such as asking probing questions or pausing the conversation for another time. The candidate should be able to recognize when to step away from conflict but also realize that conflict avoidance isn\u2019t always the best response. Are they able to delay volatile discussions for a later time where they feel more level headed? Do they involve third parties, such as HR, when necessary?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To gauge a candidate\u2019s interest in and commitment to inclusion at work, we recommend asking 2-3 DEI-related questions throughout the interview process. However, we also caution you to avoid asking more than 3 DEI-related questions, which can make the interview feel like a DEI test. Yes, the individual should respect and contribute to your company\u2019s DEI mission, but everyone is starting from a different point of learning, and everyone makes mistakes. Weaving a handful of these questions throughout the interview ensures that you get a better understanding of the candidate\u2019s working style and adaptability.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8045 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p><em><a href=\"https:\/\/thediversitymovement.com\/team\/kaela-sosa\/\" target=\"_blank\" rel=\"noopener\"><b>Kaela Sosa<\/b><\/a><span style=\"font-weight: 400;\">, CDE, is Curriculum and Programming Manager at The Diversity Movement as well as one of its founding members. With a degree in Psychology and Gender Studies, Kaela has fought for the visibility and acknowledgement of issues pertaining to underrepresented groups for nearly a decade. Connect with her on <\/span><a href=\"https:\/\/www.linkedin.com\/in\/kaela-kovach-galton\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Linkedin<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>As investment in diversity, equity, and inclusion (DEI) in the workplace grows, so too does the need to evaluate job candidates based on how they exemplify DEI-related values in and15<\/p>\n","protected":false},"author":2,"featured_media":3662,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[61,5],"tags":[],"tdm_type":[92],"class_list":["post-5679","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-inclusive-hiring-onboarding-and-retention-strategies","category-blogs","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO 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