Interview questions focused on diversity, equity and inclusion (DEI)
To build an inclusive workforce, hiring managers should ask questions that help them gain insight into a candidate’s experiences and approach to working with people from diverse backgrounds. In addition, asking diversity-focused questions reinforces the University of Washington’s commitment to inclusion and belonging and to creating a fair and equitable workplace.
Principles to follow
The purpose of DEI-related interview questions is not to assess the applicant’s personal identity, but to assess the applicant’s skills and knowledge in order to create a workplace where everyone belongs. Below is a list of principles to consider when including diversity questions in your interview process:
- Explain why valuing diversity is important in the role or department at all stages of the process.
- When applicable, consider using scenario or technical questions vs broad open-ended questions.
- Make sure the question is relevant to the position and team culture.
- Develop guidelines for a “quality answer” with hiring team prior to screening candidates.
- Look for actionable answers vs ideals and theories
- Make sure the question is appropriate for the level of position (entry level, student-facing, administrative, leadership, staff, etc.)
Guidelines for a “Quality Answer”
As a best practice, look for complete responses to questions. Consider using the S.O.A.R. technique: Situation, obstacle, actions (they took), result to examine the completeness of the response. In addition, think of specific competencies and criteria that support and provide evidence of the candidate’s commitment to contributing to a workplace where everyone belongs.
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Samples of DEI-focused questions and guidelines of a “quality” answer
1. “How have you committed to understanding and contributing to a workplace where everyone can thrive?”
Guidelines of a “quality” answer:
- Actionable: articulates specific actions or steps taken (Proactive and/or Reactions)
- Clearly articulates or explain their “why” or “motivation”
- Acknowledges the challenges and difficulties of this work
- Demonstrates specific classes, tools, resources, trainings used to gained more understanding
2. “What steps have you taken to mitigate your biases in the workplace?”
Guidelines of a “quality” answer:
- Clearly demonstrates knowledge of bias in general and different types of bias
- Able to articulate and explain self-awareness of their own biases
- Clearly defines their measure of success or failure
- Speaks to knowledge of personal impact of biases as well the impact on others
- Identifies specific steps taken and additional growth and resources desired
UW Resources: