Diverse and inclusive workplaces are the flavour du jour as companies reposition themselves in a talent-short market. As a job seeker, it’s understandable that you care about a company’s position on diversity, equity, inclusion and belonging, given the negative and ​positive impact it can have on your career and job satisfaction.   

But how can you really know whether your next employer is as inclusive as they say? 

To help you figure them out, consider asking these questions during your interview. 

1. What are your most important values? 

More than what’s listed on the website, asking interviewers this question may help uncover their personal values, too. Now consider: 

• Do your own personal values align? 
• Do the company’s values support DEIB or is there a clear disconnect? 

2. How do you foster an open, communicative environment for your employees, so they feel safe and valued? 

Psychological safety is crucial for inclusion and belonging. It’s also the key ingredient for high-performing teams. Find out: 

• What practices are in place to ensure everyone does and can have the chance to be heard? 
• Do people feel safe to speak up, challenge, and talk about anything that might be happening that is preventing DEIB’s success? 

3. How important is diversity to the organisation? How important is it to you, personally? 

Asking about the value of DEIB can help you gauge where it really sits on their priority list. If they’re unable to speak much of the DEIB agenda and initiatives, then, it might not sit too highly. 

4. What data do you have that shows the level of diversity throughout the organisation? 

​​Data doesn’t lie. Data can often uncover the disconnect between virtue-signalling and reality. 

5. How do the company’s recruiting efforts support the development of a diverse culture? 

If they fumble through this one (while they’re in the middle of a recruitment process), you know to keep digging! But if they can confidently tell you how they’re removing barriers and breaking down systemic bias, you might be onto a winner. 

6. How diverse is the executive team? 

Even more than just getting the numerical split, keep prying to uncover what, if any, specific initiatives are in place to improve the representation of people from underrepresented groups. 

7. How is the leadership team committed to diversity? 

• How are leaders empowered to make a difference? 
• Are they measured and held accountable for how they hire, reward, promote, and retain staff? 

These answers may provide an indication of how likely or possible it is for employees from diverse backgrounds to progress up the line. 

8. Has my manager (and line of command) had any DEIB training? 

And what does that training look like? Is it a once-off, checkbox ticking activity, or is there continuous support, mentoring, and diversity awareness? 

9. Where do you think the company needs to improve the most? 

Some of the defining traits of ​​inclusive leadership is self-awareness, the ability to admit to limitations and mistakes, and reflect on their own social identity and privilege with a commitment to improve. 

10. What tangible goals does the organisation have around diversity, equity, and inclusion? 

The best way to move from virtue-signalling to fully fledged inclusive workplace is by setting and tracking measurable goals. 

• What are they committed to achieve, and by when? 
• How are these goals being tracked? 
• Who is held accountable for their success? 

How your interviewers respond may help differentiate between a progressive, committed, inclusive employer and one that is all talk, no action.