5+ Best Diversity Interview Questions & Answers

We’ve compiled the absolute best diversity interview questions and answers. Diversity is coming an important topic when hiring candidates in the workplace. Our inclusive nature and respect that’s desired on behalf of our team members begins to have new standards, so too must our ways of interviewing. Companies seek to prevent any bias or potential HR issues that may arise from accidentally hiring those who don’t have an equal our inclusive nature to their work ethic. These questions help to mitigate that risk and hire only the best candidates who will collaborate in a healthy way amongst their peers.

Diversity Interview Questions & Answers

1. What is diversity?

Diversity is the inclusive nature of both the company and the people who work inside the company. This inclusiveness is related to any cultural differences. For example, someone’s sexual orientation, their race, their gender or even their upbringing. It is related to ensuring that no bias is within the Company on both the hiring or the collaborative level of the human-resources.

2. What is diversity important in the workplace?

Diversity is important in the workplace because it provides an equal state for which freedom exists. As for the company, it benefits to have all perspectives and all viewpoints aimed at helping to calibrate, refine and define the companies executions and services that it offers in order to produce a powerful representation of the problem and solution. Meaning, the company benefits by having all perspectives be inclusive to the collaboration all points in order to produce the highest quality work possible.

3. How do you ensure you are inclusive to everyone's viewpoints?

It can be difficult to include everyone's viewpoints with regard to specific projects and roles of the company. Meaning, if I am receiving feedback on my role, it is not always the other persons place to be giving that feedback regardless of their cultural variances. But when it comes to inclusive discussion about our active work and applying their history, it's important to truly understand the stories and emotional relationships our employees have to their cultural differences and ensuring we are including that amongst the vision for the work we are producing.

4. What is your approach to understanding different cultural viewpoints?

The approach should be to have time to truly open our minds, share, listen and be proactive about ways we can be more inclusive with our work and output. It will only happen when we eliminate our mindset of bias, listen to our peers and truly try to visualize ourselves in their perspectives in order to move forward. When a peer wants to share those vulnerable moments, it's important we provide a platform for which we can listen and act.

5. How are you prepared to handle situations where other colleagues aren’t supportive of another cultural viewpoint?

It can be difficult to handle these situations. In general, as a manager, I would say the discussion is ‘wrong’. Though, handling the situation directly should not be my role. This should be reported to HR and the two people in the argument or friction should be pulled aside and discussed with either together or separately about the nature of the act that occurred.

6. How do you go about ensuring you are removing bias from your day to day work?

It is really important that we take time to be retrospective about our own upbringing and think about the ways that some of our childhood or adulthood could be perceived as building a bias. Going through this meditative state is very important towards eliminating bias. Having time to do this in the workplace individually of the team is really important to nature and cultivate.

7. What is a good rule of thumb for how you should treat others?

Treat everyone with respect. Treat everyone as if they are on an even playing field because they are. While experience differences are something to be mindful of when having communication, we should not alter communications based on cultural upbringing or stereotypes that we may have heard from poor influences.

author: patrick algrim
About the author

Patrick Algrim is an experienced executive who has spent a number of years in Silicon Valley hiring and coaching some of the world’s most valuable technology teams. Patrick has been a source for Human Resources and career related insights for Forbes, Glassdoor, Entrepreneur, Recruiter.com, SparkHire, and many more.


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