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.
More than what’s listed on the website, asking interviewers this question may help uncover their personal values, too. Now consider:
Psychological safety is crucial for inclusion and belonging. It’s also the key ingredient for high-performing teams. Find out:
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.
Data doesn’t lie. Data can often uncover the disconnect between virtue-signalling and reality.
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.
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.
These answers may provide an indication of how likely or possible it is for employees from diverse backgrounds to progress up the line.
And what does that training look like? Is it a once-off, checkbox ticking activity, or is there continuous support, mentoring, and diversity awareness?
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.
The best way to move from virtue-signalling to fully fledged inclusive workplace is by setting and tracking measurable goals.
How your interviewers respond may help differentiate between a progressive, committed, inclusive employer and one that is all talk, no action.
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