Graphic of a question mark with the copy "Who? What? Where? When? Why? How?" for the blog "Creating Equity in Hiring: Crafting Inclusive Job Interview Questions"

Are You Ready to Answer Questions About Your Company’s Diversity in Job Interviews?

Sensitive issues often arise during the interview process, and workplace culture is a significant consideration for many job seekers. Today’s savvy applicants may ask direct questions about diversity in your organization before advancing in the hiring process or accepting a job offer.

Even if diversity isn’t addressed by the employer during an interview, applicants may have their own plans to bring it up. For instance, Diane, a Senior Office Support Supervisor and African American, shared her perspective:

“If there aren’t any people of color in management, I’d ask why. I’d ask about the retention rate of managers of color. . . Someone in the interview process may not know these answers, and asking the questions may scare them off, for example [they might think], ‘We may not want to hire this person,’ or ‘She may want something we can’t offer her.’ But that would be a good indication of whether or not I would want to be at that company anyway. I don’t ever want to experience anything like what I did with five years in retail again, so it’s really important in an interview process that I be open about what my expectations are. When I came here, I said that I have to have the opportunity for advancement.”

Similarly, Carmen, a Brand Marketing Manager and Latina, offered a different approach:

“I have asked about the makeup of the organization after I had the offer, not during the interview process. I like to see if they are proactive in finding the information for me, if they don’t know the answer themselves. If they hide the information, and it is an issue with the applicant, then that person as a new employee is going to be unhappy in that job, and the company is not going to be happy when that person leaves that job.”

Why Applicants Ask About Diversity

For many applicants, diversity, equity, and inclusion in the workplace are deal-breakers. Questions about diversity may reflect their values, past experiences, or professional goals. These questions vary depending on the individual, but they often serve as a litmus test for whether the organization aligns with their expectations and principles.

Examples of diversity-related questions might include:

  • What is the demographic makeup of your leadership team?
  • What is your organization’s retention rate for employees of diverse backgrounds?
  • How does your company support professional growth and advancement for underrepresented groups?

Preparing Your Interview Team

There isn’t a one-size-fits-all response to diversity-related questions, as applicants come from a range of perspectives and experiences. However, preparing your interview team to address these topics with professionalism and knowledge is critical. For example, if responding to questions about leadership diversity: If an applicant asks, “What is the demographic makeup of your leadership team?” it’s important for interviewers to provide an honest and clear response. A hesitation or unclear answer might suggest the company is not transparent about its diversity efforts or does not prioritize diversity in leadership positions.

Without adequate preparation, an interviewer’s hesitation or inability to answer these questions could reflect poorly on the organization. Worse, it could signal to the applicant that your company is not serious about diversity and inclusion.

Training for Sensitive Questions

Our online training module, Potentially Sensitive Interview Questions and How To Handle Them, offers valuable insights for interviewers. The course includes:

  • Examples of diversity-related questions applicants might ask
  • The reasons behind these questions
  • Strategies for hiring managers and interviewers to respond professionally and appropriately

The Takeaway

Job seekers today expect more than just a paycheck—they seek workplaces that reflect their values and provide opportunities for growth. Questions about your company’s diversity practices are not just a challenge to overcome but an opportunity to demonstrate your organization’s commitment to inclusion.

Are you ready to answer those questions? Start by equipping your hiring team with the knowledge and tools to address diversity-related inquiries confidently. With the right training, you can foster trust, attract top talent, and strengthen your workplace culture.

Ready to prepare your interview team? Explore our research-backed training programs to ensure your organization is equipped to handle even the most sensitive interview questions.

 

Copyright © 2025 Lila Kelly Associates, LLC. Not to be reprinted without written permission from Lila Kelly. Integrating Diversity into Recruiting, Interviewing, Hiring and Retention – Since 1992. See our training on diversity, equity and inclusion at diversityintegration.com. We offer Online Training, Train-The-Trainer, Blended Learning, and Books. Subscribe to our newsletter here.