Top 10 Questions to Include in Your DEI Hiring Assessment

Why DEI Should Be Central to Your Hiring Strategy

In today's rapidly evolving workplace, diversity, equity, and inclusion (DEI) isn't just a buzzword—it's a cornerstone of sustainable success. Companies that prioritize DEI not only outperform their peers financially but also foster innovation and employee satisfaction. But how can you authentically integrate DEI into your hiring process? The answer lies in asking the right questions. DEI hiring assessments aren't about scoring 'correct' answers—they're about gauging mindset, awareness, and commitment. Candidates reveal a lot through how they think about identity, bias, and culture fit. Are you asking the right questions to find team members who can contribute to an inclusive environment?

Imagine this: two candidates with equal qualifications, yet one demonstrates a deeper understanding of empathetic teamwork and equity. Who would you rather work with?

What Makes a Good DEI Question?

Before diving into our carefully curated list, let’s talk about what makes a DEI question impactful. At its core, a DEI question should prompt candidates to reflect on and share their experiences and values surrounding diversity and inclusion. These questions should avoid tokenism and instead focus on insights, actions, and self-awareness. Good DEI questions make space for honest dialogue. They assess emotional intelligence, intercultural competence, and growth mindset. Want to know if someone can thrive in a diverse team? Ask them how they’ve responded to difference, not just how they celebrate it.

So, how do we move past checkbox exercises and into meaningful evaluation? Let’s break down the key characteristics:

• Open-ended: Encourages storytelling and reflection.

• Behavioral: Focuses on past actions or specific scenarios.

• Self-aware: Explores personal growth or understanding of systemic issues.

These questions aren't just tools—they’re conversation starters. They pave the way for transparency and shared values.

Top 10 DEI Hiring Assessment Questions

Every company and role may require a slightly different approach. However, these ten questions can provide a strong baseline across industries. Customize them to reflect your culture and goals.

1. Can you describe a time when you had to work with someone very different from yourself?

This question explores adaptability and collaboration skills. Diversity in the workplace often means navigating different communication styles, problem-solving approaches, or cultural expectations. A candidate's story here will shed light on their empathy and flexibility in challenging situations.

2. How do you define diversity, equity, and inclusion in your own words?

This offers a foundational peek into how a candidate conceptualizes DEI. Are they repeating corporate jargon, or do they truly understand the nuances? Look for personal elements, original thought, and clarity as they explain what DEI means to them.

3. Can you share a time you recognized a bias—your own or someone else’s—and what you did about it?

Bias is human, but how we respond to it is what matters. Candidates who can share reflections on unlearning bias demonstrate maturity and humility. Their answer reveals emotional intelligence and personal growth.

4. Have you ever advocated for someone or a group that was underrepresented in the workplace?

This spotlights allyship. True DEI champions often support others by speaking up, offering mentorship, or pushing for policy changes. Listen for concrete actions over theoretical support—they show commitment.

5. How do you ensure your communication is inclusive, especially in diverse teams?

Communication differences can lead to misunderstandings or exclusions. This question reveals whether a candidate consciously adapts their style and ensures that everyone feels heard and respected. It’s about lifting all voices.

6. What has your personal journey with inclusion looked like?

This personalizes the conversation. Whether it's growing up in a multicultural environment or confronting privilege later in life, this question brings out stories and authenticity. Candidates who share meaningful self-reflections often bring deep empathy to the workplace.

7. What steps would you take if you noticed someone being excluded during a team meeting?

Intervening in real-time exclusion scenarios is key to fostering equity. This question tests a candidate’s proactive thinking and moral courage. Look for answers that combine tact with decisiveness and empathy with practical solutions.

8. How do you stay informed and educated about DEI topics?

DEI learning is lifelong. Whether it’s reading books, attending workshops, or following thought leaders, consistent learning indicates sincere interest. Ask about recent resources they’ve engaged with—they should be able to name more than one.

9. In your opinion, what role does leadership play in creating an inclusive culture?

Inclusion starts at the top. Candidates who understand this often bring a systems-level perspective. Look for answers that mention modeling behavior, accountability, and setting expectations for respectful engagement across all levels of the organization.

10. How would you ensure that your work impacts all stakeholders equitably?

This is especially important for product, service, or client-facing roles. A thoughtful answer will talk about accessibility, inclusive design, and getting feedback from diverse users or communities. Equitable outcomes require intentional design.

Integrating These Questions Into Your Hiring Workflow

Having great questions is half the journey; the other half lies in thoughtful execution. How you pose these questions, who evaluates them, and how the answers weigh into your hiring decision all matter. DEI assessments should be consistent across candidates to maintain fairness and clarity. Training your hiring managers or recruiters on how to interpret responses is equally important. Remember, candidates may be nervous or unfamiliar with DEI language—don’t confuse unfamiliarity with apathy.

Also, consider embedding these questions at different stages: early screening, interviews, or written assessments. Match the context to the question’s depth. A short phone screening may be ideal for surface-level questions, while in-person interviews can explore deeper topics.

Tips for Implementation

• Align each question with a specific company value or competency.

• Evaluate answers using a rubric to ensure objective scoring.

• Encourage panel interviewers to share impressions and calibrate for bias.

• Give candidates the option to self-reflect post-interview. It deepens engagement.

FAQ: Common Questions About DEI Hiring Assessments

1. Do DEI questions disadvantage candidates unfamiliar with corporate DEI terms?

Not necessarily. A strong DEI question evaluates authenticity and openness—not just terminology. It’s about lived experience and reflection, not corporate fluency. Interviewers should interpret answers in context and avoid penalizing unfamiliar phrasing.

2. Should we ask every candidate the same DEI questions?

Yes, for consistency and fairness. Asking the same baseline questions ensures every candidate gets an equal opportunity to share their perspective. That said, follow-up questions may vary based on individual responses.

3. Can DEI questions be part of technical or leadership positions?

Absolutely. Inclusion is everyone’s responsibility. DEI values should be embedded across all functions and roles—not siloed in HR or people-facing positions. Every team benefits from inclusive thinking.

Final Thoughts: Build the Team You Want to Work With

In the end, DEI hiring assessments aren’t about filtering people out—they’re about discovering those who can make your culture richer, kinder, and more creative. By asking the right questions, you show candidates that you take inclusion seriously. Even more, you give them the space to share their own voice and vision.

So what kind of workplace are you trying to build? The answer starts with the conversations you invite. Start asking brave, open-hearted questions—and you’ll attract those ready to help build something better.