Diversity and Inclusion Prompts
Creating Interview Questions to Promote Diversity and Inclusion
This prompt helps HR teams develop interview questions that assess a candidate’s commitment to and understanding of diversity and inclusion. It focuses on evaluating their experience, perspectives, and ability to foster an inclusive environment within the company.
Responsible:
HR/Recruiting
Accountable, Informed or Consulted:
HR, Leadership
THE PREP
Creating effective prompts involves tailoring them with detailed, relevant information and uploading documents that provide the best context. Prompts act as a framework to guide the response, but specificity and customization ensure the most accurate and helpful results. Use these prep tips to get the most out of this prompt:
Define the company’s diversity and inclusion goals and initiatives.
Gather examples of workplace scenarios or challenges related to diversity and inclusion.
Collaborate with leadership to ensure alignment with company values.
THE PROMPT
Help create a set of interview questions to evaluate a candidate’s understanding of and commitment to diversity and inclusion for the position of [specific role] at [specific software startup]. Focus on:
Personal Perspectives: Recommending questions, such as, ‘What does diversity and inclusion mean to you, and why is it important in the workplace?’
Past Experiences: Suggesting insights about involvement, like, ‘Can you share an example of a time when you contributed to creating a more inclusive team or project environment?’
Conflict Resolution: Including situational questions, such as, ‘Describe a situation where you noticed exclusionary behavior. How did you address it, and what was the outcome?’
Fostering Inclusivity: Proposing proactive approaches, like, ‘What specific actions would you take to ensure that everyone on your team feels included and valued?’
Alignment with Company Values: Including alignment-based queries, such as, ‘Our company prioritizes [specific diversity value, e.g., equitable access to opportunities]. How would you embody this in your role?’
Provide a thoughtful set of diversity and inclusion-focused questions that align with the company’s values and evaluate candidates’ ability to contribute to a positive workplace culture. If additional details about company initiatives or team dynamics are needed, ask clarifying questions to refine the questions.
Bonus Add-On Prompts
Propose strategies for evaluating a candidate’s ability to work effectively in diverse teams.
Suggest methods for incorporating real-world scenarios to test candidates’ inclusivity in decision-making.
Highlight techniques for identifying candidates who actively promote diverse perspectives in collaboration.
Use AI responsibly by verifying its outputs, as it may occasionally generate inaccurate or incomplete information. Treat AI as a tool to support your decision-making, ensuring human oversight and professional judgment for critical or sensitive use cases.
SUGGESTIONS TO IMPROVE
Focus on tailoring questions for leadership roles to emphasize setting the tone for inclusivity.
Include tips for evaluating candidates’ responses using structured scorecards.
Propose ways to incorporate feedback from existing diverse team members into interview evaluations.
Highlight the importance of including questions that explore cultural humility and adaptability.
Add suggestions for integrating company-specific examples into situational questions.
WHEN TO USE
During hiring to evaluate a candidate’s alignment with diversity and inclusion values.
To assess candidates for leadership roles that shape company culture.
When strengthening the company’s commitment to an inclusive workplace.
WHEN NOT TO USE
For roles where diversity and inclusion topics are unrelated to responsibilities.
If the company’s diversity and inclusion goals are undefined.