Here's how you can talk about promoting diversity and inclusion in a previous role during an interview.

Diversity is about representation or the make up of the business entity and inclusion is about how well the contribution , presence and perspective of different groups of people are valued and integrated into the environment " An example , a lactating mother returning to work from the her 4 months maternity leave. She then finds her workplace does not provide her with a private safe place ,where she can use her breast pump and express her fully engorged breast, she then ends up expressing her full breast in a toilet as her employer has not created an inclusive culture. Lactating moms dont get provided with a private, clean and healthy room for them to express her full breast. They will not feel valued and integrated at work.

When in the reflection stage, it’s important to pause and think about all that diversity encompasses. Oftentimes, people equate the term diversity to diversity in racial or ethnic background. While that is a subset of diversity, diversity at its core is every and any thing that makes a person different from the other. In my work as a physical therapist, I always think of diversity in terms of diffferent ways in which people access their environment based on their mobility deficits. When reflecting about diversity and inclusion, I like to reflect about disability and accessibility. Deciding on what diversity mean to you and narrowing down what subset of diversity is most relevant to your field can help you provide a more in-depth answer.

Recognizing the value of a diverse and inclusive workplace is fundamental. Acknowledging that a variety of perspectives enhances innovation, decision-making, and overall workplace culture is crucial. This reflection helps in understanding why diversity and inclusion should be prioritized. Start by assessing the current state of diversity and inclusion within the organization. Conduct employee surveys, hold feedback sessions, and analyse demographic data to identify areas needing improvement. Understanding these gaps is the first step towards creating effective strategies.

What specific areas of opportunity did you recognize? What solutions did you build? How did you measure the impact of your initiatives? Utilize data to detail how you built engagement, inclusion, or belonging.

I agree that inclusivity fosters a sense of representation, encouraging contribution and support from everyone. While inclusive and diverse environments are more engaging for all, it is crucial for individuals to recognize and learn about the biases that might affect peer support within an organization. Understanding boundaries is also essential for the work environment and how the team interacts with one another.

Develop mentorship programs that pair employees from diverse backgrounds with senior leaders. These programs offer professional development, career guidance, and help in building a culture of inclusion and mutual respect. Mentorship programs are effective in supporting the career growth of underrepresented employees. Implement regular diversity and inclusion training for all employees. These sessions should cover topics like unconscious bias, cultural competence, and inclusive practices. Interactive activities and open discussions during training can help build awareness and empathy among employees. It's important to track the outcomes of diversity and inclusion initiatives. Promoting diversity and inclusion is an ongoing process.