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Last updated on 2024年6月8日

What do you do if your interviewers overlook your experience in promoting diversity and inclusion?

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When you're in an interview, you're showcasing not just your technical skills but also your personal and professional values. Among these, promoting diversity and inclusion (D&I) is increasingly recognized as a crucial competency. However, what happens when your interviewers seem to gloss over or undervalue this aspect of your experience? It's a situation that can leave you feeling undervalued and questioning the company's commitment to D&I. But it's also an opportunity to demonstrate your cultural competency and advocate for the importance of inclusive practices.

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1 Highlight Value

If your interviewers don't ask about your D&I experience, take the initiative to weave it into your responses. Share specific examples of how you've fostered an inclusive environment or led diversity initiatives. Explain the positive outcomes, such as improved team dynamics or increased creativity, and how these align with the company's goals. This proactive approach shows that you value D&I and consider it integral to your professional identity and success.

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Leslie Short

Founder: The Cavu Group, Founder& Managing Partner Collective Strategist, Speaker, Author, DEI, Brand Culture Strategist
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If an interviewer doesn't ask me about my D&I experience and it's clear that I have experience in the field. I would ask how committed is the company to D&I? After the answer regardless positive or negative. I would share my experiences and say this is one of the positive skill sets I can bring to the company. Don't be shy to share your experiences. If you don't ask about their commitment then you share when they ask is there anything else we should know?

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Cleon Cadogan DE

Member Care Telephone I Cross-Cultural Trainer I DE49 I President NextGen
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Should your experience in D & I be overlooked in an interview, your follow-up question should be; how does this company incorporate D& I to advance its quality of services? Based on the response, one can better assess if that organization's culture would add to your growth or diminish it.

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2 Ask Questions

Inquiring about a company's commitment to diversity and inclusion can be illuminating. Ask your interviewers about the organization's D&I policies, programs, or goals. This not only highlights your experience but also signals your interest in working for a company that values a diverse workforce. Their responses will give you insight into the company culture and how seriously they take these issues.

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Alma Barranco-Mendoza, Ph.D.

Co-Founder and Chief Executive Officer at Infogenetica Solutions Ltd.
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In my experience, directly asking this question is the best way to elucidate whether these issues are considered within the culture of an organization. Most interviewers will provide you with an opportunity to ask questions, generally at the end of the interview. If the topic of D&I hasn't been discussed in previous questions, this is the right time to bring it up.

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Lisa Penn Alvarado (she/her)

Managing Director @ Holistic I Harvard Business Review Advisory Council I DEI Strategist I Executive Coach I Podcast guest I Keynote speaker
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Ahead of your interview research the organization's external DEIB brand. How do, diversity, equity, inclusion, and belonging show up in their values, in their external voice and social media, on their career and "about us" pages? Using this information, ask questions about the organization's DEIB priorities and how these are communicated, tracked, and accounted for.

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3 Reflect Values

Your commitment to diversity and inclusion is a reflection of your values. If you feel that your experience in this area is being overlooked, it's important to consider whether the company's culture aligns with your own. Share how your work in D&I has shaped your approach to collaboration and leadership, and ask how these values are reflected in the company's practices. This can start a meaningful dialogue about cultural competency and its place within the organization.

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4 Provide Evidence

When discussing your D&I experience, be specific. Provide concrete examples of your contributions to creating a more inclusive workplace. Whether it was through leading training sessions, participating in resource groups, or developing inclusive hiring practices, these tangible examples demonstrate your active role in promoting D&I. It also showcases your ability to lead by example and drive change within an organization.

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Nicola H.

Freelance Editor | Future Counselor | Grad Student
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Promoting diversity and inclusion entails "transferable skills," meaning skills that can be applied to areas beyond DEI. Interviewers are probably looking for these skills as they speak with prospective hires, but they may not know how your experience promoting diversity and inclusion qualifies you for a role. Providing concrete examples of your contributions toward creating a more inclusive workplace shows your commitment to diversity and inclusion while also highlighting core skills like empathy, conflict resolution, interpersonal communication, and active listening.

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5 Educate Tactfully

Sometimes, interviewers might not recognize the importance of D&I due to a lack of awareness. Use this as an opportunity to educate them tactfully about the benefits of a diverse workplace. Explain how your experience in D&I has equipped you with unique skills that can contribute to the company's success, such as empathy, cross-cultural communication, and adaptability. Your insight can help broaden their perspective on the value of cultural competency.

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6 Follow Up

After the interview, consider sending a follow-up message to reiterate your experience in promoting D&I. This can be a thank-you note or an email expanding on earlier discussions. It's an additional chance to emphasize how your cultural competency can be an asset to the team and to leave a lasting impression that sets you apart from other candidates.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Dear B.

Strategist ◇ Leader ◇ Mentor ◇ Lifelong Learner
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This is a misleading question. How would you know that it was overlooked? How do you know the priority level among many competing priorities when hiring? If you want to know how a company values D&I, it's better to look at how they value leadership in general because D&I is a subset of leadership. Also, the mission or product of most companies is not D&I, so focusing on that during an interview will be most effective only if you can show how it's going to benefit the company mission and output.

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Cristina Oliva Patrick

Equal Employment Opportunity Specialist
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Follow up strategically: After the interview, reiterate your D&I experience in your thank-you email. Briefly mention a specific contribution you discussed and how it aligns with the company's values.

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麦国贤

Redefining Norms, Fostering Progress | Multidisciplinary Strategist, Advisor, Mentor, Business Builder & Board Member.
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This might be basic, but ask yourself the following questions: - Is this an organisation you want to work for that does not value D&I? (Alignment of values) - Are you there as the "charge leader" (It is easier to preach to the "converted" but the impact will usually be lower)? -Do you want that challenge?

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What do you do if your interviewers overlook your experience in promoting diversity and inclusion?

1

2

3

4

5

6

7

1 Highlight Value

2 Ask Questions

3 Reflect Values

4 Provide Evidence

5 Educate Tactfully

6 Follow Up

7 Here’s what else to consider

Cultural Competency

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What do you do if your interviewers overlook your experience in promoting diversity and inclusion?

1

2

3

4

5

6

7

1 Highlight Value

2 Ask Questions

3 Reflect Values

4 Provide Evidence

5 Educate Tactfully

6 Follow Up

7 Here’s what else to consider

Cultural Competency

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感谢您的反馈

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