Questions to Ask About Diversity
Thoughtful questions to understand and promote diversity, equity, and inclusion in organizations and communities.
1What does diversity mean to this organization and how is it measured?
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What does diversity mean to this organization and how is it measured?
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Why this works
Establishes a baseline understanding of their diversity definition and whether they have concrete metrics for progress.
2How does the organization ensure diverse perspectives are included in decision-making processes?
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How does the organization ensure diverse perspectives are included in decision-making processes?
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Why this works
Reveals whether diversity goes beyond hiring to include meaningful participation in leadership and strategy.
3What specific initiatives exist to support underrepresented groups in career advancement?
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What specific initiatives exist to support underrepresented groups in career advancement?
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Why this works
Shows commitment to equity beyond initial hiring, including mentorship, sponsorship, and promotion opportunities.
4How does the organization handle bias complaints and what is the reporting process?
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How does the organization handle bias complaints and what is the reporting process?
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Why this works
Demonstrates accountability mechanisms and whether there are safe channels for addressing discrimination or harassment.
5What training and education does the organization provide on diversity, equity, and inclusion?
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What training and education does the organization provide on diversity, equity, and inclusion?
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Why this works
Shows investment in building awareness and skills around diversity issues among all employees.
6How does the organization ensure pay equity across different demographic groups?
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How does the organization ensure pay equity across different demographic groups?
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Why this works
Addresses one of the most concrete aspects of equity and whether they conduct regular pay audits.
7What efforts are made to create an inclusive culture for people with disabilities?
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What efforts are made to create an inclusive culture for people with disabilities?
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Why this works
Reveals commitment to accessibility and accommodation beyond legal compliance to genuine inclusion.
8How does the organization address unconscious bias in hiring and promotion decisions?
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How does the organization address unconscious bias in hiring and promotion decisions?
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Why this works
Shows awareness of systemic bias and specific strategies to mitigate its impact on career opportunities.
9What support systems exist for employees from underrepresented backgrounds?
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What support systems exist for employees from underrepresented backgrounds?
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Why this works
Reveals whether there are networks, resources, or programs specifically designed to support diverse employees.
10How does the organization ensure diverse representation in leadership positions?
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How does the organization ensure diverse representation in leadership positions?
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Why this works
Tests commitment to diversity at all levels, not just entry-level positions.
11What is the organization's approach to supplier diversity and vendor relationships?
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What is the organization's approach to supplier diversity and vendor relationships?
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Why this works
Shows whether diversity commitment extends beyond internal practices to business partnerships and procurement.
12How does the organization handle cultural and religious accommodations?
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How does the organization handle cultural and religious accommodations?
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Why this works
Reveals practical support for diverse cultural practices and whether they go beyond legal minimums.
13What metrics does the organization use to track diversity progress and success?
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What metrics does the organization use to track diversity progress and success?
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Why this works
Shows whether they have measurable goals and regular assessment of diversity initiatives.
14How does the organization ensure diverse voices are heard in meetings and discussions?
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How does the organization ensure diverse voices are heard in meetings and discussions?
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Why this works
Reveals practical strategies for inclusive communication and whether all perspectives are valued equally.
15What is the organization's approach to addressing microaggressions in the workplace?
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What is the organization's approach to addressing microaggressions in the workplace?
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Why this works
Shows awareness of subtle forms of discrimination and strategies for creating a respectful environment.
16How does the organization support employees who want to advocate for diversity and inclusion?
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How does the organization support employees who want to advocate for diversity and inclusion?
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Why this works
Reveals whether there are channels for employees to contribute to diversity efforts and if such advocacy is supported.
17What is the organization's policy on diversity in recruitment and talent acquisition?
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What is the organization's policy on diversity in recruitment and talent acquisition?
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Why this works
Shows whether diversity is considered from the very beginning of the hiring process.
18How does the organization address intersectionality in its diversity efforts?
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How does the organization address intersectionality in its diversity efforts?
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Why this works
Reveals understanding that people have multiple identities and whether diversity efforts account for this complexity.
19What role do senior leaders play in modeling inclusive behavior?
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What role do senior leaders play in modeling inclusive behavior?
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Why this works
Shows whether leadership is actively engaged in diversity efforts and sets the tone for the organization.
20How does the organization measure the success of its diversity and inclusion initiatives?
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How does the organization measure the success of its diversity and inclusion initiatives?
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Why this works
Reveals whether they have clear success criteria and regular evaluation of their diversity programs.
Best Practices for Diversity Conversations
Expert tips and techniques for getting the most out of these questions.
Best Practices
Ask for Specific Examples
Request concrete examples of diversity initiatives rather than accepting general statements about commitment.
Focus on Actions, Not Just Intentions
Look for evidence of actual implementation and results rather than just good intentions or policies on paper.
Consider Intersectionality
Recognize that people have multiple identities and ask how the organization addresses this complexity in their diversity efforts.
Question Sequences
The Comprehensive Assessment Sequence
The Leadership Commitment Sequence
Common Pitfalls
Don't Accept Vague Answers
Push for specific details, metrics, and examples rather than accepting general statements about commitment to diversity.
Avoid Tokenism
Look for genuine inclusion and representation rather than just having a few diverse people in visible positions.
Don't Ignore Intersectionality
Consider how multiple identities intersect and whether diversity efforts address this complexity rather than treating groups as monolithic.