The DEI-decoder: Assessing values during an interview

Being able to distinguish authentic DEI efforts from false advertising—known as DEI-washing—can be tricky during the interview process. Finding a workplace that truly supports diversity isn’t just a bonus, it’s essential for aligning your personal and professional values. Real inclusion initiatives create a vibrant, innovative work environment and boost employee morale. On the flip side, falling for DEI-washing can lead to disillusionment and wasted potential.

So, how can we separate real commitment from flashy marketing? Nate Shalev, an inclusive language expert and founder of Revel Impact, explains how to cut through the noise and find a company that genuinely values DEI. By investigating the company’s website, financial contributions, employee reviews, and asking insightful questions during interviews, you can reveal a company’s true commitment to DEI.

Researching DEI initiatives before the interview

Congratulations on landing an interview for your dream role! Now, the fun part begins: getting to know the company. So, how do you determine if their DEI initiatives meet your personal standards? Well, before your interview even takes place, there are many steps you can take to suss out DEI-washing. Here’s how you can dig deeper to confirm a steadfast commitment to diversity and inclusion.

Step 1: Examine public information

Start by exploring the company’s website. Pay close attention to the language they use. Shalev emphasizes, “From a trans perspective, I’m looking for a holistic approach that includes gender identity and gender expression. These aspects should be front and center. Look for visual cues that showcase diversity. Is there someone who looks visibly queer? Is there a range of diverse representations?”

Step 2: Investigate organizational funding and sponsorships

You’re not just looking at their polished statements, but also where their money goes. Public records of their financial contributions can offer valuable insights. Shalev elaborates, “Are they supporting politicians or causes aligned with equality and inclusion? Do they sponsor events like Pride parades? Remember, actions speak louder than words—observe what they do, not just what they say.”

Step 3: Read employee reviews

Public indicators can be informative, but they only give a partial picture. To get a better sense of the company’s internal environment, check reviews on sites like Glassdoor. Shalev notes, “Any reviews can help you understand the company’s internal environment.” Be on the lookout for red flags, such as using terms like ‘cultural fit’ or any gendered language.

Step 4: Check universal indicators

Look for universal indicators that reflect the company’s DEI commitments. Key certifications and indexes to consider include the Corporate Equality Index from the Human Rights Campaign (HRC), Americans with Disabilities Act (ADA) compliance, and other diversity indicator certifications like the EDGE Certified Foundation. These certifications signal that the company meets third-party DEI standards.

Step 5: Investigate DEI-centered affiliations

Finally, research whether the company is affiliated with DEI-centered groups. Organizations such as Out in Tech or Black Girls Code are strong indicators of a company’s commitment to diversity and inclusion. Public affiliations with these or similar groups show a proactive stance toward creating an inclusive workplace.

DEI questions to ask in an interview

So, let’s say a company checks all the boxes for its diversity initiatives—well, its public stance on DEI, that is. Now, it’s time to quiz the interviewer to dig deeper into how diversity manifests in the workplace.

Evaluating the structure of the DEI team

Understanding the structure of a company’s DEI team is crucial as it indicates how dedicated the organization is to fostering an inclusive environment. With DEI recently on the offensive, a well-structured DEI team that’s separate from HR or talent management can show a focused effort on addressing diversity and inclusion issues.

There are several key questions you can ask to see whether the company has a specialized team working independently to enhance DEI initiatives. A red flag would be if the DEI responsibilities are merely an add-on to existing HR roles, indicating a possible lack of genuine commitment to DEI.

1. Can you describe how the DEI team is organized, how it operates within the organization, and how it collaborates with other departments?

This question seeks to understand both the structure and level of integration and cooperation of the DEI team. Look for detailed descriptions of specific roles and responsibilities within the team and evidence of regular interactions, joint projects, or shared goals with other departments such as HR, marketing, and operations. An answer that shows isolation or minimal interaction might suggest that DEI efforts are siloed and not fully integrated into the company culture.

2. How are DEI priorities set within the organization, and who is involved in this decision-making process?

Asking this will help you understand the strategic planning and involvement of leadership in DEI initiatives. A strong answer would describe a collaborative process involving various stakeholders, including senior management and a diverse group of employees.

3. What current initiatives or projects is the DEI team focusing on?

This aims to identify the practical steps the company is taking to improve DEI. Look for specific, ongoing projects with clear goals and timelines.

Evaluating DEI journey and integration of goals

Understanding a company’s DEI journey and how they integrate DEI goals into their broader strategy provides valuable insights into their long-term commitment and the challenges they have faced. Knowing if the company sets key performance indicators (KPIs) or specific performance goals related to its DEI initiatives is essential. These goals should drive accountability and demonstrate progress in DEI efforts.

1. Can you provide examples of how DEI goals have influenced company-wide initiatives or policies and how these initiatives have evolved over time?

Knowing a company’s track record can reveal the practical impact and progression of DEI goals within the company. Look for examples where DEI goals have led to tangible changes or initiatives and how these efforts have evolved.

2. What have been the key challenges in your DEI journey, and how have you addressed them?

This question aims to uncover the company’s obstacles in its DEI efforts and the solutions implemented. A strong response would include specific challenges and the strategies that were used to overcome them. Vague responses might suggest a lack of proactive problem-solving in DEI initiatives.

3. How do you measure progress towards your DEI goals?

Learning how they measure progress will help you assess the company’s commitment to tracking and achieving DEI objectives. A positive response would detail specific metrics and evaluation methods used to measure progress.

4. What happens if DEI-related performance goals are not met?

This question aims to understand the accountability mechanisms in place for DEI goals. A positive response would include actions or support to improve performance, indicating a serious approach to achieving DEI objectives.

5. How do you use feedback from departing employees to improve your DEI strategies?

This explores the company’s use of exit feedback to refine DEI initiatives and provides insight into potential issues within the company’s DEI environment. A strong answer would include specific examples of how feedback has led to improvements in DEI policies or practices.

Bonus tip: Besides asking direct questions, Shalev recommends looking at LinkedIn profiles to see patterns in past roles and demographics of those who have left the company. This can provide additional insights into turnover and DEI challenges.

Evaluating the application of DEI metrics

Shalev says asking questions about metrics is essential for tracking progress and identifying areas for improvement in DEI initiatives. They provide a data-driven approach to understanding and enhancing diversity, equity, and inclusion within an organization.

1. What types of DEI data do you collect, and how often is it updated?

It’s important to know the scope and frequency of the data collection process. A green flag would be collecting comprehensive data across various dimensions of diversity and updating it regularly.

2. How do you use DEI metrics to inform your strategy and initiatives? What are some examples of changes implemented based on said metrics?

Understanding how data drives action within the organization and providing concrete examples of changes is key. Look for examples of how DEI metrics have been used to shape policies, programs, or strategic decisions like specific initiatives or policy adjustments resulting from data insights. An absence of data-driven initiatives might suggest a gap between data collection and practical application.

3. How do you ensure the accuracy and reliability of your DEI metrics?

This question aims to understand the methods used to maintain the integrity of DEI data. Look for detailed explanations of validation processes, audits, and cross-checking mechanisms. A vague response might indicate potential issues with data reliability.

4. Are DEI metrics publicly available or shared with employees?

Transparency around DEI initiatives is crucial. A positive response should include regular reporting and sharing of DEI metrics with employees and stakeholders, promoting accountability.

Evaluating leadership representation

Leadership representation is a key indicator of a company’s commitment to DEI. Diverse leadership can drive better decision-making and reflect an organization’s values. Understanding how a company prioritizes and implements leadership diversity initiatives provides insights into its dedication to fostering an inclusive environment.

1. How does the company consider and prioritize representation within its leadership?

The company’s approach to promoting diversity at the top levels can tell you a lot. Look for clear examples of efforts to ensure diverse leadership, such as targeted recruitment and leadership development programs.

2. Can you share examples of initiatives or programs aimed at increasing diversity within your leadership?

Look for concrete examples of proactive measures taken to enhance leadership diversity. A strong response would detail specific initiatives or programs, such as mentorship schemes, diversity training, and partnerships with organizations focused on leadership diversity.

3. What processes are in place to ensure that underrepresented groups have equal access to promotion and leadership opportunities?

This question provides insight into the company’s internal mechanisms for fostering diversity. Look for structured processes and policies that support equitable promotion opportunities, such as unbiased evaluation criteria and transparent promotion paths.

4. How does the company support underrepresented employees’ professional development and mentorship to prepare them for leadership roles?

Explore the support mechanisms in place for developing future leaders from underrepresented groups. Look for comprehensive professional development programs and mentorship opportunities aimed at preparing underrepresented employees for leadership roles.

How to evaluate the responses

Identifying genuine DEI commitment during the interview requires looking for specific, concrete examples rather than vague statements. If someone simply says, “We really care about DEI,” it might be insincere. However, Shalev explains that if they provide specific examples such as, “We have launched three new ERGs (employee resource groups) this year, updated our benefits policy, and are working to ensure our leadership represents our community,” it demonstrates a genuine commitment.

“Statements filled with acronyms or jargon, like ‘you have to reach your KPIs,’ without solid examples, can seem like a cover-up. Instead, responses like, ‘We aim to reach 10,000 new members,’ show a specific, meaningful goal, indicating a real effort behind the words.” Using jargon without substance suggests they might not fully understand or are not genuinely committed to DEI.

However, it’s also important to remember that no company will be perfect, Shalev explains. “It’s perfectly fine if your job is simply a job while you find other outlets for community and connection elsewhere. You should feel supported and comfortable at work, but your workplace doesn’t have to be your sole source of belonging. That’s what friends outside of work are for—providing another sense of community and belonging.”

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