Interview questions on promoting equality and diversity

[Daliah]

Hello

I have a competency based interview coming up and am anticipating a question on promoting equality and diversity.

Can anyone advise on what a good answer to a question like this looks like? It’s never been a specific part of my role ( in the sense that I can say I’m on the equality steering committee or whatever) but of course I’m mindful of equality and diversity in managing people. But I think for an interview like this I need concrete examples and I’m not sure I have any.

any advice would be very welcome.

It really depends what the role is as to how you would incorporate E&D. Can you give any more info about the job?

Gen up on the difference between equality, diversion and inclusion and briefly show your understanding of this.

Then think of an example relative to your work. Do you ever have to work with other departments or liaise or consult with others? You can usually find an example around getting input from a diverse range of people, making sure you meet people's needs with regards to comms etc.

You say of course you are mindful, but can you give examples of what you have actually done to demonstrate this? With anti racism and dei work very little happens by accident so being able to show you're awareness, your personal understanding and commitment and how it relates to you role usually can best be demonstrated with an example. It could be about including accessibility requirements in a brief or work you've done to chair meetings so that different voices are heard for example

You could talk about your understanding of the Equality Act 2010 and protected characteristics, unconscious bias, personal differences. If the role includes recruiting then an example of how you would incorporate it in the recruitment process

Do they have a policy or strategy with key performance indicators on this topic? Does it appear in any corporate plan or business plan.

If so you could say you build on the strategy or plan and mention bits in it. Undertake consultation, training, keep on top of progress or cases in this topic?

The power of a 'norm' and effects of being conscious and flexible about deviating from it; seeking out difference:
hbr.org/2016/04/if-theres-only-one-woman-in-your-candidate-pool-theres-statistically-no-chance-shell-be-hired

The E in DE&I actually stands for equity not equality (honestly not being pedantic, but there is a difference, particularly in this context and I wouldn’t want you to get tripped up by this). In terms of the difference in case you’re interested, the best analogy I was given is there’s a tall fence, with something interesting over the other side. Tall people can see over the fence absolutely fine, with no help. Short people can’t. If everyone is given a box to stand on to see over (including the tall people) this would be equality, but assumes all will benefit equally which might not be the case. Equity is everyone getting the individual support they need - some not getting a box, others getting more than one etc.

You could also talk about allyship - I’ve taken the is from an article in the Harvard Business Review https://hbr.org/2022/11/7-ways-to-practice-active-allyship

Hope this helps and that you smash the interview!

The answer to the question What can I do? lies in overcoming these fears through allyship. Allyship is the key to creating inclusive workplaces. According to recent research, employees of organizations that foster strong allyship and inclusion cultures are 50% less likely to leave, 56% more likely to improve their performance, 75% less likely to take a sick day, and up to 167% more likely to recommend their organizations as great places to work.
Allyship is a lifelong process of building and nurturing supportive relationships with underrepresented, marginalized, or discriminated individuals or groups with the aim of advancing inclusion. It is through this process that we overcome our fears of engaging with DEI. Allyship is about progress, not perfection. Allyship is active, not passive. It requires frequent and consistent behaviors. Allyship is not performative. It’s about lifting others and creating platforms for them so that their voices are heard. Allyship is not about fixing others.