How to Know If the Employer You're Interviewing With Is Inclusive

Recent university graduates—and soon-to-be-graduates—have faced plenty of unforeseen challenges during their school years. A pandemic, an unpredictable job market, and the rapid growth of AI likely weren't on their bingo cards at the start of their collegiate careers. It shouldn't come as a surprise that an important factor in these young adults' decision to work for an organization is whether it both supports their professional development and values inclusion and diversity (I&D).

For Abby Knowles, a recent graduate of the University of Mary Washington in Virginia, this hits home. “I want to make sure I work for a company that values treating others with respect and prioritizes being healthy and welcoming,” Knowles said.

For those entering the talent pool, here’s what to look for during the interview process to learn how a company prioritizes I&D.

Conducting Pre-Interview Research

Before even stepping into an interview—or logging on to Zoom—start with some online research to gauge the company’s commitment to diversity and inclusion. Look up employees on LinkedIn to see if the workforce appears diverse in terms of gender, ethnicity, and roles within the organization.

Review the company’s policies on its website, including its stance on I&D. Additionally, research the company’s reviews on platforms such as Glassdoor and Indeed to see what current and former employees say about the workplace environment.

Finding I&D During the Interview Process

Ask the Right Questions

Alarmingly, almost half (48%) of LGBTQ+ students and graduates have witnessed discrimination based on sexual orientation or gender identity at their places of study or work, according to one survey. There are also concerns about age bias and how newer members of the workforce are perceived by their peers who are further ahead in their careers. “I never want a company to look down on me for not having as much life experience as someone else, and instead treat me as a valuable member of the team, rather than just how old I am," Knowles said.

When speaking to a potential future employer, ask direct questions about I&D and the company’s values to get more insight and make an informed decision.

Consider these thought-starter questions:

• “Can you tell me about a recent I&D initiative your organization is most proud of?”

• “I read about [recent I&D initiative] from your company online. Could you tell me more about it and why it was a priority?”

• “How does the company support employees from diverse backgrounds? How about workers with disabilities?”

• “What measures or programs are in place to make sure all voices are heard and valued?”

You can also ask about programs that support underrepresented groups, employee resource groups (ERGs), and ongoing I&D training for all staff.

Consider Benefits Beyond Health Care and Paid Time Off

Inclusive companies often offer benefits that cater to a variety of needs, reflecting an understanding of different life stages and circumstances. At this stage of the interview process, ask specific questions about benefits as viewed through an I&D lens.

• Ask about the company's commitment to mental health by exploring the availability of mental health benefits, such as counseling services and wellness programs.

• Inquire about flexible working arrangements. Many employers understand the importance of work/life balance and offer remote-work options, flexible hours, or compressed workweeks to accommodate diverse employee needs.

• Ask about continuing education and development. Companies frequently invest in their employees’ growth by offering tuition assistance, access to online courses, or allowances for attending industry conferences.

Observe: The In-Office Checklist

If you attend an interview in-office or have the opportunity to take a tour, this is another chance to observe the office environment firsthand. Here are a few signs to look for:

• Is there inclusive artwork or diverse representation in company materials?

• Do you see diversity of employees in terms of race, gender, and age?

• Do employees seem comfortable and engaged?

• Observe interactions between team members. Are they respectful and collaborative?

• Is the workspace accessible to people with disabilities?

The Ripple Effect of Inclusion and Diversity

Feeling heard, seen, and respected regardless of background, race, gender, or sexual orientation benefits more than the individual worker. Diverse teams bring various perspectives, leading to innovative solutions and better decision-making. I&D also contributes to employee satisfaction and reduce turnover: SHRM Research found that workers who rate the inclusiveness of their workplace as excellent are less likely to actively seek another job. Only 35% consider leaving, compared to 51% in less inclusive environments.

Candidates, especially those early in their careers, have the opportunity to set the tone for the next generation of the workforce by holding organizations accountable, starting at the beginning of the interview process. Asking important and thoughtful questions can signal opportunities for organizations to further prioritize I&D and move toward a more progressive future of true belonging.