Explore topic-wise InterviewSolutions in .

Many of the ORGANIZATIONS CONVEYED to their clients and their probable candidates that they are VALUING diversity. However, the fact is they are not putting it into practice; this is a mistake that many organizations are making. According to my opinion, this is very important for all the organizations that talk about diversity and equality in their workplace magazines and e-articles. They should have workable items so that organizations can use or IMPLEMENT these IDEAS into their culture.

Here you can use this story as your ANSWER or your own if you have done something like this in the past.
In my previous organization, I heard a new joiner makes an insensitive remark. Since he was new to our company and the environment is new to him, I CALMLY handled the situation and asked him not to use this kind of language in the future with the appropriate reason why it is not good to use this language and this kind of words may hurt other’s feelings. So after all this, the new joiner APOLOGIZES and accepted his mistake and till now I haven’t heard anything about it.
But in case I got to know that the person is again using inappropriate language, I will escalate this to my manager and bring the whole scenario to his ATTENTION.

I am not sure whether I will be able to eliminate the biases, as it is all around us; but I will minimize them in my hiring process. To do so, I will START with ensuring that the information about the job opening is being broadcast to the WIDER audience by using all the possible networks. This will help us to have a DIVERSE range of interviewees from the beginning. After that my focus will be on their abilities and experience, I will for sure IGNORE the education or work history gaps if they are because of family and some women-specific reasons. To come to a SOLUTION, I will ask the same question to every candidate out there; so that I can evaluate them easily with the same set of criteria.

The answer to this QUESTION depends on your previous personal experience. So you just have to share the situation with the interviewer. We can help you by suggesting the way, how you can answer this kind of answers.
Whenever you HEAR a question that requires a real-life example; that is TIME you have to use the STAR method. This method allows you to share the perfect example by including the Situation, task, ACTION, and the result that comes at the end.

If in my career, I found colleagues who are not appreciating the diversity, equity, and inclusion at the workplace; I will face them and have a conversation with the facts and numbers. As of now, there is a LOT of research data available that shows the positive impact of diversity, inclusion, and equity. I am also very much aware of the fact that there will be a scenario where I will talk to the people who are ALREADY aware of these facts but they are somehow not convinced with the results. I will talk to them very gently but at the same time firmly push them to recognize these things. MAYBE this will require them to do the little effort of coming out from their comfort ZONE and see NEW things and possibilities instead of their assumptions.

For me, diversity means to a variety of people with different backgrounds and PERSPECTIVES. I would want to highlight that companies need diversity if they want success in their business.
Equity means giving every individual equal rights to raise their voice in the company or the ORGANIZATION. This helps the companies to build much fair and positive internal processes. Inclusion means that everyone in the company’s workplace is being treated valued and WELCOMED. A company should always appreciate everyone’s effort.

This is my personality that I took time to understand or know everyone on my basis with whom I am working, beat my manager or my colleague. To do this, I like to connect them on coffee or lunch breaks or if I am full-packed with my workload then I used to do the quick connect on workstation area or washroom AREAS or wherever we met. I do all these things because I like to know about the PEOPLE with whom I work, I am interested in knowing their values, what drives them to do the work, and all. Also, I think this kind of conversation helps in building the level of trust and RELATIONSHIP. So that in future WHENEVER we had any kind of conflicts in our opinions, that time this trust or relationship will help us to understand each others’ perspective.

There is no doubt that the diverse team RUNS the most innovative solutions but they are challenging as well. If you invite a diverse perspective into the project then definitely you will get more IDEAS, and you will ALSO see people pointing or debating on others’ ideas/suggestions, this sometimes becomes a challenge to handle. But I observed this kind of debate helps US in getting the stronger solution as they involve the number of QUESTIONS being answered from all the perspectives.