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Diversity and Inclusion

Working effectively with individuals of diverse backgrounds in a variety of work contexts.
Level 1. Demonstrates introductory understanding, directing people to the appropriate source for further information.

BEHAVIORS

  • Develops an awareness of own attitudes, beliefs and values towards people perceived as different from oneself.
  • Models the organization’s workplace values and cultures in everyday business activities.
  • Seeks out opportunities to learn more about all team members.
  • Adheres to human rights legislation and company policies on diversity and inclusion.
  • Adapts behaviors to the needs of co-workers.

QUESTIONS

  • Tell me about a time when you had to consider how diversity affected your ability to complete a task?

Probing Questions

* What was the task?

* What was the diversity element?

* Why did you consider the impact of diversity?

* Did this consideration change how you completed the task?

* Did it result in a personal change?

  • Describe a time when you questioned how you thought about a person or people from a diverse background.

Probing Questions

* What was the situation that gave rise to this questioning?

* How did you analyze your attitudes, beliefs or feelings?

* How did this questioning affect how you handled the situation?

* Did you find answers to your questions?

* What impact did this thinking have on how you handled similar situations in the future?

Level 2. Applies the competency in common situations that present limited difficulties, working with a moderate level of guidance.

BEHAVIORS

  • Communicates diversity issues in an open and transparent manner.
  • Encourages constructive discussions on diversity and inclusion.
  • Adapts to the unique characteristics and talents of team members.
  • Addresses own filters, privileges, biases, and cultural preferences.
  • Participates in programs that promote diversity and inclusion in the workplace.

QUESTIONS

  • Describe a time when you changed your approach so as to not exclude some of the people involved.

Probing Questions

* What was the situation or task?

* How did you identify that your approach might need to be changed?

* How did you know how to change your approach?

* What was the change in the approach?

* How was the change received by all stakeholders, not only those in a minority position?

  • Describe a time when you needed to work with an individual that had very different views than you.

Probing Questions

* How did your views differ from the other individual’s?

* What was the impact on the task you were working on together?

* How did you react to these differing views?

* What was the result of your reaction?

* What was the result of the project?

  • Describe a time when you worked particularly hard to ensure that all stakeholders in an activity were treated fairly and equitably.

Probing Questions

* Why was it important to ensure that everyone was treated equitably?

* Why was ensuring equitable treatment particularly challenging for this event?

* What accommodations did you need to make in the situation?

* How did the activity turn out?

* Would you take the same action again?

Level 3. Applies the competency in the full range of typical situations, requiring guidance in only the most complex or new situations.

BEHAVIORS

  • Distinguishes when to inquire, advocate, drive, or resolve more decisively.
  • Advocates for services that accommodate all employees’ needs.
  • Develops orientation programs to support new employees in recognizing the importance of diversity.
  • Customizes style when faced with many dimensions of culture to succeed across different cultural contexts.
  • Applies best practices in diversity and inclusion practices, strategies and system.
  • Coaches others in displaying behaviors that support inclusion and diversity.
  • Investigates subtle and complex diversity and inclusion issues as they arise.

QUESTIONS

  • Give me an example of a time when your values and beliefs negatively impacted your ongoing relationship with a peer, co-worker, supervisor, or customer.

Probing Questions

* What was the ongoing problem?

* What led you to believe that the problem was related to inclusion or diversity issues?

* What was the issue?

* How did you handle the problem?

* What were the results of your actions?

  • Describe a time when you advocated for a particular minority group or disadvantaged person in an organization.

Probing Questions

* Why was this person or group of people disadvantaged?

* Why did you need to advocate for the individual or group?

* How did you go about the advocacy?

* What actions did you take?

* What were the results of your actions?

  • Describe a time when you to confronted an individual because they were harassing an individual either overtly or covertly.

Probing Questions

* What did you identify as a harassing action?

* How did you go about confronting the individual?

* How did you determine your confrontation strategy?

* What was the reaction of the individual?

* Did the confrontation resolve the issue in a positive way?

Level 4. Applies the competency in new or complex situations and advises others.

BEHAVIORS

  • Recruits diverse candidates and team members.
  • Acts to represent all employees in programs, practices and procedures.
  • Commits to continuous learning and improvement in diversity, inclusion, and cultural awareness.
  • Shares insights on how diversity and inclusion contribute to HR strategies and business results.
  • Identifies the dynamics of cross-cultural and inclusion-related conflicts, tensions and misunderstandings in resolving workplace issues.
  • Considers the history, context, geography, religions, and languages of the regions in which the organization does business.

QUESTIONS

  • Tell us about a time you developed or implemented a policy or program that supported a diverse/inclusive workforce.

Probing Questions

* What was the policy or program?

* What was your involvement in the policy or program development or implementation?

* What were the key elements of the program/policy?

* What was changed?

* How did you measure the impact after the program/policy was implemented?

  • Describe a time that you discovered a systemic diversity and inclusion problem in the organization.

Probing Questions

* What was the required problem?

* How did you find it?

* What tools and resources did you use to address the problem?

* Was your approach supported by others in the organization?

* How did you measure if the change was successful or not?

Level 5. Develops new approaches and methods in the area. Is recognized as an expert within the organization.

BEHAVIORS

  • Allocates resources to develop and enhance diversity and inclusion programs as well as understanding at all levels of the organization.
  • Develops a framework for understanding organizational culture and diversity.
  • Champions workplace equality.
  • Makes knowledge of diversity an integral component of the organization's culture.
  • Takes into account multiple cultural frameworks, values, and norms in setting business strategies and strategic direction.
  • Reviews practices, processes and procedures to eliminate bias.

QUESTIONS

  • Discuss a time when you championed a diversity and inclusion initiative that involved a significant change in organization