If you take that answer at face value, you run the risk of joining a company that talks a big game, but ultimately fails to take action. And in a worst-case scenario, this results in anyone from a non-traditional background feeling isolated and uncomfortable at work.

But you don’t have to wait until you’ve accepted a position to figure out whether or not a company walks the walk when it comes to diversity and inclusion. The interview process is an opportunity not only for a company to get to know you, but for you to get to know the company.

Based on your understanding of diversity and inclusion, what would you ask the organisation? 

In your groups, prepare five questions. 

Question 1
Are all workers (including foreigners and locals) treated equally in terms of benefits etc?

Question 2
Does the organization have an equal mixture of different demographics?

Question 3
Is the role of the job affected by certain factors?

Question 4
Does the company provide exclusivity to certain needs groups?

Question 5

Can you describe some initiatives or activities led by these groups that promote inclusivity?

Based on your understanding of diversity and inclusion, identify some key traits of an inclusive leader. 

In your groups, come out with at least three traits. Following which, come out with ways leaders can translate those traits into practice in the workplace. 

Trait 1


Trait 2

Trait 3

Trait 4

CQ / EQ - Cultural Intelligence & Emotional Intelligence

“Do people who undergo training usually shed their biases?”

In your groups, discuss: Why do you think some diversity & inclusion (D&I) initiatives fail? 

Come up with three reasons. 

Reason 1
Employees and management resist changes in culture or policies.

Reason 2
Lack of accountability as there may not be available resources to track progress of the initiatives.

Reason 3

Ineffective communication and does not target root cause of discrimination

Trait 2: Open and honest communication

Trait 3: Interpersonal Awareness

Trait 4: Empathy and Understanding