Diversity, Equity, Inclusion & Belonging (DEI) Topics
Organizational practices and strategies for measuring, implementing, and sustaining diversity, equity, and inclusion initiatives. Covers DEI measurement frameworks, accountability mechanisms, pay equity analysis, representation metrics, inclusive hiring, belonging programs, and connecting DEI initiatives to business outcomes. Includes both technical measurement aspects and organizational culture/policy implementation.
Psychological Safety and Inclusive Culture
This topic assesses a candidate's approach to building trust, inclusion, and a safe environment where team members feel comfortable taking risks, admitting mistakes, and contributing diverse perspectives. It covers practical practices for creating psychological safety such as role modeling vulnerability, soliciting dissenting opinions, establishing meeting norms that invite participation, running blameless postmortems and retrospectives, and using one on ones and feedback loops to surface concerns. It also includes inclusive leadership behaviors and concrete actions to increase diversity and equity, for example inclusive hiring and promotion practices, bias mitigation in decision making, mentoring and sponsorship for underrepresented groups, and designing rituals that celebrate learning rather than assigning blame. Interviewers may probe how candidates handle failure and conflict, how they respond to defensive or fearful dynamics, how they measure and track culture changes, and specific examples of decisions or changes that resulted from creating psychological safety. Candidates should be prepared to describe concrete examples, metrics or signals of success, trade offs they managed, and how they continuously reinforce and scale inclusive practices across teams.
Diversity Equity and Inclusion in Learning
Focuses on designing and delivering learning and development programs that are accessible, equitable, and inclusive for diverse employee populations. Key areas include considering different learning styles, cultural backgrounds, languages, abilities, and experiences; applying inclusive instructional design and accessibility best practices; ensuring equitable access to training and career development; measuring learner outcomes and program impact across diverse groups; and collaborating with stakeholders to embed equity into learning curricula and delivery. Candidates should be ready to discuss concrete examples of inclusive program design, accommodations, metrics, and lessons learned.
Psychological Safety and Inclusive Leadership
Practices for creating an inclusive team culture where people feel safe to speak up, take risks, and learn from failure. Topics include addressing exclusionary behaviors, ensuring quieter voices are heard, supporting underrepresented team members, facilitating inclusive retrospectives and meetings, building trust through one on ones and feedback, and designing interventions to reduce bias and microaggressions.