in an ideal world, you'd answer every question that a candidate asks honestly, but we all know that that's not what happens—your job is to recruit them, not to share your unfiltered perspective on your company's problems. but still, in the case of d&i... it matters so much.
if a candidate asks you specific, detailed questions about how your company handles diversity and inclusion, please be honest. they're usually asking because they've been burned by that in the past, and they're desperately hoping to avoid entering a similar situation again.
Specific to numbers !
when i was interviewing, i asked every company so many questions, like what their diversity numbers looked like, how they supported underrepresented people, how they prevented bias in their leveling/promotion processes, how they handled situations like harassment, etc.
i didn't expect good answers, and i didn't get them. however, the level of badness of the answers was helpful! (1) were they offended that i asked? (2) had they never heard any of it discussed in the company? (3) did they reflexively (habit, trained like robotic) give positive but super vague answers to everything?
a "yes" answer to these three questions, respectively, might indicate to me: 1. this place is actively toxic 2. this place is passively toxic because no one cares 3. this place only cares about d&i on the surface but hasn't done the structural work to make a tangible difference
Emil Ong @OngEmil Aug 3
Thank you for calling this out! I talked to someone abt d&i at their company recently (not even them trying to recruit me) & they started dodging, diverting, making excuses. It's like people spend so much time practicing that instead of honesty they forgot what it sounds like.