While we address subjects like DEI, which are built upon the collective experiences of individual cohorts, it is crucial to ask the right questions. What one may go through as a female fresher will not resonate with a person with a disability.
With an elevated awakening to the nuances of DEI, we have changed many stereotypical narratives in the past few years.
We are dealing with two starkly different arenas, the one which the other has not run upon. In its bare basics, it is the transmission of a very particular understanding to a mass. Then how is it that we tackle this coalition of perspectives while assessing an organization? By asking the right questions. By asking the basic questions first.
Ask the qualifying questions first. Uniform universal awareness rarely exists.
- Instead of “Do you agree to support the DEI efforts of the company?” ask “Do you know what DEI is?”
- Instead of “Will you be an ally to female employees?” ask, “Do you know what allyship means?”
It will help us understand the state of awareness of the respondent enabling appropriate context-setting.
Follow up by asking secondary questions that clarify and set the context. “Do you face any challenges as a woman employee?” is often a general question that draws out a ‘No, nothing so” as a response. The candidate is probably unaware of scenarios that are to be considered challenges. While micro-aggressions are a common topic among leaders, it is not very likely that an entry-level worker is familiar with the same. It is hence a good idea to pitch questions like: “Are you aware of micro-aggressions?” It will clarify the direction of the response-mining process. Questions hold awareness; use them wisely.
Keeping the goal in sight while considering the varying wealth of employee awareness is the key to establishing a robust DEI ecosystem in an organization. Until then, keep asking those questions!
