Your top candidate raises diversity concerns. How will you address them effectively?

1. Listen Actively: Thank the candidate for raising important diversity concerns. Acknowledge their perspective on representation challenges. 2. Showcase Progress: Highlight concrete achievements like a 20% increase in diverse hires and an expanded leadership mentorship program. Be transparent about ongoing efforts. 3. Demonstrate Commitment: Offer connections with ERG members, explain bias training initiatives, and emphasize DEI as a continuous journey. Share how the organization welcomes insights and remains dedicated to meaningful, inclusive workplace transformation. This approach builds trust by showing diversity is more than a talking point – it's a genuine, evolving organizational commitment.

Something i feel needs to happen is ‘listening to understand’ not just to respond which is often subtle. This can help us understand our blind spots enabling us to solve for success

-Listen to and acknowledge the candidate’s concerns with empathy and openness. -Gather specific details to understand their perspective fully. -Share your organization's commitment to diversity, equity, and inclusion (DEI), highlighting policies, initiatives, and progress. -If applicable, connect them with diverse employees or ERGs for firsthand insights. -Address any gaps transparently and outline ongoing efforts to improve or even ask for them to contribute. -Reaffirm your commitment to creating an inclusive workplace where all employees feel valued and supported.

I would approach this with transparency and a problem-solving mindset. First, I would listen carefully to the candidate’s concerns to fully understand their perspective. Then, I would provide insight into the company’s diversity initiatives, culture and any relevant data. If needed, I would engage internal stakeholders to address gaps or misperceptions. Ultimately, I would ensure the candidate feels heard and has the information needed to make an informed decision.

When a top candidate raises diversity concerns, I see it as a chance to move beyond policies and showcase our values in motion. Rather than offering rehearsed responses, I engage in a transparent, two-way conversation—sharing not just what we’ve achieved, but where we’ve stumbled and how we’re learning. I spotlight employee-led ERGs, inclusive leadership practices, and grassroots stories that reflect the lived culture, not just the corporate stance. Then, I invite the candidate to imagine how their voice could help shape what comes next. Because real inclusion isn’t just explained—it’s experienced.

I’d start by listening. Genuinely and openly. I’d want to understand exactly what their concerns are, where they’re coming from, and what they need to feel safe and seen. Then I’d be honest about where the company is on its DEI journey — the wins, the gaps, and the work in progress. Because trust is built on transparency, not perfection. And finally, I’d invite them into the conversation — not as a token, but as a valued voice. Because creating a truly inclusive workplace is something we co-create.

If a top candidate raises diversity concerns, listen carefully and understand their worries. Show your company’s commitment to diversity with real actions, not just words. Share policies, success stories, and plans for improvement. A safe, inclusive workplace attracts and keeps great talent.

Acknowledge their concerns, highlight your commitment to diversity and inclusion, and outline concrete steps your organisation takes to foster an equitable and supportive workplace.

Addressing a candidate’s diversity concerns requires transparency, empathy, and a commitment to inclusion. I acknowledge their concerns openly and provide insights into the company’s diversity initiatives, policies, and culture. Sharing real examples of inclusive practices, employee resource groups, and career growth opportunities reassures them. If gaps exist, I take their feedback seriously and communicate how the company is working to improve. By fostering an honest dialogue and demonstrating genuine efforts toward diversity, I ensure the candidate feels valued and confident in their potential workplace.

In my experience, just don't beat around the bush. Be transparent. Be straightforward about where the company is shining and where there is still work to be done when it comes to diversity. If you try to come across as perfect, you can end up coming across as phony. Honesty is what builds trust and trust is key between a potential candidate and their future employer.

Always acknowledge feedback from candidates, as they provide their honest opinion on their experience during interview. Review your diversity policy, hiring data, workplace inclusion to identify gaps and possible solution for the same. Engage industry experts, internal DEI leaders, ERG's and HR leaders to share more insights. Share best practices from industry and analyse what will work best for your organization.