Culture Questions Diverse Candidates Should Ask

How to Find Out If an Employer Will Truly Support You

When you’re part of an underrepresented group—whether that’s based on race, gender, sexual orientation, disability, religion, or other aspects of identity—finding a workplace where you’ll be supported isn’t just “nice to have.” It’s essential.

A good salary is important. So are benefits. But if you’re walking into a culture where you feel like you have to hide parts of who you are or constantly advocate for basic inclusion, the job can quickly become unsustainable.

The good news? You can ask smart questions during your job search to uncover whether a company’s culture aligns with your values. Here are the key culture questions diverse candidates should be asking—and what to listen for in the answers.

1. “How does your organization support diversity, equity, and inclusion?”

This one’s a classic for a reason. It opens the door for the employer to talk about programs, values, and actions—not just statements on a website.

What to listen for:

• Specific initiatives (e.g., employee resource groups, DEI training, mentorship programs)
• Examples of inclusive policies or culture-building efforts
• Whether DEI is part of leadership goals or performance metrics

Red flag: Vague responses like “We’re like a family” or “We treat everyone the same.” These can be signs that inclusion isn’t being actively worked on.

Example: Salesforce publishes annual DEI reports and has measurable goals for increasing representation at leadership levels. That kind of transparency shows real commitment.

2. “Can you tell me about your employee resource groups (ERGs)?”

ERGs can be a powerful signal that employees are empowered to build community and that the company invests in those efforts.

Why it matters: A 2023 report from McKinsey found that organizations with strong ERGs often see higher retention and engagement among underrepresented employees.

Follow-up to ask:

• How are ERGs funded and supported by leadership?
• Do ERGs have a seat at the table when company policies or events are planned?
   

3. “How diverse is your leadership team?”

Representation matters—and not just at entry levels. If you don’t see people like you in positions of influence, it’s worth asking why.

What to look for:

• Companies that are honest and transparent about where they are now and where they’re trying to go
• Programs or pipelines to support internal mobility and leadership development for diverse employees

Tip: If a company has a public diversity report (like Google, Microsoft, or Accenture), it’s worth reviewing it before the interview and bringing up something you noticed.

4. “How do you ensure an inclusive environment for people from different backgrounds?”

It’s one thing to hire diverse employees. It’s another to create a space where people feel heard, valued, and empowered.

Listen for:

• Concrete examples of inclusive practices (e.g., inclusive holidays, pronoun usage, accommodations)
• Stories about how the company celebrates different cultures or perspectives
• Mechanisms for feedback and accountability

Bonus points: Companies that provide ongoing training on unconscious bias, microaggressions, and inclusive leadership.

5. “What’s your approach to work-life balance and flexible accommodations?”

For many marginalized employees—especially caregivers, people with chronic illnesses, or neurodivergent workers—flexibility can be key to thriving at work.

Ask about:

• Remote work or flexible scheduling options
• Mental health benefits
• Parental leave policies (and whether they apply equally across genders and family structures)

Stat to know: According to a 2024 Future Forum Pulse survey, 81% of Black employees reported improved work-life balance and productivity when working remotely—compared to only 79% of white employees. Flexible work can be a driver of equity.

6. “Can you share a time when feedback from employees led to a cultural or policy change?”

This question gets at whether the company listens—and more importantly, acts.

Green flag response: A story about how employees raised a concern and leadership responded with changes to benefits, meeting norms, onboarding, or communication practices.

Red flag response: “We haven’t had any issues,” or “That’s not something we’ve heard before.” This could indicate a lack of safe feedback channels—or worse, a culture of silence.

7. “How do you support career development for underrepresented employees?”

You want a place where you’re not just hired—you’re also invested in. Look for companies that have:

• Mentorship and sponsorship programs
• Leadership training targeted toward BIPOC, LGBTQ+, or disabled employees
• Clear internal mobility pathways

Example: At Johnson & Johnson, underrepresented employees have access to tailored leadership development programs through their “Diversity University” initiative.

Final Thoughts: It’s Okay to Interview the Employer

A job interview isn’t just about impressing the company—it’s about making sure they’re the right fit for you. Asking these kinds of culture questions isn’t overstepping. It’s smart. It shows you’re thoughtful, intentional, and care about where you’re putting your time and talent.

And if a company seems put off by these questions? That tells you something, too.

Want More Inclusive Employers in Your Search?

Check out job boards like TalentAlly, which prioritize diversity-focused employers and inclusive hiring practices. It’s a shortcut to finding companies that actually walk the talk.