49 Questions to Ask a Leader About Diversity and Inclusion

Diversity and inclusion are important issues that are often overlooked. Why? Because it can be difficult to talk about. We all come from different backgrounds and have different experiences that shape how we see the world. However, it is important to have these conversations so that we can learn from each other and grow as individuals and as a society.

Leaders play a critical role in these conversations because they have the opportunity to set the tone in an organization. They can create an inclusive environment where everyone feels comfortable sharing their thoughts and ideas, or they can create an environment that is exclusive and dismissive.

That’s why it’s important to ask leaders tough questions about diversity and inclusion. Here are a few questions you should ask a leader about diversity and inclusion.

49 Questions you can ask a leader about diversity and inclusion:

  1. What does diversity mean to you?
  2. Why is inclusion important?
  3. What are your thoughts on unconscious bias?
  4. How have you self-reflected on your own personal privilege?
  5. What is your definition of equity?
  6. What does allyship mean to you?
  7. What active steps do you take to be an ally?
  8. What are your company’s D&I policies and how do they show up in everyday work life?
  9. Do you see a future where your company’s demographics begin to become more reflective of the general population? If not, why?
  10. How did you come to realize the importance of D&I work?
  11. In what ways has your view of D&I changed since beginning this work?
  12. Who are the people that have mentored you in this work?
  13. Who are some current or past leaders in the D&I field that inspire you?
  14. How does your team talk about D&I publicly and privately?
  15. If someone on your team made an offensive joke about a protected class, how would you handle it?
  16. What are some things you’ve done to foster a more diverse and inclusive environment?
  17. How do you see the future of diversity and inclusion, both in general and within your organization?
  18. How has your view of diversity and inclusion changed over time?
  19. What role do you think unconscious bias plays in creating a lack of diversity and/or inclusion?
  20. What are some things you’re doing to address unconscious bias within your organization?
  21. Do you have any examples of times when someone’s background or experiences led to a new perspective that improved an outcome?
  22. Are there any steps your organization is taking or Considering taking to become more diverse and inclusive?
  23. How does your organization’s commitment to diversity and inclusion impact the way you make decisions?
  24. Can you give an example of a time when you had to stand up for what was right, even if it wasn’t popular?
  25. Do you have any thoughts on how white people can be better allies to people of color?
  26. Do men need to do anything differently to support gender equality?
  27. How can cisgender people be better allies to the transgender community?
  28. What are some of the benefits of having a diverse workforce?
  29. What are some things your organization is doing to promote diversity and inclusion?
  30. Are there any specific programs or initiatives you’re working on right now?
  31. What are your long-term goals for diversity and inclusion at your organization?
  32. How do you measure success when it comes to diversity and inclusion?
  33. Who is responsible for leading diversity and inclusion efforts at your organization?
  34. Can you tell me about a time when you had to have a difficult conversation about diversity or inclusion?
  35. How did you handle that situation?
  36. Are there certain topics related to diversity and inclusion that make you feel uncomfortable?
  37. Why do you feel that way?
  38. What challenges do you see with implementing better diversity and inclusion in the workplace?
  39. How have you addressed those challenges?
  40. How can we better understand and embrace differences among people?
  41. What can we do to create a more inclusive environment at work?
  42. How can we become more aware of our own personal biases?
  43. What role do leaders play in creating a more diverse and inclusive workplace?
  44. What ally skills should everyone be aware of?
  45. When is it appropriate to speak up about someone else’s remark or behavior that is hurtful or offensive?
  46. How can I be an effective advocate for underrepresented groups at work?
  47. How can I show my commitment to diversity and inclusion outside of work?
  48. What resources are available for employees who want to learn more about diversity and inclusion?
  49. Whom can I contact if I experience or witness discriminatory behavior at work?

Frequently Asked Questions

How can leaders promote diversity and inclusion?

Leaders can promote diversity and inclusion in many ways. They can set an example by hiring a diverse staff and promoting diversity and inclusion in their policies. They can also create an environment where everyone is welcome to contribute their ideas, and they can honor the unique cultures and backgrounds of their employees.

Why should leaders care about diversity and inclusion?

Leaders should care about diversity and inclusion because it is not only the right thing to do, but it is also good for business. A diverse and inclusive workplace is more creative and productive, and it attracts top talent.

When leaders embrace diversity and inclusion, they send the message that everyone is welcome and can make a valuable contribution. This creates a positive work environment where employees feel valued and respected, leading to lower turnover rates and improved morale.


Asking tough questions about diversity and inclusion can be difficult, but it is so important to learn and grow as individuals and as a society. Leaders play a critical role in these conversations because they can set the tone in an organization.

By asking leaders tough questions about diversity and inclusion, we learn more about their thoughts on the topic and how they plan to address it in their organization.

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