Do you feel like finding a diverse and inclusive workplace is becoming more challenging in today’s polarized world?
If you’re a member of a historically oppressed group, or simply care about human rights and social justice, the current political landscape and hateful public rhetoric can make you feel anything but welcome at work.
As a trauma-informed career coach, I’m often asked: “How do you distinguish companies that truly value diversity, equity, and inclusion (DEI) from those just giving it lip service?”
While there’s no foolproof way to identify these companies, there are strategies you can use to increase your chances of finding an employer that genuinely cares about its employees and strives to foster psychological safety.
In this article, I share 9 practical ways to determine whether an organization prioritizes DEI, along with thoughtful questions to ask to assess their culture and values.
How To Find Employers That Value Diversity, Equity, & Inclusion (DEI)
Here are actionable steps to evaluate whether an organization’s commitment to DEI is authentic:
1. Define what DEI means to you.
Start by clarifying what diversity, equity, and inclusion in the workplace mean to you. Everyone’s needs and priorities are different, so you’ll want to reflect on your own:
- What are your requirements for a prospective employer?
- What would make you feel supported, seen, and valued?
- Are you okay being the only [insert identity] person on the team?
Getting clear on your boundaries will help guide your search. Personally, I’ve learned that being the only queer person on a team can often feel like an emotional and psychological burden. Knowing what you need from an employer will help you identify places where you can truly thrive.
2. Review their website (and beyond).
While many companies have dedicated DEI or Careers pages, these can often be curated as part of a savvy employer branding campaign, so you must dig deeper:
- Explore other sections of their website to see if DEI is embedded into their mission, values, or annual reports.
- Check their social media channels. Does their content align with your beliefs regarding diversity and inclusion?
- Are they vocal on important DEI topics or conspicuously silent?
Pay attention not just to what they post but also to when they remain quiet.
3. Examine their leadership team.
I’ve found that a company’s leadership often reflects its true commitment to diversity.
Take a look at their executive team. Is it diverse? Does it represent the customers, communities, and audiences it serves?
The same scrutiny applies to their board of directors and investors. A monolithic leadership team may indicate that DEI isn’t a priority.
4. Assess their investment in DEI initiatives.
Actions speak louder than words, so look for evidence that the company is putting resources behind its DEI efforts:
- Are they bringing in DEI speakers or hosting DEI trainings?
- Do they sponsor heritage month events?
- What employee resource groups (ERGs) are available?
As I shared with Fortune, true corporate commitment goes beyond performative gestures like “rainbow-washing” during Pride Month.
Supporting DEI means advocating for marginalized communities, not just profiting off of our struggles.
5. Scrutinize their political donations.
While on the topic of investments, take stock of their political donations. You can use tools like OpenSecrets.org to track corporate contributions.
Are the politicians or causes they support aligned with your values? While perfect alignment is rare, donations that contrast starkly with your beliefs may be a red flag about the company’s priorities.
6. Review DEI reports and numbers.
Many companies publish annual DEI reports with data on representation and progress toward goals. However, you must be mindful that this data is typically self-reported and often cherry-picked for its optics.
If a company doesn’t have any public data available, that’s worth noting, too, as it could signal a lack of transparency or accountability regarding DEI efforts.
7. Check third-party DEI company lists, but proceed with caution.
DEI awards and rankings can provide insight into how companies stack up, but not all lists are created equal.
You want to avoid lists based solely on self-reported data, as these can be easily gamed for recognition without having any meaningful action behind them. Always scrutinize the inclusion criteria and check when the company last submitted qualifications, since some organizations deceptively market years-old awards.
8. Conduct independent online research.
You can learn a lot about a company based on what employees and customers say about them online.
Community forums like Reddit, Blind, and Fishbowl allow you to learn about the culture from former employees. Don’t hesitate to ask questions anonymously about what it’s like working at the company as someone of your identity.
Additionally, X (previously Twitter) can be a powerful tool for understanding how well, or poorly, a brand is perceived by historically oppressed groups.
If the company has faced bad press related to DEI issues, how did they handle it? Did they take accountability or simply sweep it under the rug?
9. Speak with current employees.
Use LinkedIn to connect with employees who share similar identities or experiences, if they’re comfortable sharing.
Keep in mind that not all aspects of diversity are visible, and some people may not feel safe disclosing parts of their identity at work.
Also, just because a company has diverse staff, it doesn’t mean those employees feel welcomed or included, or like they truly belong.
During your interviews, ask thoughtful questions that go beyond the surface to get a deeper sense of whether this is the right environment for you.
Questions To Ask To Determine Whether An Employer Truly Cares About DEI
Assessing whether an employer authentically values DEI can be challenging. However, asking intentional questions during your research and the interview process can help you uncover insights about their priorities:
- How does your organization support [specific identity group or cause]?
- Can you share an example of how the company has prioritized DEI in decision-making?
- What steps has leadership taken to foster psychological safety among employees?
These questions are merely starting points to guide you in finding an employer that aligns with your values and priorities, so you’ll want to tailor them to align with your goals.
Final Thoughts
Finding an employer who truly cares about DEI and aligns with your values can feel daunting, but it’s worth it to find a workplace where you feel valued and have a sense of belonging. My hope is that by implementing a few of these tips, you’ll find a company where you can be your authentic, fabulous self at work. You’ve got this!
