INTERVIEW GUIDE

Employees, management teams and executive should all be held accountable for promoting a
healthy workplace culture and diversity and inclusion. That is why it is crucial for a company to
bring in talent that aligns with their workplace culture and values. As the interviewer, it is
important to ask diversity questions that will reflect the organization's (Nestlé Pakistan)
commitment to inclusiveness. The right interview questions about diversity and inclusion will
give an insight to the company values just as much as their answers will give insight into their
character.
 What personal values are most important to Nestlé?
Diverse work community is beneficial for many reasons including increased profits, new and
various viewpoints, less employee turnover and a wider range of ideas brought to the table. It is
important to make sure your team, not just those in management rules help to cultivate a
supportive atmosphere.
 What do diversity, equity, and inclusion mean to Nestlé? How does Nestlé believe
they relate to the workplace?
With this question, it can be discovered what approach Nestlé acquires for establishing and
retaining these values. It is important to find out what diversity, equity, and inclusion mean to
them and what they look like in their community.
 What does Nestlé consider as the most challenging aspect of working in a diverse
environment?
The answer to this question will let us know if the organization is aware of the challenges of
diversity in the workplace. A question asking about a challenge would also encourage the
representative to suggest a possible solution or a technique to deal with it.
 How would you handle a situation where a colleague is being culturally insensitive,
homophobic, racist, or sexist towards another co-worker?

This question can help us understand how active the organization would be in creating an
inclusive work environment. In other words, how likely is the representative to stand up for the
company’s and their own values? Are they aware of actions to take against biased or abusive
behavior?

A specific hypothetic scenario can also be presented to see the representative’s reaction and if
they can provide an appropriate solution.

 How does Nestlé advocate for diversity, equity, and inclusion with colleagues who
don’t understand its importance?

Unfortunately, people who don’t understand the importance of inclusion and diversity in the
workplace might still be present in your organization. This question will help you determine how
the candidate can contribute to raising awareness among co-workers by sharing their knowledge
or previous experiences.
 How does a team leader make Nestlé’s direct reports feel a sense of belonging,
inclusion, and equity on a daily basis?
Inclusion is an important value to look for in all employees, but especially if you are hiring for
leadership or management roles. Employees in higher positions usually set the tone for others
and it’s important to know that your candidate will proactively help build a positive work
environment. 

Ask about their strategies to make their team feel encouraged and provide opportunities for
growth regardless of their background.

 How does Nestlé make sure that all employees feel included in the organization?
Candidates need to be reassured that your organization is actively creating strategies to foster
inclusion and are aware of the challenges involved. Always share your company’s commitment
to diversity, equity, and inclusion by discussing best practices and policies in place.

Let the candidate know how you plan to promote disability inclusion, tolerance of different
opinions, perspectives, or backgrounds of your team and the company overall. This will give
them a better understanding of how you address the challenges that come from having a diverse
workforce.

 How diverse is the executive team at Nestlé?

The diversity of the leadership team in an organization says a lot about the advancement towards
hiring diverse candidates. This will likely indicate a company culture that is more inclusive and
welcoming of underrepresented groups.

Information about your executive team and their career paths to their current position can also be
shared which will also help us kick-start a discussion about how your company promotes career
development embracing diversity, equity, and inclusion. 

 How are social events prioritized at Nestlé so that all employees feel they can take
part in them?

The representative could have personal situations that may not give them much time or flexibility
to assist company events. Maybe they don’t have a flexible schedule because of their family or
feel uncomfortable if every gathering involves alcohol consumption.

For this reason, we might want to know if the organization takes employee’s restrictions into
consideration when planning social activities. People who are not participating in these key
team-building events can feel left out and this can keep them from advancing in their careers.