Heard, Seen, Valued: How to Respond When Candidates Raise DEI Concerns

When a candidate brings up diversity, equity, and inclusion (DEI) concerns during the hiring process, it’s not something to sidestep. It’s a moment to engage, build trust, and show what kind of organisation you really are. Here’s how to respond with purpose and clarity, and turn that conversation into a genuine step forward.

Start With Listening, Not Defending

The most important first move is to simply listen. Give the candidate space to speak freely and without judgment. Don’t rush to defend your organisation or explain things away. Acknowledge what they’re saying and thank them for being honest. That act alone shows you’re open, thoughtful, and willing to do the work.

When you listen carefully, you show the candidate that their voice matters. It also helps you fully understand where they’re coming from, which is essential for addressing concerns in a meaningful way.

Be Straight About Where You Stand

After listening, assess your company’s DEI efforts with real honesty. Avoid painting an overly rosy picture. Most candidates can tell when a company is trying to sound perfect. Instead, share where you’ve made progress and be clear about where you're still working to improve.

This honesty builds credibility. Look at your hiring data, review internal DEI policies, and speak with team leaders, ERG members, or HR if needed. Use candidate feedback as a reality check - it often highlights blind spots. Take it seriously and use it to push your organisation forward.

Make Learning Part of the Culture

If DEI is truly a priority, your organisation should be in a constant state of learning. This isn’t just about having a few policies or programs in place. It’s about educating your team on why inclusion matters, discussing real experiences, and reflecting on what still needs to change.

Many leaders collect stories, reports, or candidate feedback that challenge the status quo and use them to spark discussion internally. That’s what it looks like when a company lives its values, instead of just listing them on the website.

Build Solutions That Reflect Real Concerns

Once you understand the concerns, start developing responses that actually address them. This might mean launching a mentorship program, redesigning parts of your interview process, or creating space for more open conversations earlier in the hiring cycle.

If the same issue comes up more than once, take it as a pattern - not a coincidence. Track it, bring it up in team reviews, and use it to shape your hiring strategy. The goal isn’t to be perfect, but to be thoughtful and responsive.

Show the Work in Progress

It’s not enough to make changes behind the scenes. You have to communicate them. Let candidates see that feedback has led to action. Update your hiring materials. Highlight inclusive benefits. Get hiring managers to talk about recent improvements in interviews.

This is how candidates see that DEI isn’t just an internal talking point - it’s something the company is actively working on. When you show growth, you show that you're serious.

Keep Checking In

Implementing change is one thing. Making sure it sticks is another. Set goals, measure outcomes, and revisit them regularly. Be transparent about what’s working and where you’re still figuring things out. Candidates want to know their input has led to something real, and ongoing effort proves that your DEI commitment isn’t just surface-level.

Final Thoughts...

When candidates speak up about diversity and inclusion, it’s a chance to build a better workplace. Listen carefully, respond honestly, and follow through with action. Use what you learn to grow as a team and as an organisation. That’s what turns a difficult conversation into meaningful progress.