How do you recognize an inclusive employer?
Diversity and inclusion are increasingly found in job postings, mission statements, and social media posts. But how do you, as a job seeker, know if an organization is truly committed to an inclusive work culture—and not just making a fuss?
The short answer: it's not always clear. Recognizing inclusion can be difficult, as it remains a gray area. However, there are signs you can look for—in the job posting, on the website, and during the application process.
Below are tips that can help you evaluate an employer.
1. Pay attention to concrete language in the job posting
Many companies write that they are "open to everyone" or "value diversity." That sounds good, but it doesn't tell you much. Therefore, check for:
• Specific references (such as: "We encourage people with a migration background, a disability, or a neurodiverse profile to apply.")
• Reference to an inclusion policy or DE&I objectives
• Explanation of adjustments to the application procedure (for example, additional preparation time, a quiet setting, or alternative forms of introduction)
Vague language? Then that's a sign that the DE&I policy hasn't (yet) been implemented in practice.
2. Critically examine the website and social media
An employer who is committed to inclusion usually demonstrates this visually and substantively. Pay attention to:
• How diverse is the team shown on the website?
• Do they discuss concrete actions or just ideals?
• Are employees themselves allowed to speak about the company culture?
This will give you a better picture than just the job description.
3. Ask around in your network (or read reviews)
Do you know anyone who works there (or has worked there)? Ask about their experiences. Platforms like Glassdoor or LinkedIn can also help you get a sense of the work culture, provided you look at them with a critical eye.
4. Ask questions during the interview
This is perhaps the most important time to ask follow-up questions. For example, ask:
• “How do you ensure an inclusive work culture?”
• “What concrete steps do you take to promote diversity?”
• “Are there any adjustments you can make if someone needs specific support in the workplace?”
Pay attention to the responses. Are they answered openly and honestly? Or do you notice reluctance or vagueness?
Let's be honest: you can never be 100% certain.
There's no checklist that can completely guarantee whether an organization is truly inclusive. Even at companies that are openly committed to diversity, situations or departments can differ. Still, it helps to be alert to signals and to initiate the conversation yourself.
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