Posted by Paula Baciu, Assessment Content Manager

A diverse team is a winning team.  Building a truly diverse and inclusive workforce brings real business benefits.

Improved company culture, leadership and greater innovation can all stem from greater diversity.[1] 

Yet, despite the clear business benefits, employers are struggling to make their diversity and inclusion (D&I) vision a reality.  Women occupy just 21% of C-suite positions in the United States.[2]  Less than 1% of Fortune 500 companies have a black chief executive.[3]

Minority groups still face active discrimination at work.  And when an existing workforce or management team fails to reflect the diversity it aspires to, it makes it harder for diverse groups to really believe there’s a place for them.

There are six ways that assessments can help employers build a more diverse workforce:

  1. Objective decision making – testing the skills of candidates before deciding to hire them helps employers ensure they are choosing the best person, irrespective of their background. 
  2. Ensure team members know what is expected of them – the “Questionmark Anti-discrimination test for People Managers” measures awareness of relevant equalities laws in the US and the UK.  Where gaps exist, employers can and should introduce training.
  3. Measure attitudes and spot warning signs – often the insensitive or clumsy comments team members make are not intentional.  Assessing people’s attitudes can indicate where potential problems could occur across teams and business functions. 
  4. Check that diversity training is working – D&I training is becoming more common.  Testing participants after training reveals whether it is imparting the right knowledge.
  5. Demonstrate a commitment to diversity – assessing team members on their knowledge of expected behavior and their awareness of diversity and inclusion, will create a trail of “audited learning”.  Employers can use the results to demonstrate that workers have been professionally trained. This can inspire confidence in future employees and other stakeholders. 
  6. Anonymous survey of concerns – employers can’t fix a problem they don’t know about.  A survey of concerns allows team members to confidentially report any barriers or discrimination they encounter.

Book a free consultation and demo of our platform to find out more about how assessments can build more diverse and inclusive teams.

Paula Baciu, Assessment Content Manager, is part of the Content Team at Questionmark and is committed to developing and licensing ready-made test content that increases organizational performance. She has been working closely with the content team and HR experts to create the Anti-Discrimination for People Managers assessment.


[1] https://www.weforum.org/agenda/2019/04/business-case-for-diversity-in-the-workplace/

[2] https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2020.pdf

[3] https://finance.yahoo.com/news/only-4-black-fortune-500-200024302.html