What We Mean by Diversity, Equity, and Inclusion
Diversity, equity, and inclusion represent three closely connected principles that shape how people collaborate, communicate, and thrive at work.
Diversity refers to the individual differences people bring to an organisation. These differences can relate to race, ethnicity, gender, age, sexual orientation, physical abilities, socioeconomic background, cultural background, education, professional experience, thinking styles, and more. A diverse workforce brings a wide range of perspectives and ways of solving problems.
Equity focuses on creating fair systems and removing barriers so that everyone has access to the same opportunities and resources. It involves recognising that people may not start from the same place and ensuring structures account for that.
Inclusion is about the culture an organisation creates. An inclusive environment is one where people feel respected, valued, and able to contribute without needing to conform or hide aspects of who they are.
These principles matter because diverse and inclusive teams tend to show stronger collaboration, higher creativity, better decision making, and greater employee satisfaction.
Why DEI Matters in Hiring
Building a workforce that reflects these principles has practical benefits. Organisations with strong DEI foundations often see improvements in innovation, team dynamics, and overall engagement. Assessing DEI-related competencies during hiring helps ensure new team members can contribute to and grow within this kind of environment.
The HiPeople DEI Module
HiPeople’s DEI Module is designed to help organisations understand how candidates think about and apply DEI principles at work. Candidates who perform well on this assessment often demonstrate qualities such as cultural awareness, open-mindedness, strong communication skills, adaptability, and a genuine commitment to inclusive practices.
The module combines three different types of tests, each serving a specific purpose:
Knowledge
Attitudes
Skills
This combination provides a more complete view of how a candidate understands and engages with DEI concepts.
Why We Assess Knowledge, Attitudes, and Skills
DEI is not a single trait. It involves what people know, what they believe, and how they behave. Assessing all three areas helps organisations identify candidates who:
Understand the foundations of DEI
Recognise the impact of their attitudes
Can apply inclusive practices in real-world situations
This approach supports teams in building environments that are welcoming, equitable, and able to support a broad range of employees.
What Each Test Measures
DEI Knowledge Test
This test evaluates how well a candidate understands key DEI concepts and workplace expectations. Topics may include terminology, legal frameworks, historical and cultural context, intersectionality, global perspectives, inclusive practices, and metrics for measuring progress.
DEI Attitudes Test
This test explores how candidates think about diversity and inclusion. Items typically ask candidates to express the extent to which they agree or disagree with statements or scenarios that relate to fairness, respect, and openness toward others.
DEI Skills Test
This test focuses on practical behaviour. Candidates self-assess how often they demonstrate inclusive actions in everyday work situations, such as adapting communication styles, working across differences, or supporting team members with varied backgrounds and needs.
By combining these three components, the DEI Module provides a balanced understanding of both mindset and behaviour.
Example item:
Accessibility in HiPeople Assessments
Accessibility is an essential part of inclusion. HiPeople assessments are designed to be usable by individuals with different needs. Where appropriate, candidates can pause and resume assessments to manage pacing. Visual content can be enlarged to support those with low vision. Our goal is to ensure that every candidate can participate fully and fairly.
The Science Behind Diversity in the Workplace and Hiring Process
Allison, M. T. (1999). Organizational Barriers to Diversity in the Workplace. Journal of Leisure Research, 31(1). 78-101. https://doi.org/10.1080/00222216.1999.11949852
Cletus, H. E., Mahmood, N. A., Umar, A., & Ibrahim, A. D. (2018). Prospects and Challenges of Workplace Diversity in Modern Day Organizations: A Critical Review. Journal of Business and Public Administration, 9(2). 35-52. https://doi.org/10.2478/hjbpa-2018-0011
Durrani, A. S. & Rajagopal, L. (2016). Restaurant human resource managers’ attitudes towards workplace diversity, perceptions and definition of ethical hiring. International Journal of Hospitality Management, 53. 145-151. https://doi.org/10.1016/j.ijhm.2015.10.009
Lindsay, S., Cagliostro, E., Albarico, M. et al. (2018). A Systematic Review of the Benefits of Hiring People with Disabilities. Journal of Occupational Rehabilitation, 28**.** 634–655. https://doi.org/10.1007/s10926-018-9756-z
Morgan, John, and Felix Várdy. (2009). Diversity in the Workplace. American Economic Review, 99(1). 472-485**. https://doi.org/**10.1257/aer.99.1.472
Peppas, S.C. (2006), "Diversity in the workplace: Hispanic perceptions of the hiring decision,” Employee Relations, 28(2). 119-129. https://doi.org/10.1108/01425450610639356
Scarborough, W. J., Lambouths, D. L., & Holbrook, A. L. (2019). Support of workplace diversity policies: The role of race, gender, and beliefs about inequality. Social Science Research, 79. 194-210. https://doi.org/10.1016/j.ssresearch.2019.01.002