Diversity and Inclusion Questions in Exit Interviews: Uncovering Valuable Insights

Your last chance to gather DEIB Insights.

13 November 2024 by Mark Holt

With the cost of living and inflation highs in the UK, it is more important than ever that companies understand what motivates their employees so that they can retain talent and avoid the costly process of recruitment and onboarding.

As HR professionals, we understand the significance of exit interviews in gaining valuable insights into an employee's decision to leave an organisation. While traditional exit interview questions focus on job satisfaction, management, and work-life balance, it is equally essential to explore diversity, equity, inclusion, bias, and belonging (DEIB) concerns that may have contributed to their departure.

The insights gained from these conversations can be transformational for organisations truly committed to creating inclusive workplaces that attract and retain diverse talent.

In this article, we will explore the importance of asking DEIB-related questions in exit interviews, offer guidance on navigating these conversations effectively, and provide a comprehensive list of questions employers should include to uncover actionable insights.

The Power of Exit Interviews: A Final Conversation

Exit interviews serve as a critical touchpoint for HR professionals and departing employees. These conversations provide a unique opportunity to gain candid insights into an individual's experience within the organisation. By creating a safe and non-judgmental space, interviewers can uncover factors influencing employee satisfaction, engagement, and ultimately, their decision to leave.

Recent studies, such as the CIPD's "Employee Turnover and Retention Report" (2022), emphasise the financial and operational costs associated with high employee turnover. Replacing a member of staff can be a costly affair, often amounting to tens of thousands of pounds when considering recruitment, training, and lost productivity. Therefore, utilising exit interviews effectively becomes not just a strategic HR practice but a business imperative.

Diversity, Inclusion, Bias, and Belonging: The Missing Pieces

Incorporating DEIB questions into exit interviews is essential for several reasons. Firstly, it demonstrates the organisation's commitment to understanding and addressing systemic issues that may contribute to employee dissatisfaction and turnover. Secondly, it provides a platform for employees to share their experiences and perceptions regarding diversity initiatives, inclusive practices, and potential biases within the workplace.

Notwithstanding the concerns about sensitive conversations below, the leaving employee may feel that they have "nothing to lose" and can be completely candid (if sometimes overly negative) about their lived experience, providing a deep well of valuable insights

Here are some insightful DEIB questions that employers should consider asking during exit interviews (n.b. we certainly don't advocate asking all these questions, but this is hopefully a set from which you can choose the ones that make sense for your organisation:

Overall perception of the company's DEIB initiatives:
- How well do you think our organisation lives up to its Diversity and Inclusion values?
- Did you feel that our company genuinely prioritised Diversity, Equity, Inclusion, and Belonging during your tenure here? Why or why not?
Diversity representation and hiring practices:
- Do you believe diverse candidates are fairly represented in the recruitment process for your department/team?
- Have you witnessed any biases (conscious or unconscious) during the recruitment process that might deter diverse talent from joining our organisation?
Inclusion and sense of belonging:
- Did you feel a sense of inclusion and belonging within your team? Within the company as a whole? Why or why not?
- Were there instances where you felt excluded or marginalised based on your identity? If so, please describe those experiences.
Microaggressions and everyday bias:
- During your time with us, did you experience or witness microaggressions or everyday biases directed at yourself or others?
- Did you feel comfortable reporting these instances? Why or why?
- How effectively do you think our organisation addresses and mitigates biases in the workplace?
Senior leadership and role models:
- Do you think our senior leaders reflect the diversity of our workforce and/or our customer base?
- Have you had role models within the organisation who inspired you, particularly those from underrepresented backgrounds?
Career development and progression:
- Did you feel that your career aspirations were supported here, especially regarding opportunities for diverse talent to progress?
- Were there specific barriers or challenges you faced in terms of advancement due to your identity or background?
Employee networks and resource groups:
- Were you aware of our employee network/resource groups focused on DEIB topics?
- Did these groups make a positive impact during your time with us, and how could they be improved going forward?
Training and education:
- Have you participated in any Diversity and Inclusion training programmes during your employment here? If so, what was your perception of their effectiveness?
- Are there specific topics or areas within DEIB that you believe require further training for all employees/managers?
Allies and advocacy:
- Did you feel supported by allies within the organisation who advocated for DEIB initiatives?
- Have suggestions or feedback on creating a more robust allyship culture been encouraged during your tenure here?
Feedback and improvement:
- In your opinion, what are the top three things our organisation could do to improve its approach to Diversity, Equity, Inclusion, and Belonging?
- If you could change one thing about our company culture regarding DEIB, what would it be, and why?

Navigating Sensitive Conversations

It is understandable that interviewers might feel hesitant to explore such sensitive topics since DEIB discussions require a high level of sensitivity, cultural awareness, and emotional intelligence. Interviewers may fear causing further discomfort or unintentionally perpetuating biases during these conversations.

To address this challenge, HR professionals should receive comprehensive training on conducting inclusive exit interviews. This includes learning active listening skills, creating a safe and supportive environment, and understanding the nuances of DEIB-related terminology and concepts. By equipping interviewers with the necessary tools and knowledge, organisations can ensure that these conversations are productive and empowering for both parties.

Prevention is Key: Retaining Talent and Reducing Costs

By incorporating DEIB questions into exit interviews and utilising platforms like Divrsity, employers can identify underlying issues that contribute to employee dissatisfaction and high turnover rates. Addressing these concerns proactively can lead to significant cost savings associated with recruitment and replacement.

More importantly, creating an inclusive workplace where employees feel valued, respected, and supported is a powerful retainer in itself. When individuals perceive their organisation as committed to DEIB, they are more likely to stay, fostering a stable and productive workforce.

Conclusion

Diversity, inclusion, bias, and belonging are not just buzzwords but fundamental aspects of a thriving workplace culture. Exit interviews, when enriched with thoughtful DEIB questions, become powerful catalysts for positive change. By combining human insight with data-driven analysis provided by Divrsity, HR professionals can identify actionable steps to create more inclusive environments.

In the UK's competitive job market, understanding and addressing DEIB concerns is no longer optional but essential for business success. Embracing these practices enables organisations to not only retain talent but also attract new employees who value diversity and inclusion as core components of their professional journey.

Remember, every exit interview is an opportunity to learn, grow, and build a workplace where every voice is heard, and every individual feels they belong.

To learn more about how Divrsity is revolutionising Diversity and Inclusion surveys and driving meaningful change across UK workplaces, visit our website and explore the power of data-driven DEI initiatives today!

Sign-up to uncover DEIB Insights before the final conversation...