Diversity, Equity, Inclusion & Belonging (DEI) Topics
Organizational practices and strategies for measuring, implementing, and sustaining diversity, equity, and inclusion initiatives. Covers DEI measurement frameworks, accountability mechanisms, pay equity analysis, representation metrics, inclusive hiring, belonging programs, and connecting DEI initiatives to business outcomes. Includes both technical measurement aspects and organizational culture/policy implementation.
Diversity Inclusion and Belonging
Covers design, implementation, and stewardship of diversity, inclusion, equity, and belonging programs that create fair access and a sense of belonging for all employees. Candidates should be prepared to describe concrete actions such as building inclusive hiring processes, removing bias from selection and promotion, creating equitable advancement opportunities, launching and supporting employee resource groups, designing belonging initiatives and accommodation policies, and delivering training and coaching for managers. The description includes measuring impact through diversity metrics, inclusion surveys, retention and promotion rates, and other outcome indicators, as well as iterating programs based on data. At senior levels, articulate understanding of systemic barriers, cross functional partnership with People Operations and leadership, change management strategies to scale initiatives, handling resistance, and long term approaches to embed equity into processes and culture.
Diversity and Inclusion
Demonstrating genuine respect for and commitment to diversity, equity, and inclusion in teamwork and decision making. Includes working effectively with people from different backgrounds, cultures, identities, and perspectives; recognizing and mitigating unconscious bias; creating inclusive environments where all voices are heard; and describing concrete actions taken to support underrepresented colleagues or customers. Candidates should be prepared to explain why diversity and inclusion matter for team performance and customer outcomes, and to discuss participation in inclusion initiatives or approaches to making inclusive decisions.
Compensation Equity and Career Development
Evaluating and designing fair and transparent compensation and career progression frameworks for teams. Topics include conducting pay equity analyses, setting salary bands and leveling guidelines, defining clear promotion criteria and career ladders, advocating for compensation adjustments, communicating compensation decisions, and aligning total rewards with business budgets and performance. Also covers retention strategies linked to compensation and career development such as bonus design, equity allocation and vesting policies, non monetary rewards, development plans, mentorship and mobility opportunities, and how to partner with people operations and finance to implement changes while ensuring legal compliance and consistency across teams and geographies.
Workplace Culture and Inclusion
Foundational knowledge of how organizational processes, programs, and daily behaviors create and sustain an inclusive workplace. Topics include inclusive hiring and onboarding practices, support for employee resource groups, accessibility and accommodations, psychological safety, diversity and belonging principles, recognizing and mitigating bias, allyship, and practical ways individual contributors and managers promote a positive culture. Candidates should be able to explain how policies and operational processes reinforce or undermine desired values, give examples of actions they would take to make colleagues feel welcomed and valued, and discuss measuring and improving culture in an entry level context.