The time to find out that a potential workplace is toxic is before you accept the job, not after, so be deliberate about asking questions to expose potential problems early on. Here are five specific questions to keep in mind as you're interviewing.
, S. Anne Marie Archer is a recovering attorney and human resources executive who teaches employees how to voluntarily exit discriminatory hostile work environments on their own terms. She particularly warns against candidate companies who refer to themselves as a family. “A company that refers to itself as family is a company that has no boundaries.
Leaders and leadership style can truly make or break corporate culture. Arguably, organizations adopt the type of culture that its leaders reinforce daily through their tone, style, decisions and expectations. The interviewer’s description if accurate should offer clues as to the organization’s leadership philosophy. A great follow up for many of these lines of inquiry is asking for an example.
These days virtually every organization will be ready with diversity, equity and inclusion talking points, but that certainly doesn’t mean they have any real commitment to creating a diverse, equitable and inclusive work environment. Instead of prompting the interviewer to rattle off the standard high-level messaging, this question asks how DEI is actively showing up in the workplace. That’s a better barometer for assessing an organization’s level of DEI commitment.
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