Interviews aren’t just about proving you can do the job. They’re also your chance to figure out whether a workplace is somewhere you’ll be respected, supported, and able to thrive.
For LGBTQ+ jobseekers, that matters even more — because a company can look inclusive online, but feel completely different in day-to-day reality. The good news is: you don’t need to “out” yourself or ask anything uncomfortable to get useful answers.
Below are 10 interview questions you can ask to check whether a workplace is genuinely inclusive, along with what a good answer usually sounds like — and what to watch out for.
1) “How would you describe the culture here day to day?”
This is a simple opening question, but it tells you a lot. You’re listening for whether the interviewer describes a culture built on respect and teamwork, or whether it’s all about pressure, personalities, and “thick skin”.
Good signs: they talk about support, collaboration, and clear expectations.
Red flags: they say “we’re like a family” but can’t explain what that means, or they mention “banter” and “you need to fit in”.
2) “What does inclusion look like here in practice?”
This question is direct, but still professional. It encourages them to move past slogans and give real examples of what they actually do.
Good signs: they mention specific actions, training, policies, or staff networks.
Red flags: they stay vague or say “we treat everyone the same” without any detail.
3) “How are managers supported to handle issues like bullying or harassment?”
You’re not saying you expect trouble — you’re checking whether the company is prepared if something happens.
Good signs: they mention clear processes, reporting routes, and manager training.
Red flags: they act surprised by the question or say “we don’t really have issues like that here”.
4) “How do you make sure people feel comfortable speaking up?”
Inclusion isn’t just about policies — it’s about whether people feel safe raising concerns or giving feedback.
Good signs: they talk about regular check-ins, open-door policies, anonymous reporting, or psychological safety.
Red flags: they focus only on performance and targets, or suggest people should “just get on with it”.
5) “What does your onboarding process look like for new starters?”
This question helps you spot whether they take belonging seriously from day one.
Good signs: structured onboarding, buddy systems, clear expectations, and early support.
Red flags: “we just throw you in and you learn as you go” (which often means lack of support).
6) “Do you have staff networks or support groups within the organisation?”
You don’t have to specify LGBTQ+ at this stage — you can ask generally and see what they mention.
Good signs: they confidently explain what networks exist and how active they are.
Red flags: they don’t know, dismiss it, or describe something that sounds purely performative.
7) “How do you support flexible working and different working needs?”
This can cover a lot — mental health, caring responsibilities, disability, and personal circumstances — without you disclosing anything.
Good signs: they describe flexibility as normal and workable.
Red flags: they act like flexibility is a favour, or they’re unclear and hesitant.
8) “How do you make sure recruitment and progression are fair?”
This is a strong question because it gets to the heart of whether people actually have equal opportunity.
Good signs: they mention structured interviews, clear criteria, diverse panels, or transparent progression routes.
Red flags: they rely heavily on “who stands out” or “who fits best”, without explaining how they reduce bias.
9) “How do you handle situations where someone uses inappropriate language or ‘banter’?”
This is a polite way to test whether the workplace has boundaries — without accusing anyone.
Good signs: they’re clear that disrespect isn’t tolerated and managers act quickly.
Red flags: they laugh it off, minimise it, or suggest people should “not take things too seriously”.
10) “What are you most proud of improving as a workplace in the last year?”
This question is brilliant because it reveals whether they reflect and grow — or whether they think they’re already perfect.
Good signs: they can name real improvements and what they learned.
Red flags: they claim everything is already great, or they can’t think of anything at all.
One simple follow-up that gives you the truth
If an answer feels vague, you can calmly ask:
“That sounds good — could you give me an example?”
Inclusive workplaces can usually give examples quickly. Performative ones often can’t.
What if you don’t want to “out” yourself?
You don’t have to. These questions work for anyone, and they don’t require you to disclose anything personal. You’re simply checking whether the company is well-run, respectful, and safe.
And remember: asking about inclusion doesn’t make you “difficult”. It makes you careful — and that’s a strength.
Final thought
A job offer can be exciting, but the right workplace is about more than getting in. It’s about being able to stay, grow, and feel respected while you do it.
A genuinely inclusive employer won’t be uncomfortable with these questions — they’ll welcome them. Because if they’re doing things properly, they’ll be proud to tell you.