SITUATIONEEL BEOORDELINGSVERMOGEN

Diversity and inclusion at work test

See how candidates approach everyday inclusion decisions at work.

10 minuten
10 vragen
Intermediate
Judgment scenarios
Questions in Engels
Phone and desktop

Use this test free See the question formats

Het korte antwoord

The Diversity and Inclusion at Work test uses short written workplace scenarios to assess judgment in communicating so everyone is heard, deciding fairly, responding to exclusion, and meeting different needs. Candidates choose the response they think works best. It is for team members and people who lead, hire, schedule, or serve others.

Wat het meet

Judgment in everyday inclusion at work: communicating so everyone is heard, deciding fairly, responding to exclusion and meeting different needs.

Inclusive Communication

Covers communicating with colleagues, customers, and candidates so everyone has a chance to be heard.

Fair Decisions

Covers making fair choices in everyday workplace situations.

Addressing Exclusion and Bias

Covers responding when someone is excluded or bias affects a workplace interaction.

Meeting Different Needs

Covers responding to different needs in team and service situations.

Question formats

Judgment scenarios

The candidate: Reads a realistic workplace situation and chooses how to respond.

You see: How the candidate weighs customers, colleagues, rules and deadlines when there is no perfect option.

10 questions in 10 minutes, served one at a time.

Roles this test fits

Anyone who works in a team, and especially people who lead, hire, schedule or serve others: team leads and supervisors, managers, recruiters and HR staff, customer-facing staff, and team members in offices, sites, shops and remote teams.

What this test can add to your hiring review

Everyday inclusion moments
Scenarios cover moments such as who gets heard in a discussion, how a decision is made fairly and how to respond when someone is left out, with colleagues, customers and candidates.
See how choices use the stated facts
Each scenario gives the relevant workplace facts and rules, so you can review how a candidate applies them to an inclusion decision.
Scored on responses, not on who the candidate is
The score comes only from the responses a candidate chooses. Candidates are never asked about their own beliefs, and the variety of names, genders, ages, backgrounds and abilities belongs to the people in the scenarios.

What you get for each candidate

Example report (fictional data)Diversity and Inclusion at Work

67%Percentile 37. Benchmark: HireValid candidates, n = 1.087

Inclusive Communication55%

Fair Decisions56%

Addressing Exclusion and Bias65%

Meeting Different Needs90%

Integrity ScoreHoge betrouwbaarheid

Stayed on the test tab throughout
No pasted answers
Answered at a steady pace

Scores, profiles and integrity signals are evidence for you to review alongside an interview, never an automatic decision.

Use this test free

Test integrity details

Each candidate receives a different set of questions from large pools. Questions appear in a different order for each attempt, and answer options are shuffled. The browser receives one question at a time; answer keys stay on HireValid’s servers. Timing runs on the server, and reloading returns the same question with only the time left. Candidates cannot go back to earlier questions. HireValid records signals such as time away from the test tab, pastes into answers, and answers faster than a question can be read. An Integrity Score and evidence timeline are provided for employer review; neither makes a decision on its own. With candidate consent, an employer can add webcam photos at random moments.

Hoe we fraude met AI tegengaan · Integrity signals

Use the score as one piece of evidence

Review the score alongside a job-relevant work sample and a structured interview, and do not use the score alone to make a hiring decision. For related HR assessments, see Talent Acquisition, HR Management, and HR Fundamentals.

Vragen voor gestructureerde sollicitatiegesprekken

Tell me about a time you helped make sure people in a team discussion were heard. What did you do?
Listen for specific actions, how the candidate noticed who had a chance to contribute, and what happened next.
How would you respond if a colleague were left out of a work conversation that affected their tasks?
Listen for a practical response that addresses the situation and considers the people involved.
Describe how you would make a fair decision when two people have different needs at work.
Listen for attention to relevant facts and rules, and a clear explanation of the decision.
What would you do if a customer or candidate needed a different approach to take part in an interaction?
Listen for how the candidate would clarify the need and adapt the interaction.

Understand scoring and benchmarks

Fairness and accommodations

Every scenario states the facts and any workplace rule it turns on, so no country's law, company policy or cultural custom is needed. Scenarios describe behavior rather than the traits of any group, people are not drawn from stereotypes, and names, genders, ages, backgrounds and abilities vary across the bank. Responses are alike in length and tone, so the best one cannot be spotted by its wording, and candidates are never asked about their own beliefs.

You can give any candidate extra time as an accommodation. Results are evidence for a person to review, never an automatic decision.

Provisional: reliability is reported once 200 candidates have completed it.

Lees hoe we met eerlijkheid omgaan

Test details

Short written workplace scenarios about working with colleagues, customers and candidates from many backgrounds. Each scenario has four possible responses, and the candidate picks the one they think works best. Partial credit goes to the second-best response.

Questions are in English.
No aids are needed.
Each question is answered once, in order, with no going back.
4 practice questions, 4 minutes, before the timed test.

Veelgestelde vragen

How does the Diversity and Inclusion at Work test handle fairness?+

Scenarios provide the workplace facts and rules needed to choose a response, without requiring knowledge of a country’s laws or a particular workplace’s policies. They describe behavior rather than group traits, avoid stereotypes, and do not ask candidates about their own beliefs.

What is included in the Diversity and Inclusion at Work test practice set?+

The practice set has 4 questions and takes 4 minutes. The test itself has 10 questions and takes 10 minutes. Practice shows candidates a written scenario and its four responses first.

Can candidates use aids or go back on the Diversity and Inclusion at Work test?+

No aids are needed: every scenario states the facts and any workplace rule it turns on. Each of the 10 questions is answered once, in order, with no going back, and the test works on a phone or a desktop.

Who is the Diversity and Inclusion at Work test designed for?+

It is an intermediate test for anyone who works in a team, especially team leads, supervisors, managers, recruiters, HR staff, and customer-facing staff. It can also suit team members in offices, sites, shops, and remote teams.

Does the Diversity and Inclusion at Work test score candidates on who they are?+

No. The score reflects only which responses a candidate chooses in workplace scenarios. HireValid does not score, rank or filter anyone by gender, age, background, ability or any other personal characteristic. The employer reviews the result alongside other evidence and makes the decision.