Inclusive hiring - what not to ask in an interview!

Many people centric orgnaizations are now actively ensuring an inclusive hiring process and are asking the right qustions in thier interview process showcasing their commitment to diversity and inclusion.

Here are a few questions to AVOID on the joureny of your inclusive hiring process:

1. Questions about salary history

• How much did you make at your last job?

• Can you send us the latest pay stubs?

  Such questions allow room for wage discrimination and unfair pay.

2. Questions that violate pay equity or transparency laws

• Are you willing to accept a lower salary?

  Pay should be based on qualifications, experience, and job responsibilities—not gender, race, or other protected characteristics.

• What’s the lowest salary you’d be willing to accept?

  This can be an attempt to undercut the candidate rather than offering fair market compensation.

3. Personal, hurtful or irrelevant questions

• Do you have any debts or financial obligations?

  A candidate’s financial situation should not factor into salary negotiations.

• Does your spouse/partner contribute to your household income?

• Do you have disabled children or aging parents?

• Are you thinking of getting pregnant in the near future?

• How old are you?

  Such questions are irrelevant to the job and lead to discriminatory pay practices.

4. Questions that are not consistent with the pay policies

• We usually pay below minimum wage, is that okay with you?

• You will be paid below the pay range for the first 6 months of this employment, will this work for you?

• Your 1st performance appraisal will be after 2 years (typical appraisal is every 1 year) and then you may or maynot have a salary increase. Hope that is ok?

  If an employer tries to offer such inconsistent or unfair conditions, that’s a red flag.

What’s an appropriate way to discuss Pay?

Instead of asking inappropriate questions, interviewers should:

✔ Ask for salary expectations: "What salary range are you targeting for this role?"

✔ Provide a pay range upfront, if already not in the job posting as per pay transparency act of Canada and ask if the pay range aligns with the candidate's expectations.

✔ Discuss compensation structure openly, including bonuses, benefits, and perks.

Need more guidance on pay-related hiring paractices? Contact me!