Respecting Diversity and Inclusion
Assesses the ability to recognise and value differences, adopt inclusive behaviours, and contribute to a fair working environment for all.
A diversity and inclusion test measures how someone actually behaves in a group made up of different profiles. Gender, age, background, culture, disability, religion, temperament: these differences run through every team and shape who speaks up, who gets the visible projects and who is invited into informal conversations. Inclusion is played out in these everyday gestures far more than in statements of intent, and everyone takes part in it, whatever their role.
The test draws on real workplace situations: an inappropriate remark in a meeting, a selection process that keeps favouring the same profiles, a request for an adjustment, a cultural misunderstanding. It lets candidates question their spontaneous reactions and helps recruiters judge someone's ability to contribute to a fair working environment, a key criterion for HR and management roles.
What this test measures
- Response to a joke, remark or stereotype aimed at a colleague or a group
- Attention to how speaking time is shared and how ideas are taken up in meetings
- Awareness of biases that can steer hiring, performance reviews or promotions
- How one receives a request for an adjustment linked to disability, religion or family life
- Ability to defuse misunderstandings between cultures, generations or working styles
Examples of situations in the test
- 1A team meeting where a comment passed off as humour makes some participants uncomfortable.
- 2A recruitment drive whose interviews always seem to favour candidates similar to the existing team.
- 3A newcomer joining a sales or production team whose cultural codes differ from those of the group.
- 4Planning a team event or a schedule that may leave some colleagues out without anyone intending it.
About this test
This test uses situational judgement tests (SJT), true/false questions and prioritisation exercises to assess your real behaviours. Each answer is weighted: there is no obvious "wrong" answer.
How to read your result
High result
A high result points to someone who notices patterns of exclusion, including subtle ones, and steps in tactfully so that everyone can contribute fully.
Result to develop
A score to develop points to situations where one hesitates to step in or where some differences go unnoticed. The report highlights these moments and suggests concrete actions to build into the team's daily routine.
Roles where this skill is decisive
- Recruiter
- HR manager
- Team manager
- International project manager
- Trainer
- CSR manager
Who is it for?
Candidates & Professionals
Assess your behavioural skills through realistic scenario-based questions. Get a detailed AI report on your strengths and development areas.
Recruiters & HR
Integrate this test into your selection process to objectively assess your candidates' soft skills.
Frequently asked questions
Does this test judge my personal opinions?
No. It does not ask about your political, religious or social beliefs. It observes professional behaviour in specific situations: how you react, who you give the floor to, how you handle a request or a disagreement. The report comments on these choices of conduct, never on what you think in private.
Why assess inclusion in a candidate who will not manage people?
Because much of inclusion happens between peers: in meetings, chat groups, lunches, welcoming a newcomer or reacting to a remark. An employee with no line responsibility still shapes the team climate every day. The test sheds light on that contribution, which matters for any role that involves working with others.
How long is the test and which languages is it available in?
Allow 35 minutes for 20 questions drawn at random from a larger bank, so the content changes from one sitting to the next. The test is available in French, English and Arabic. You need to sign in to an account to take it, either on your own or when invited by a company.
How can a company make use of the results?
In a hiring campaign, the report makes it possible to compare candidates on identical situations and to prepare targeted interview questions. Taken together, results can also reveal training needs. They inform a decision without replacing it: talking with the person remains essential.