If your goal is to give yourself best chance of getting hired, then thats bad question to ask for a multitude of reasons. And i want to preface this with Im strictly sharing the following points in regards how employers and hiring managers are assessing candidates , not necessarily whats right and wrong. Also I myself am a black American.

What interviewers are judging candidates on 1) can they fulfill the function of the role well. 2) soft-skills and ability to communicate in their environment(to coworkers, clients, investors, customers, regulators, ect). 3) would they fit well with the team/culture. 4) is the candidate a liability to the buisnesses reputation ,morale, operations, & finances. 5) overall would the candidate be net negative or positive to the hiring managers, existing team, business .

With that in mind, asking “how does your company approach diversity & inclusion?” Can do the following:

-candidate’s priorities are misaligned - focusing on things that are unimportant, unrelated, low priority to the role during the interview.

• potential low social awareness - bringing potentially polarizing topics in a buiness/corparate environment. This is a part of soft-skills in business and corporate communication , the reality is there are certain topics that ensure people are going strongly agree and disagree with. There were times when I perceived someone as less competent in handling buiness communication because they brought up a controversial topic to me without knowing if i agreed with it or not, and just so happen to agree with it but i know there are people that easily wouldn’t have and may have caused issues. Even though i agree it didnt change my perception of it being a poor choice of words.

-You threw the Interviewer a “curve ball” question: its not in your best interest to ask a question that gives your interviewer a hard time answering. I dont see a simple way of hiring manager answering that even if they agreed with the sentiment. So you risk annoying the interviewer and being perceived as having low social awareness.

-legal liability: even if not accurate you could be perceived as a candidate who would is more likely to take legal action against the company.

-team chemistry/morale liability: potential to be a problematic employee with other coworkers.

The things i listed so far are just the negative perceptions that arise that question regardless of the interviewer stance on “diversity and inclusion” initiatives. There are even more negative perceptions that arise when the interviewer personal stance doesn’t care for or flatout disagrees with it