I agree that this sort of “cultural fit” is very important (and it’s unfortunate that “cultural fit” in a lot of companies means “you’re just like the rest of us”) so I would like to pose a question: why do you conduct this interview at the _end_ of the process, having already spent so much time and effort — both yours and the candidates’ — when you could, presumably, conduct this interview first and eliminate a whole class of candidates who don’t contribute to the culture of diversity?

After all, if a candidate is truly a great fit for the company’s culture, they can be trained up on a lot of specific technical details — it’s much harder to take a great technical candidate and train them to “fit” a diverse culture, if it’s not already in their nature.