One thing I’d consider adding early in the process is a DISC assessment.
Not because a certain DISC type automatically means someone will be accepting or nonjudgmental, but it can help you understand how someone communicates, reacts under pressure, handles differences, and interacts with people who may not think or behave like they do.
I’d be looking less for a specific letter and more for traits like patience, emotional control, adaptability, empathy, and the ability to stay professional when they’re uncomfortable.
Then I’d pair that with scenario-based questions before the formal interview.
Something like:
“You arrive at a client’s home and see political signs, religious items, lifestyle choices, or living conditions you strongly disagree with. What do you do?”
Or:
“Tell me about a time you had to work closely with someone whose values or personality were very different from yours.”
Their answer matters, but so does how they answer it.
I’d also make this part of the job expectation very explicit: you’re entering someone’s private home, and professionalism means serving the client without commentary, judgment, arguments, or visible attitude.
DISC can help you screen for fit earlier, but I’d still trust the behavioral questions and a paid working interview more than the assessment by itself.
