Strategies for Inclusive Talent Acquisition

Fairness and equal opportunity are essential in the recruitment process. Every candidate deserves a fair chance to show their potential; ensuring this isn’t just the right thing to do—it’s also prudent business practice.

Companies that hire people from diverse backgrounds create teams with unique perspectives and ideas. These different viewpoints help spark innovation and improve decision-making, which can drive a company’s success.

Companies with diverse workforces often report higher employee satisfaction, as employees feel more valued and included, which inspires loyalty and motivation to perform well.

Wondering how you can hire and manage a diverse and inclusive workforce while making sure that your talent and teams are up to the job? Read on! We’ve compiled some nuggets of wisdom for you from extensive research and some thought leaders in the field.

The significance of inclusive talent acquisition

Inclusive hiring practices are important for building a successful, innovative, and dynamic workplace. These practices ensure that companies consider applicants from different backgrounds, skills, and experiences, which leads to numerous benefits.

Here is a breakdown of the key points that highlight why inclusive hiring is important:

Attracts diverse talent: Companies that embrace inclusive hiring practices are more likely to attract a diverse pool of candidates. Bringing in people with different perspectives, experiences, and skills can make the workforce stronger and more adaptable.
Drives innovation and performance: A diverse team encourages creativity and innovation because employees can approach problems from unique angles. Different perspectives lead to better ideas, improved problem-solving, and higher overall performance.
Increases employee satisfaction and retention: Employees feel valued when their workplace embraces diversity and inclusion. A sense of belonging boosts job satisfaction, leading to lower turnover rates and stronger loyalty to the company.
Creates a positive work culture: Inclusive hiring helps build a more welcoming and respectful work environment. A positive culture improves collaboration, communication, and overall morale, which benefits everyone in the company.
Mitigates biases: Inclusive hiring practices minimize unconscious biases that can prevent qualified individuals from being hired. Companies can make fairer decisions by focusing on skills and qualifications rather than stereotypes.
Improves customer relations: A diverse workforce better reflects the company’s customer base. Employees with different backgrounds can understand and connect with a broader range of customers, leading to stronger relationships and better customer service.
Strengthens market reputation: Companies known for inclusive hiring tend to build a stronger reputation in the marketplace. A commitment to diversity and inclusion can enhance a company’s brand, making it more attractive to potential employees and customers.
Brings legal and ethical benefits: Adopting inclusive hiring practices ensures compliance with anti-discrimination laws. Beyond legal requirements, hiring inclusively demonstrates a commitment to fairness and ethics, which strengthens a company’s overall integrity.

In a nutshell, inclusive hiring is not just the right thing to do ethically; it’s a benefit to business because it drives innovation, improves employee morale, and enhances the company’s reputation in the market.

Google is an actual example of inclusive hiring that benefited one of the most valuable companies in the world. They recognized that the composition of its workforce had to more closely match the diversity of the global users they serve. By increasing diversity, Google believed it could foster innovation, improve employee satisfaction, and strengthen its connection with a broader market.

To address these goals, Google focused on several key actions:

In 2021, Google hit record numbers in hiring women, Black, and Latinx employees in the U.S. by reaching out to underrepresented groups with focused recruitment strategies.
To support and retain these employees, Google launched programs such as mentorships and Employee Resource Groups (ERGs) that help with career development.
They also introduced flexible work options and improved accessibility to ensure that they met the diverse needs of their employees.
Additionally, Google invested in the communities where they operated, making sure their offices reflected the diversity of the local markets.

Google reaped significant benefits from its initiative:

By bringing in a variety of perspectives, Google’s diverse teams generated a wealth of new ideas and created better products, driving greater innovation.
Employees felt more valued and supported, which led to improved job satisfaction and lower turnover rates.
A more diverse workforce allowed Google to understand better and serve its global customer base, enhancing its overall market impact. Through these strategies, Google is building a more inclusive workplace that benefits employees and drives business success.

The most common barriers to diversity in recruitment

Despite the growing awareness around the importance of diversity and inclusion in recruitment, many organizations still struggle to achieve their diversity goals. These challenges often stem from various obstacles that hinder inclusive hiring.

Understanding these barriers can help you develop strategies that attract diverse talent and create an inclusive environment where all employees can thrive.

Below, we will explore some of the most common barriers to diversity in recruitment and offer insights into how organizations can overcome them.

Unconscious bias

In hiring, unconscious bias can mean favoring candidates who seem familiar or similar to the hiring manager, even when all applicants have equal qualifications.

For example, studies show that applicants with traditionally “white-sounding” names receive 50% more interview callbacks than those with “ethnic-sounding” names despite identical resumes. Aside from it being flat-out wrong from an ethical perspective, this kind of bias will lead to a less diverse workplace, resulting in a proven negative impact on innovation and performance.

Solution:

One effective way to reduce unconscious bias is to use blind recruitment, where details like the candidate’s name, gender, or age are removed from resumes. This approach makes hiring managers focus on qualifications and experience alone.

You can also provide unconscious bias training to employees so they can recognize and address their biases. McKinsey’s study shows that companies that actively promote diversity and inclusion are 36% more likely to outperform their competitors.

Jordan Birnbaum, Industrial and organizational psychologist and applied behavioral scientist, suggests another solution:

“Daniel Kahneman created thestructured interview for the Israeli Air Force in the 1950’s. Structured interviews can outperform unstructured interviews in predictive power by as much as400%.

What is a structured interview? It begins by having the hiring group agree on what attributes they are looking for in candidates. From there, each interviewer establishes a set of questions they will ask each candidate, with no variation, scoring the answers based on the group’s identified attributes.

When we hire people this way, we are 4 times more likely to hire the right person for the job. So why don’t we do it? Because we are prideful and lazy.”

Lack of concrete diversity programs

Many companies express a commitment to diversity and inclusion but often fail to implement actionable and measurable strategies. Only about 50% of employers have a formal diversity program, making it difficult to achieve real progress in diversifying their workforce. Without concrete programs, companies may struggle to attract, hire, and retain diverse candidates.

The absence of structured initiatives also leads to inconsistent results. For example, while 97% of diverse employees say their company has some form of diversity program, only 25% report actually benefiting from these programs. This gap between policy and practice demonstrates the importance of creating comprehensive, data-driven diversity programs.

Solution:

Companies need to invest in well-defined diversity programs that include measurable goals, accountability, and leadership commitment.

A good starting point is to allocate resources for diversity training, set clear hiring metrics, such as increasing the number of women or people from underrepresented groups in leadership roles, and track the impact of these efforts.

Organizations can also use diversity-focused tools to expand talent pools and ensure that diversity initiatives are not just surface-level but deeply integrated into the company’s diversity and inclusion hiring strategy.

Time constraints and prioritization

In many cases, hiring managers are already overwhelmed with their existing workload, which can make it difficult to dedicate time and effort to crafting a thorough, inclusive hiring process. Research shows that up to 41% of managers report being “too busy” to focus on diversity initiatives during hiring. This can lead to rushed decisions, defaulting to familiar networks, or missing out on diverse talent pools.

When diversity in recruitment isn’t prioritized, it often gets pushed aside in favor of more immediate needs, such as filling positions quickly. This can lead to missed opportunities to engage with a more varied and qualified group of candidates.

Solution:

To overcome this barrier, companies can set SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) for their diversity hiring objectives. This allows the organization to break down the recruitment process into manageable steps while tracking progress over time.

Additionally, automating certain aspects of the hiring process, such as resume screening and interview scheduling, can free up time for more focused diversity efforts.

Prioritizing diversity in recruitment also requires organizational commitment, starting from the top down. Ensuring that leadership supports diversity initiatives with adequate resources—whether it’s more staff or better hiring tools—can make a difference in how well these goals are achieved.

Limited access to diverse talent

Companies often stick to the same traditional recruitment methods, such as internal referrals or familiar job boards, which can result in a lack of representation from underrepresented groups. This approach tends to attract candidates who mirror the current workforce, limiting diversity and missing out on a broader range of talent.

However, the notion that there isn’t enough diverse talent available is often incorrect. For example, in many regions, the number of women and people of color with graduate and post-graduate degrees is higher than ever before. The real problem lies in companies not expanding their reach to engage these candidates.

Solution:

To overcome this barrier, organizations can diversify their recruitment strategies by attending diversity-specific job fairs, partnering with groups that support underrepresented communities, and using platforms that connect employers with diverse talent. Revising job descriptions to be more inclusive and eliminating non-essential requirements can also attract a wider pool of candidates.

The challenge of retention

Retaining diverse talent is one of the biggest challenges companies face, even after successfully diversifying their workforce. A key reason for this is that simply hiring diverse employees isn’t enough; companies need to create an inclusive environment where everyone feels valued and supported.

Research shows that workplaces with poor inclusion practices experience higher turnover, particularly among employees from underrepresented groups.

For example, only 29% of Black women feel that their managers advocate for new opportunities for them, and 1 in 3 Black employees intend to leave their current jobs within two years due to lack of support or representation.

This data highlights that it is equally important to hire diverse talent and make sure that these employees feel they have equal access to career growth and leadership opportunities.

Solution:

To address issues with employee retention, companies should provide an inclusive culture where employees from all backgrounds feel supported and can thrive. Effective steps that companies can take toward this end are to create mentorship programs, provide opportunities for leadership development, and address microaggressions or biases that can push diverse employees away.

Regular feedback, inclusive onboarding practices, and building stronger connections between new hires and their teams are also crucial for improving retention.

Tokenism

Tokenism occurs when an organization or individual makes superficial efforts to include people from underrepresented groups but without genuinely promoting equality or inclusion. Essentially, it’s the practice of hiring or promoting a small number of people from underrepresented backgrounds to give the appearance of diversity without actually addressing systemic issues or creating an inclusive environment.

For example, a company might hire one or two employees from minority groups but fail to support them in ways that help them thrive, or the company might not actively address problems with workplace culture, such as bias or discrimination. These employees might feel isolated or undervalued, as they are often seen as fulfilling a “diversity quota” rather than being recognized for their skills and contributions.

Tokenism can have negative consequences, such as decreased morale, increased turnover among diverse employees, and a lack of true diversity in decision-making processes.

Solution:

To address tokenism, companies must prioritize true inclusion, not just meeting diversity quotas. They should support underrepresented employees with real opportunities for growth and leadership instead of hiring them just to appear diverse.

Organizations should also ensure diversity in decision-making roles and work to eliminate biases that can lead to unfair treatment.

How to recruit diverse candidates: Strategies for inclusive talent acquisition

Here are some practical strategies for effectively recruiting diverse candidates for inclusive talent acquisition:

1. Use structured interview techniques

Structured interviews involve asking every candidate the same set of questions in the same order. The interview process is fair because all candidates are evaluated based on the same criteria rather than different questions or personal biases.

For example, instead of asking random follow-up questions based on a “gut feeling,” interviewers use a standard list of questions to keep the process consistent. The answers are then rated using a scoring system, which helps interviewers focus on objective performance rather than subjective factors like appearance or personality.

Structured interviews are much more reliable and fair than unstructured interviews, where interviewers may unconsciously favor candidates who remind them of themselves or share similar backgrounds. By using structured techniques, companies ensure they select candidates based on their abilities, not unrelated factors, promoting a more inclusive hiring process.

However, unstructured or semi-structured interviews allow more flexibility and can be useful later in the process. They give interviewers a chance to explore a candidate’s unique experiences or skills in more depth after ensuring fairness through the structured phase.

Jordan Birnbaum adds:

“Unstructured interviews allow interviewers to do whatever they want and recommend whomever they want for whatever reason. That’s a lot of power, and no one likes giving up power, even though that power is exactly how we allow personal bias to drive organizational decision-making.

Unstructured interviews require zero preparation time. People generally scan a resume 30 seconds before an interview is slated to begin and make their decisions within 30 seconds of the applicant entering the room. It allows us to remain in auto-pilot mode and make choices that feel good at the moment without any critical analysis, which would require too much mental energy.

Structured interviews require a lot of difficult work upfront. Aligning with the other interviewers and creating enough set questions to cover everything require time and focus, which are in short supply.

As a result, people tend to ignore the data, and unstructured interviews remain the norm, allowing the personal biases of powerful people to drive hiring decisions.

Successfully driving the adoption of structured interviews will likely require a focus on the negative outcomes of poor hiring decisions to create sufficient motivation to try something that is inherently unappealing: give up power and work harder.

But as unappealing as that may be, it is nothing compared to being stuck with a toxic or incompetent colleague. The more that orgs embrace structured interviews, the better their talent will continue to be.”

2. Write inclusive job descriptions

Writing inclusive job descriptions means using language that appeals to a wide range of candidates, regardless of gender, race, or background. This means avoiding language that might unintentionally discourage certain groups from applying.

For example, words like “aggressive” or “rockstar” might make some people, especially women or minority groups, feel like they don’t fit the description. Instead, use neutral language like “motivated” or “team player,” which invites everyone to see themselves in the role.

It’s also important to avoid unnecessary requirements. If a degree isn’t required for the job, don’t list it. Many qualified candidates may have the skills but not the traditional educational background, and including such requirements might exclude them.

Catherine Ferrary Simon, Group Chief People Officer at Vector8, recommends the following tips for writing job descriptions that attract more diverse applicants:

Don’t put difficult to find criteria like the type of school or grades.

Do talk about being an equal opportunity employer and about your inclusive culture on the job description (if it’s true).

Anonymize the names of applicants to avoid discrimination.

3. Build a diverse talent pipeline

Building a diverse talent pipeline means preparing for future hiring needs by consistently engaging with people from different backgrounds. This involves connecting with various candidates through outreach to universities, professional organizations, and job fairs that focus on underrepresented groups.

Companies can also partner with diversity-focused programs, such as minority and women’s associations, to attract candidates who might not be accessible through traditional recruitment methods.

Offering internships or mentorships to diverse groups is another way to develop a pipeline. These programs help companies identify talented individuals early on and support them as they gain the experience needed for future roles. By doing so, businesses can create a pool of qualified candidates from different backgrounds who are ready to step into roles as they open up.

4. Expand talent sourcing channels

Many companies only post jobs on popular websites, which can limit the diversity of applicants. To reach more diverse candidates, employers can use specialized job boards that focus on underrepresented groups, such as platforms for women, people of color, veterans, or individuals with disabilities.

Another way to expand sourcing is attending diversity-focused job fairs or networking events. These allow companies to connect directly with candidates from different backgrounds.

Social media platforms and professional networking sites like LinkedIn can also be useful for targeting a wider audience. By reaching out through these varied channels, businesses can attract a more diverse pool of applicants.

5. Choose the right supportive tools

Technology can help reduce bias and improve diversity by automating and streamlining parts of the recruitment process.

For example:

Applicant Tracking Systems (ATS) with built-in diversity features allows companies to track diversity metrics and ensure they meet their goals.
Blind recruitment software can hide personal details like name, gender, or age, which helps eliminate unconscious bias in the early hiring stages.
AI-powered platforms can evaluate candidates based on skills rather than resumes, ensuring a more objective hiring process.

Additionally, diversity-focused job boards and tools that help write more inclusive job descriptions can help attract a broader range of candidates.

6. Use data-driven hiring and set diversity goals

Data-driven hiring involves using specific data points to make better, more informed hiring decisions. Instead of relying on opinions or instinct, companies can gather data on applicant diversity, interview success rates, and hiring patterns. This information helps identify where diversity efforts are working and where improvements are needed.

For example, tracking how many women or people of color are applying, getting interviewed, and being hired can show if the recruitment process is fair and inclusive.

Setting clear diversity goals helps guide these efforts. For instance, a company might set a goal to increase the number of women in tech roles or aim to hire more candidates from underrepresented backgrounds.

Regularly reviewing the data helps track progress toward these goals. Tools like Applicant Tracking Systems (ATS) can collect and analyze this data to ensure companies are moving toward creating a more diverse and inclusive workforce.

7. Foster an inclusive company culture

An inclusive culture makes sure that all employees, regardless of race, gender, age, or any other personal trait, have equal opportunities to succeed.

To build this type of culture, companies need to actively address issues like bias and discrimination. They can do it by:

Offering diversity and inclusion training to help employees recognize and reduce unconscious bias.
Creating Employee Resource Groups (ERGs) or mentorship programs for underrepresented employees can provide additional support.
Encouraging open communication and employee feedback to ensure that everyone’s voice is heard and valued.
Leading by example, promoting inclusivity, and ensuring accountability across the organization.

Employees who feel included and valued are more engaged and likely to stay with the company. This boosts morale, increases productivity, and helps build a stronger, more innovative team.

Using data to build a diverse workforce

Data can show if certain groups are underrepresented in the hiring process, helping companies find ways to attract more diverse candidates.

For example, companies might collect data on applicants and see if certain groups are less likely to be hired. This information can help them change their hiring practices to make things fairer.

Data also helps companies see if employees from different backgrounds leave the company more often or are not getting promoted as much as others. By looking at these patterns, companies can take action to support everyone adequately, like offering mentorship programs for groups that might need more help.

Lastly, tracking diversity data helps companies measure their progress and keep themselves accountable. Some companies even share this data publicly to show they are serious about their diversity goals. In short, using data helps companies make better decisions to create a workplace where everyone has an equal chance to succeed.

Transform Your Workforce with a DEI-Focused HRIS – Join Our Beta!

To sum it up, businesses need a strong diversity recruiting strategy to thrive. By embracing inclusive hiring practices, they can attract diverse talent, foster innovation, and create a positive work environment. Inclusive hiring not only benefits employees but also drives better business results and strengthens the company’s reputation.

Are you looking for an HRIS that can help you easily navigate and analyze your workforce across any conceivable set of employee attributes, including DEI? Join our Beta waiting list now.