This comprehensive guide covers everything you need to know about diversity recruitment in 2024:

• What diversity recruitment is and why it matters
• Key benefits: better financial performance, more innovation, improved decision-making
• How to create an effective diversity recruitment plan
• Practical strategies for finding diverse candidates
• Writing inclusive job ads that appeal to all
• Conducting fair screening and interviews
• Using technology to reduce bias in hiring
• Measuring the success of diversity initiatives
• Onboarding and retaining diverse talent
• Overcoming common challenges

Quick tips to get started: • Set clear diversity hiring goals • Use inclusive language in job postings
• Implement blind resume screening • Require diverse candidate slates • Train hiring teams on unconscious bias • Track key diversity metrics

Benefit	Impact
Financial performance	25% higher for gender-diverse companies
Innovation	19% more revenue from new products/services
Decision-making	87% better at solving problems
Employee retention	20% increase

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Basics of Diversity Recruitment

Main Parts of Diversity Recruitment

Diversity recruitment focuses on two key areas:

1. Inherent Diversity: Age, gender, race, ethnicity
2. Acquired Diversity: Education, experience, values, skills

A good diversity recruiting plan should:

• Address both types of diversity
• Outline ways to find, engage, and hire diverse talent
• Aim to create a workforce that matches society's makeup

Benefits of a Diverse Workforce

Benefit	Impact
Financial Performance	25% higher for gender-diverse companies
Profit	36% increase for ethnically diverse organizations
Innovation	1.7x more likely to lead in innovation
Change Readiness	1.8x more prepared for change
Employee Performance	12% improvement
Employee Retention	20% increase

These numbers show why diversity matters. Plus, 76% of job seekers say a diverse workforce is important when looking at companies and jobs.

Common Challenges in Diversity Hiring

1. Unconscious Bias: Can lead to fewer hires from underrepresented groups
2. Unclear Goals: Without specific targets, diversity efforts may lack direction
3. Limited Talent Sources: Traditional methods may not reach diverse candidates
4. Biased Screening: Can accidentally filter out qualified diverse applicants
5. Resistance to Change: Some may push back against new diversity efforts

To address these issues:

• Use blind resume screening
• Conduct structured interviews
• Have diverse interview panels
• Use an EEO compliant Applicant Tracking System

Practical Steps for Diversity Recruitment

1. Set Clear Goals: Define what diversity looks like for your company
2. Find New Talent Sources: Look beyond usual channels to widen your talent pool
3. Reduce Bias in Screening: Use tools and methods that focus on skills, not background
4. Track Progress: Measure diversity metrics to see what's working and what's not
5. Use Inclusive Language: Make job postings appeal to a wide range of candidates
6. Highlight Benefits: Mention perks that matter to diverse candidates
7. Understand Expectations: Learn what underrepresented candidates want from employers

Legal and Ethical Issues

Laws Against Hiring Discrimination

Companies must follow these key laws when hiring:

Law	Year	Protects Against
Equal Pay Act	1963	Gender-based wage discrimination
Civil Rights Act (Title VII)	1964	Race, religion, color, gender, national origin discrimination
Americans with Disabilities Act	1990	Discrimination against people with disabilities
Executive Order 14035	2021	Promotes diversity, equity, and inclusion in U.S. workforce

These laws help ensure fair treatment of all job seekers.

Ethical Duties in Diverse Hiring

Beyond following laws, companies should:

• Be honest about job needs and company culture
• Keep applicant information private
• Use fair selection methods
• Write job posts that appeal to many people
• Give helpful feedback to all applicants

Following these guidelines builds trust and improves the company's image.

Balancing Diversity Goals and Skills

To hire diverse, skilled workers:

1. Set clear diversity targets
2. Use blind resume screening
3. Ask all candidates the same interview questions
4. Test job-related skills
5. Train hiring teams on legal and ethical issues

These steps help create diverse teams without losing talent quality. Research shows diverse teams make better decisions 87% of the time, and companies with diverse workforces see 2.5 times higher cash flow per employee.

Hiring Strategy	How It Helps
Blind resume screening	Reduces unconscious bias
Structured interviews	Compares candidates fairly
Skills tests	Focuses on job abilities
Diverse interview panels	Gives different viewpoints

Real-World Example

In 2021, Accenture set a goal to increase gender, racial, and ethnic diversity. They:

• Used AI to remove biased language from job posts
• Partnered with historically Black colleges for recruitment
• Trained 100% of employees on unconscious bias

Result: By 2025, Accenture aims for 50% women in their workforce and 30% more African American and Hispanic American employees.

"Our commitment to inclusion and diversity unleashes innovation and creates a culture where everyone feels they have equal opportunity," said Julie Sweet, Accenture's CEO.

Tips for Ethical Diversity Hiring

1. Review job descriptions regularly to ensure they're up-to-date and fair
2. Train recruiters on what questions they can and can't ask in interviews
3. Include a clear commitment to diversity in job postings
4. Provide reasonable accommodations for candidates with disabilities
5. Give honest, helpful feedback to all applicants, even those not hired

Creating a Diversity Recruitment Plan

Setting Clear Diversity Targets

To make a good diversity recruitment plan, you need clear goals. Here's how to set them:

1. Look at where your company lacks diversity now
2. Set goals you can reach in a set time
3. Use numbers (e.g., hire 20% more diverse candidates in 1 year)
4. Keep track of your progress

Nearly 70% of companies now have specific diversity hiring goals. For example, some want to increase the number of women in tech jobs by 15%.

Matching Diversity Hiring with Company Values

Your diversity plan should fit with your company's values. This helps it last longer and seem real. Here's what to do:

• Put diversity goals in your hiring rules
• Change job ads to show you care about diversity
• Show off your diverse workplace when talking to candidates
• Make policies that help diverse workers (like flexible hours)

83% of job seekers think about a company's commitment to diversity when deciding to take a job.

"Workplace diversity matters now like never before. With a multigenerational workforce in full swing, candidates proactively seek out companies that allow them to bring their authentic self to the table and celebrate differences." - Jyl Feliciano, Head of Inclusive and Campus Recruitment Programs, Conagra Brands

Forming a Diversity Recruitment Team

Having a team focused on diversity hiring can help a lot. This team should include people from different parts of the company, not just HR. Here's what to do:

1. Get support from company leaders
2. Give team members clear jobs
3. Train the team about diversity
4. Ask diverse staff to refer people they know

63% of job seekers might not take a job if they don't meet diverse employees during interviews. A diverse hiring team can help with this.

Action	Why It Helps
Set specific diversity goals	Gives clear direction
Update hiring policies	Shows commitment to diversity
Use diverse interview panels	Reduces bias, improves candidate experience
Try blind hiring	Removes initial bias in screening
Go to diversity job fairs	Reaches more diverse candidates

Finding Diverse Candidates

Using More Hiring Channels

To find more diverse candidates, try these methods:

1. Use job boards for diverse groups:
   • Diversity.com (starts at $220)
   • WorkplaceDiversity.com (starts at $200)
2. Go to events where diverse job seekers attend
3. Try AI tools like Arya by Leoforce to reduce bias in hiring

Working with Diversity Groups

Team up with organizations that focus on diversity:

1. Partner with groups that support underrepresented people
2. Work with schools that have diverse students Example: IBM's SkillsBuild program gives free online training to people from different backgrounds in tech, data science, and cybersecurity
3. Join professional groups for specific diverse communities

Using Employee Referrals for Diversity

Get your employees to help find diverse candidates:

1. Give rewards for referring diverse talent
2. Ask employees to look for people outside their usual networks
3. Teach employees about diversity in hiring and why it matters

Strategy	How It Helps	Tips to Use It
Diversity Job Boards	Find candidates from different backgrounds	Use sites like Diversity.com and WorkplaceDiversity.com
Partnerships	Reach more people, improve company image	Team up with diversity groups and schools
Employee Referrals	Use current staff networks, save money	Offer rewards for diverse referrals, train staff on bias

Real-World Results

Companies that focus on diversity see good results:

• Diverse management teams make 19% more money (Boston Consulting Group, 2017)
• Teams with different genders in leadership are 25% more likely to do well financially (McKinsey)

"The Product Hunt launch exceeded our wildest expectations and kickstarted our growth in ways we hadn't anticipated." - Akshay Kothari, CPO of Notion

Quick Tips for Finding Diverse Candidates

1. Update job descriptions to use words that appeal to everyone
2. Show your company's efforts to support diversity
3. Use tests that focus on job skills, not background
4. Train hiring teams to avoid unfair judgments
5. Go to job fairs that attract diverse job seekers

Writing Better Job Ads

Using Fair Language

To get more diverse job applicants, use clear and fair language in job posts:

1. Use gender-neutral words:
   • Replace "he/she" with "they/them"
   • Use words like "manage," "committed," "skilled," "inspire," "showed," and "study"
2. Remove biased words:
   • Avoid words that might put off some people
   • Use simple words instead of complex ones
3. Use AI tools to help:
   • Try Textio, HireVue, or Grammarly Business to check for unfair words
   • Make standard templates for all job posts

"The words in a job post can really affect who applies and who doesn't." - Carmen Amador Barreiro, Organizational and Business Psychologist

Showing Company Support for Diversity

Show that your company cares about diversity in job ads:

1. Talk about diversity programs:
   • Don't just say "We are an equal opportunity employer"
   • Mention specific diversity programs your company has
2. Describe a welcoming work environment:
   • Mention flexible work options
   • Explain how you help employees with disabilities
3. Share your company culture:
   • Talk about employee groups for diverse workers
   • Share stories of diverse employees doing well at your company

A Cella survey found that 62% of people think a company's diversity policy is important when looking for jobs.

Listing Only Key Job Requirements

Focus on the most important job requirements to get more applicants:

1. Keep the list short:
   • Only include must-have skills
   • Remove "nice-to-have" skills that might stop good people from applying
2. Focus on skills, not years of experience:
   • Ask for ability to do tasks, not how long someone has worked
   • Look for people who can learn and adjust
3. Use words that include everyone:
   • Avoid phrases like "can lift up to 20 pounds" or "recent college graduates"
   • Describe what the job needs, not specific qualifications

Old Way	New Way
5+ years of experience	Can do [specific task] well
Bachelor's degree required	Education or experience that fits the job
Expert in [specific tool]	Good at [tool] or willing to learn

Real-World Examples

1. Geckoboard's Approach: Geckoboard, a customer of Homerun, kept their job requirements list short. They wrote requirements in a way that encouraged qualified people to apply, even if they didn't meet every single point.
2. Patrick Finley's Strategy: When hiring a developer for his Y Combinator startup, Patrick Finley focused on willingness to learn rather than specific skills. This approach aimed to attract a wider range of applicants.

Key Statistics

• Women often apply only when they meet 100% of job requirements
• Men typically apply when they meet about 60% of requirements
• Only 31% of hiring managers make sure to use inclusive language in job posts

Practical Tips

1. Use job titles people know, not creative ones that might confuse applicants
2. Avoid complex words and industry jargon
3. Include salary information to get more diverse applicants
4. Mention how your office is set up for people with disabilities
5. Offer help during the hiring process for those who need it

"Using vague terms can stop people from applying because they often mean a bad workplace." - Areej AbuAli, Founder of Women in Tech SEO

Useful Tools

• Gender Decoder: Helps check if your job post is gender-neutral
• AI writing tools: Textio, Jasper, CopyAI, and Grammarly Business can help make job posts more inclusive

Fair Screening and Selection

Hiding Personal Info on Resumes

Blind CV screening helps reduce bias when looking at job applications. This means removing details like names, gender, age, and schools from resumes. By focusing only on skills and experience, employers can pick candidates more fairly.

MeVitae is a tool that helps with blind recruiting. It automatically hides personal information, so hiring managers can focus on qualifications.

Using Set Interview Questions

Having a list of questions to ask every candidate helps make interviews fair. When everyone gets the same questions in the same order, it's easier to compare answers without bias.

Professor Francesca Gino from Harvard Business School says this method helps "focus on the factors that directly impact performance."

Testing Job Skills

Skill tests give clear proof of what a candidate can do. They're better than just guessing based on a resume or interview.

ThriveMap offers tests that check how well someone might do in a job. These tests look at actual skills, not just background or personality.

Work sample tests are very helpful. They show how well someone can do real job tasks. This way, employers can judge based on work, not assumptions.

Method	How It Helps	Example Tool
Blind CV Screening	Hides personal info	MeVitae
Set Interview Questions	Makes comparisons fair	N/A
Skill Tests	Shows actual abilities	ThriveMap
Work Sample Tests	Demonstrates job performance	N/A

Tips for Fair Hiring

1. Check your hiring process often to find ways to improve
2. Keep track of interview results and who applies to spot patterns of bias
3. Teach hiring managers about fair hiring laws and why they matter
4. Use interview panels with different types of people to get varied opinions

"A standardized interview process helps to focus on the factors that have a direct impact on performance." - Professor Francesca Gino, Harvard Business School

Making Interviews Fair for All

Using Mixed Interview Panels

Mixed interview panels help reduce bias and improve hiring. By including people from different backgrounds, companies can evaluate candidates more fairly.

Benefits of mixed panels:

• Better decisions from varied viewpoints
• More accurate representation of the company
• Fairer candidate assessment

Steps to create a mixed panel:

1. Choose key traits to include (gender, race, age, etc.)
2. Look for panel members from various groups
3. Teach panel members how to avoid bias

Training Interviewers on Culture

Teaching interviewers about diverse teams helps prevent "just like me" bias. Training should cover:

• Why diverse teams are valuable
• How to spot and reduce unconscious bias
• Using standard interview methods

Professor Youngme Moon from Harvard Business School says many industries rely too much on "soft" factors in hiring, which can lead to bias. To fix this, companies should:

• Write job descriptions that welcome everyone
• Use the same questions for all candidates, focusing on skills
• Test actual job tasks to assess abilities fairly

Helping Candidates with Disabilities

Making interviews fair for candidates with disabilities is key to inclusive hiring. McGill University's approach offers useful tips:

1. Tell all candidates they can ask for help if needed
2. Offer common accommodations like:
   • Easy-to-access interview locations
   • Proper lighting
   • Scent-free rooms
   • Allowing support staff (e.g., sign language interpreters)
   • Quiet spaces

Practical steps to help candidates with disabilities:

• Mention accommodation options in job posts
• Schedule interviews at convenient times
• Give a detailed schedule beforehand
• Allow breaks during long interviews

Accommodation Type	Example
Physical Access	Stair-free entry, elevators
Sensory Adjustments	Natural light, quiet rooms
Communication Support	Sign language interpreter
Schedule Flexibility	Breaks for health needs

"Allowing a candidate to answer the question: Is this the right company for me? Allows a company to answer the question: Is this the right talent for us?" - Soni Basi, Contributor

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Tech Tools for Diversity Hiring

AI for Fair Candidate Screening

AI tools help reduce bias in hiring by:

• Checking job ads for biased words
• Finding candidates from many places
• Screening resumes without personal info

Company	Tool	Result
Cisco	Textio	10% more female applicants
Amazon	AI screening	More diverse interviews and hires
Unilever	HireVue	More diverse workforce

ATR International used Pandologic to find diverse candidates, including veterans and military spouses.

Software for Tracking Diversity

These tools help companies hire and track diverse talent:

Software	What it does
ChartHop	Shows workforce diversity data
SeekOut	Finds candidates, hides personal info
Pinpoint	Offers job pages in many languages
hireEZ	Finds underrepresented candidates

Fetcher and Circa also help find diverse candidates.

AI in Different Hiring Steps

AI helps make hiring fair at each step:

1. Job Ads:

• Checks for biased words
• Posts jobs on many websites

2. Finding Candidates:

• Searches beyond usual places
• Matches skills, not just background

3. Screening:

• Hides personal details
• Focuses on job skills

4. Interviews:

• Analyzes video interviews fairly
• Lets candidates ask for human help

"AI can help companies shift toward skills-based hiring, reducing the risk of biased decision-making during resume screenings." - LinkedIn study

Tips for Using AI in Hiring

1. Use AI to check job ads for bias
2. Try AI tools to find candidates from different backgrounds
3. Make sure AI follows fair hiring rules
4. Have people check AI's work to avoid mistakes

Remember: AI can learn human biases, so always have people involved in hiring decisions.

Checking Diversity Hiring Results

Key Numbers for Diversity Hiring

To measure the success of diversity initiatives, companies should track these metrics:

Metric	Description
Candidate source diversity	Variety in recruitment channels
Candidate pool diversity	Mix of applicants
Recruiting team diversity	Makeup of hiring staff
Interview diversity	Range of candidates interviewed
Shortlist diversity	Variety in final candidate selection
Hiring rates	Breakdown by demographic groups
Retention rates	How long different groups stay
Promotion rates	Career progress across demographics
C-suite diversity	Leadership team makeup
Candidate feedback	Experiences of applicants

Companies that use data to guide their strategies perform up to 85% better than those that don't.

How to Collect and Use Diversity Data

To gather and apply diversity data:

1. Use anonymous surveys for demographic info

2. Apply applicant tracking systems to monitor candidate demographics

3. Do regular workforce audits to check diversity at all levels

4. Look at promotion and retention rates across groups

5. Get feedback from candidates and employees

Remember to follow data protection rules when handling sensitive information.

Ways to Keep Improving

To boost diversity hiring:

1. Team up with specialist organizations

• Example: Prentus connects employers with diverse talent

2. Hide personal details on applications

3. Train staff on unconscious bias

4. Start mentorship programs for underrepresented groups

5. Check promotion practices regularly

6. Use AI tools to spot bias in job ads and screening

7. Have diverse interview panels

8. Set clear diversity goals and track progress

9. Act on feedback from candidates and employees

10. Stay updated on best practices in diversity recruitment

"Tracking metrics consistently allows organizations to create meaningful goals and determine the success of their diversity recruiting efforts." - Prentus Diversity Recruitment Guide

Welcoming New Diverse Hires

Adjusting Onboarding for Different Needs

A good onboarding process helps new employees feel welcome from day one. This is key for building a workplace where everyone feels included. When companies do this well, more employees stay and do better work.

To make onboarding work for everyone:

1. Tell new hires about the company's efforts to include all types of people
2. Explain how the team works and what each person does
3. Take time to help new people fit in
4. Set up regular meetings with bosses and hiring staff

Mentors for New Diverse Employees

Giving new hires a work buddy can help them settle in faster. This buddy can answer questions and offer support.

Benefits of Having a Work Buddy
Fits into the team quicker
Understands company culture better
Feels more comfortable asking questions
Feels like they belong

Groups for Diverse Staff Support

Creating groups for diverse employees can help them feel part of a community. These groups can:

• Help people meet others
• Give a safe place to talk about challenges
• Help keep employees at the company
• Make people happier at work

"Onboarding is a pivotal moment for making employees feel included."

Tips for Better Onboarding

1. Share how the company supports different types of people
2. Get the team ready for the new person by talking about their job
3. Set up a buddy system to help new hires
4. Plan meetings for new hires with their bosses and hiring staff

Keeping Diversity Long-Term

Building Paths for Diverse Talent

To keep diversity strong over time, companies need to help diverse employees grow in their careers. Here's how:

1. Set up mentoring programs

Match experienced staff with new hires from different backgrounds. This helps new employees learn and feel supported.

2. Offer training for specific groups

Give extra learning chances to employees from underrepresented groups. This helps them gain skills to move up in the company.

3. Plan for diverse future leaders

Make sure to include diverse employees when thinking about who could be a leader in the future.

Real-world example: Accenture's "Inclusion & Diversity" program focuses on helping diverse employees grow at all levels. From 2017 to 2023, the number of women in top jobs at Accenture went up from 36% to 45%.

Planning for Diverse Future Leaders

To have more diverse leaders in the future, companies can:

1. Find promising diverse employees early 2. Give them special training to be leaders 3. Put them on important projects that others will notice

Example: Google's "Emerging Leader Program" helps develop diverse talent for leadership roles. From 2020 to 2023, this program helped increase diverse leaders at Google by 20%.

Ongoing Training on Diversity

To keep a workplace where everyone feels included, companies need to keep teaching about diversity. Here's what works:

• Regular training for all employees about hidden biases
• Workshops about different cultures
• Classes for managers on how to lead diverse teams

Real-world results: Microsoft's "Allyship at Microsoft" program, started in 2019, has trained over 90% of its workers. This led to a 15% increase in how happy employees felt about inclusion by 2023.

Company	Program	What Changed
Accenture	Inclusion & Diversity	9% more women in top jobs (2017-2023)
Google	Emerging Leader Program	20% more diverse leaders (2020-2023)
Microsoft	Allyship at Microsoft	15% increase in employee happiness about inclusion (2019-2023)

These examples show that when companies keep working on diversity over time, they see real improvements in their workforce.

Fixing Common Diversity Hiring Issues

Dealing with Hidden Bias

Hidden bias can hurt diversity hiring. Here's how to fix it:

1. Use blind resume screening: Remove names and personal details from resumes. This helps focus on skills, not background.
2. Ask the same interview questions: Use a set list of questions for all candidates. This makes comparing answers fair.
3. Teach about hidden bias: Show hiring teams how to spot their own biases. Do this training often.
4. Try AI tools: Use software to check job ads and hiring choices for bias.

Handling Pushback on Diversity Plans

Some people might not like diversity efforts. Here's what to do:

1. Show how diversity helps business: Share facts about how diverse teams do better. For example, McKinsey found that companies with more gender diversity were 25% more likely to make more money.
2. Listen to worries: Let people talk about their concerns. Explain why diversity matters and how it works.
3. Share success stories: Tell people about times when diversity helped the company or others in your field.
4. Get doubters involved: Ask people who aren't sure about diversity to help with hiring. This can help them see why it's good.

Balancing Quick Hiring and Diversity

It can be hard to hire fast and still focus on diversity. Try these tips:

1. Build a diverse talent pool: Keep in touch with diverse groups and schools. This helps you find candidates quickly when you need them.
2. Plan realistic timelines: Give yourself enough time to find diverse candidates. Tell managers this might take longer.
3. Use data to improve: Track how long hiring takes and how diverse your hires are. This helps you see what's working and what's not.
4. Use the "two in the pool" rule: Make sure at least two candidates from diverse backgrounds get interviews for each job. This gives diverse candidates a fair chance without slowing things down too much.
5. Look inside your company: Try to promote diverse employees you already have. This can be faster than outside hiring and helps keep good workers.

Strategy	How It Helps
Blind resume screening	Focuses on skills, not background
Set interview questions	Makes comparing candidates fair
Bias training	Helps hiring teams spot their own biases
AI tools	Checks for bias in job ads and decisions
"Two in the pool" rule	Ensures diverse candidates get interviews
Internal promotions	Faster than outside hiring, keeps diverse talent

Examples of Good Diversity Hiring

Companies Leading in Diversity Recruitment

Several companies have made big steps in hiring diverse teams. Here are some examples:

Accenture

Accenture has done well in diversity:

• Ranked 3rd in Refinitiv's diversity and inclusion top 100 in 2020 and 2021
• 42% of board members are women, from six different countries
• Started the Accenture Black Founders Development Program
• Aims for 50/50 gender balance in workforce by 2025
• 49% of new hires are women

Myos

This Berlin FinTech company changed how they hire:

• Used skills tests instead of just looking at resumes
• Hired 10 new people from different backgrounds in 5 months

Pinterest

Pinterest made these changes:

• Set public hiring goals each year
• Started an internship for students from underrepresented groups
• Requires interviews with at least one candidate from an underrepresented background and one woman for leadership jobs
• By 2020, 30% of leaders and 29% of engineers were women

Slack

Slack improved their hiring process:

• Used Textio to check job ads for words that might put some people off
• Removed names from code tests for engineering jobs
• Asked all candidates the same interview questions

What These Companies Did Right

Company	What They Did	Result
Accenture	Set clear goals for gender balance	49% of new hires are women
Myos	Used skills tests in hiring	Hired 10 diverse employees in 5 months
Pinterest	Set public diversity goals	30% of leaders are women
Slack	Removed bias from job ads and interviews	Improved diversity in hiring

Tips from Successful Programs

1. Use Data: Look at your hiring numbers to see where you need to improve.

2. Set Clear Goals: Make public goals for diversity hiring, like Pinterest did.

3. Remove Bias: Use tools like Textio to check job ads for words that might turn some people away.

4. Fair Interviews: Ask all candidates the same questions, like Slack does.

5. Look Beyond Resumes: Test skills instead of just reading resumes, like Myos did.

6. Partner Up: Work with groups that help underrepresented people find jobs.

7. Train Your Team: Teach everyone about hidden biases in hiring.

8. Make It Public: Tell people about your efforts to hire diverse teams.

"The Product Hunt launch exceeded our wildest expectations and kickstarted our growth in ways we hadn't anticipated." - Akshay Kothari, CPO of Notion

This quote shows how important it is to reach out to different groups when hiring.

What's Next for Diversity Hiring

New Tech and Methods

Companies are using new tools to make hiring more fair:

• AI tools check resumes without looking at personal details
• Virtual reality (VR) shows job seekers what it's like to work at a company

These tools help find good workers from different backgrounds.

How Changing Workforce Affects Hiring

More people care about working for companies that hire different kinds of people:

• 61% of workers think their companies have fair hiring rules
• 81% of job seekers look at a company's website to see if they care about diversity

Companies need to show they're serious about hiring different people if they want to get good workers.

Diversity Hiring After 2024

Companies plan to work harder on hiring different kinds of people:

Plan	Percentage of Companies
Focus more on diversity hiring	45%
Add more staff for diversity work	33%
Spend more money on diversity hiring	33%

Hiring different kinds of people helps companies make more money. McKinsey found that companies with different kinds of leaders make 36% more money than those that don't.

"Business leaders cannot simply say they want to create diversity and expect a wide range of candidates to magically line up at their door." - Miranda Collard, Forbes Human Resources Council member

To hire more different kinds of people, companies should:

1. Look at their hiring numbers to see where they need to do better
2. Make clear goals for hiring different kinds of people
3. Tell everyone about what they're doing to hire different kinds of people
4. Show stories of different kinds of workers doing well at their company

Companies that do these things will be ready for the future of work.

Wrap-Up

Key Points to Remember

• Diversity hiring gives everyone a fair chance and helps companies do better
• Teams with different kinds of people make more money and come up with new ideas
• Companies with more women leaders do better than those with fewer
• Teams that think differently make good choices more often

Benefit	Impact
Financial performance	Companies with 30%+ women executives outperform others
Innovation	Diverse teams generate 19% more new ideas that make money
Decision-making	Teams with different ways of thinking are 87% better at solving problems

Why Diversity Hiring Matters

• Helps solve problems in new ways
• Makes the company look good and keeps workers happy
• Helps understand what different customers want
• Helps the company grow around the world
• Makes work better for everyone

How to Start Hiring Different Kinds of People

1. Make rules about hiring different people
2. Look for workers from many backgrounds
3. Make sure hiring is fair for everyone
4. Set goals for hiring different people
5. Use computer programs to check job applications fairly
6. Keep track of how many different people you hire
7. Teach workers about working with different people
8. Help new workers learn from experienced ones
9. Make groups where workers can support each other
10. Check how well you're doing and make things better

"Companies that don't focus on diversity will fall behind. It's not just about doing the right thing—it's about staying competitive in a global market." - Ursula Burns, former CEO of Xerox

Real-World Success

In 2020, Accenture set a goal to have half of their workers be women by 2025. By 2023, 49% of their new hires were women. This shows that setting clear goals can make a big difference.

Year	Action	Result
2020	Set goal for 50/50 gender balance	-
2023	Focused on diverse hiring	49% of new hires were women

FAQs

How to improve diversity in recruitment?

Here are practical ways to boost diversity in your hiring:

1. Check job ads: Make sure your job posts use words that appeal to everyone.
2. Use different job boards: Post jobs on sites that reach diverse groups, such as:

   Job Board	Focus
   Diversity.com	General diversity
   iHispano	Hispanic professionals
   NAAAP	Asian-American professionals
   Fairygodboss	Women in the workplace
   Pink Jobs	LGBTQ+ community

3. Ask employees for help: Get your diverse staff to suggest candidates they know.
4. Offer special internships: Create programs for people from different backgrounds.
5. Show you care about diversity: Make it clear in your company's public image that you value different kinds of people.

Why is diversity hiring important?

Hiring diverse teams helps companies in many ways:

• Better problem-solving: Teams with different viewpoints are 87% better at making decisions.
• More money: McKinsey found that companies with diverse leaders make 36% more money.
• New ideas: Diverse teams come up with 19% more ideas that make money.
• Happy workers: 80% of people say working with different kinds of people matters when choosing a job (Deloitte survey).

What's the "two in the pool effect"?

This idea says having at least two diverse candidates in your final group of job applicants makes a big difference:

• With two or more women in the final group, you're 79 times more likely to hire a woman.
• Having only one diverse candidate in the final group makes it very unlikely they'll get hired.

How can companies start improving their diversity hiring?

1. Look at your current hiring: Check where you might be leaving people out.
2. Set clear goals: Decide how many diverse hires you want to make.
3. Be open about your efforts: Tell people what you're doing to hire different kinds of workers.
4. Share success stories: Show examples of diverse employees doing well at your company.

"It's time to step up and do more. It's not good enough to say we value diversity." - Brian Krzanich, Intel CEO

What are some quick tips for fairer hiring?

• Use personality tests before hiring. Companies that do this tend to have more diverse workers.
• Try "blind hiring" by removing names and personal info from job applications at first.
• Have at least two diverse candidates in your final group of applicants for each job.
• Make sure your hiring team includes people from different backgrounds.

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