Why Diversity Matters
Diverse teams aren't just the right thing to build—they're better performing. Research from across the field points the same direction:
- Companies in the top quartile for racial and ethnic diversity are 35% more likely to see above-median financial returns (McKinsey, Diversity Matters, 2015)
- Inclusive teams make better decisions up to 87% of the time (Cloverpop, Hacking Diversity with Inclusive Decision Making, 2017)
- Employees at diverse companies are 70% more likely to report capturing a new market (Harvard Business Review, How Diversity Can Drive Innovation, 2013)
- Inclusive organizations generate 2.3x higher cash flow per employee (Bersin by Deloitte, High-Impact Talent Management, 2015)
Yet many organizations struggle to move beyond good intentions to actual results.
Common Diversity Hiring Mistakes
The Pipeline Problem Myth
"We'd love to hire more diverse candidates, but they're not in our pipeline."
This is rarely a pipeline problem—it's a sourcing problem. Diverse candidates exist. You just might not be looking in the right places.
Token Hiring
Hiring one or two diverse candidates without addressing systemic issues leads to:
- High turnover among diverse hires
- Unfair burden on those hires to represent entire groups
- Skepticism about commitment to diversity
Lowering Standards
The assumption that diversity requires lowering standards is both false and harmful. It:
- Undermines confidence in diverse hires
- Creates resentment among existing employees
- Misses the point entirely
Strategies That Actually Work
1. Audit Your Job Descriptions
Research shows that job description language affects who applies:
Remove:
- Gendered language ("rockstar," "ninja," "aggressive")
- Unnecessary requirements that exclude qualified candidates
- Jargon that assumes insider knowledge
Add:
- Inclusive language
- Flexibility statements
- Commitment to diversity
Tools: Use gender decoder tools and readability checkers on every job posting.
2. Expand Your Sourcing
Go beyond the same channels:
- HBCUs and minority-serving institutions
- Professional associations for underrepresented groups
- Community organizations and local networks
- Diverse job boards and niche platforms
- Employee referrals from diverse employees
3. Structure Your Interviews
Unstructured interviews are breeding grounds for bias:
- Use standardized questions for all candidates
- Create scoring rubrics before seeing any candidates
- Train interviewers on bias recognition
- Use diverse interview panels
- Evaluate candidates independently before discussing
4. Blind Resume Review
Remove information that triggers bias:
- Names and gender indicators
- Photos
- Graduation years (age proxy)
- Addresses (socioeconomic proxy)
- Hobbies and personal interests
Focus purely on qualifications and experience.
5. Set Measurable Goals
What gets measured gets managed:
- Track diversity at each pipeline stage
- Identify where diverse candidates drop off
- Set specific, time-bound targets
- Hold leaders accountable for results
- Report progress transparently
6. Fix Retention, Not Just Hiring
Hiring diverse candidates means nothing if they leave:
- Build inclusive culture before hiring
- Create employee resource groups
- Ensure equitable promotion practices
- Address microaggressions quickly
- Provide mentorship and sponsorship
Building Inclusive Interview Experiences
Before the Interview
- Provide clear information about what to expect
- Offer accommodations proactively
- Share interview questions in advance (controversial but effective)
- Be flexible with scheduling
During the Interview
- Create a welcoming environment
- Use inclusive language
- Allow candidates to share their full story
- Focus on potential, not just pedigree
After the Interview
- Provide timely feedback
- Explain decisions clearly
- Maintain relationships even with rejected candidates
- Ask for feedback on the experience
Addressing Unconscious Bias
We all have biases. The goal isn't to eliminate them but to prevent them from affecting decisions:
Training
- Regular bias awareness training
- Specific scenarios relevant to hiring
- Practice identifying biased thinking
- Refresher courses, not one-time events
Process Design
- Decisions based on criteria established before reviewing candidates
- Multiple evaluators for important decisions
- Structured debriefs that prevent groupthink
- Data analysis to identify patterns
Accountability
- Track decisions by evaluator
- Review for patterns suggesting bias
- Address issues directly
- Celebrate improvements
Measuring Progress
Key Metrics
- Applicant diversity: Who's applying?
- Interview diversity: Who's making it through?
- Hire diversity: Who's getting offers?
- Acceptance rates: Are diverse candidates accepting offers at the same rate?
- Retention rates: Are diverse employees staying?
- Promotion rates: Are diverse employees advancing?
Analyzing the Funnel
Look for where diverse candidates disproportionately drop off:
- Application completion
- Resume screen
- Phone screen
- On-site interview
- Offer stage
Each stage with a disparity is an opportunity for improvement.
The Long Game
Building a diverse workforce takes time and sustained commitment:
- This is a multi-year journey, not a quick fix
- Early hires shape future culture
- Small improvements compound over time
- Setbacks will happen; persistence matters
Getting Leadership Buy-In
To succeed, diversity initiatives need support from the top:
- Present the business case clearly
- Connect diversity to strategic goals
- Share competitor progress
- Propose specific, measurable actions
- Report on results regularly
AcquireTM helps you track diversity metrics throughout your hiring funnel and identify opportunities for improvement. Learn more.
