7 strategies for promoting diversity and inclusion in the hiring of early career talent

To gain a deeper understanding of how companies promote diversity and inclusion within their hiring process, we sought insights from seven industry leaders, including CEOs and senior consultants. Their strategies range from implementing best hiring practices to involving employee resource groups in hiring. Dive into their expert advice to enhance your company’s commitment to diversity and inclusion.

Implement Best Hiring Practices

By now, most companies should deploy evidence-based, tried-and-true best practices in the hiring process, but many still are not! 

For example, resumes should be reviewed with applicant names (and photos) removed. Research shows that unconscious bias can have a significant impact on the likelihood that members of underrepresented and marginalized groups are accurately and fairly evaluated, and the stereotypes, even around names, can trigger bias.

Another best practice we use is to take a D&I lens to the job description and position requirements. You should list “need-to-have” requirements, not an extensive set of “nice-to-haves,” as requisite skills/experiences. Unnecessary requirements—e.g., a college degree for a position in which there are many ways to attain the needed skills—can lead to capable candidates being eliminated from the process (or not applying in the first place!).

As you implement these and other practices, always maintain data so you have a baseline.

Joshua De Leon, Senior Consultant, DEI, Peoplism

Introduce Internships for Underrepresented Groups

One way we’ve implemented to enhance diversity and inclusion in our company’s hiring process is the introduction of internships and mentorship programs for underrepresented groups. By offering these programs, we are not only working to rectify the industry’s diversity disparities but also nurturing a pool of diverse talent to meet our future hiring requirements.

Our commitment extends to ensuring these programs offer the essential experiences and connections. For instance, we formed a partnership with a local organization dedicated to promoting diversity in the technology sector. Through this collaboration, we provided internships to college students from underrepresented backgrounds. The program proved highly successful, resulting in several of our interns transitioning into full-time employees within our organization.

Andre Oentoro, CEO and Founder, Breadnbeyond

Form Partnerships with Diverse Organizations

Collaborating with a diverse range of professional organizations and associations is a cornerstone of our approach to promoting diversity and inclusion in our hiring process. In my experience, these partnerships have allowed us to access a broader and more varied pool of talent, ensuring that our recruitment efforts transcend traditional boundaries. At our company, we have consistently recognized the power of diversity in driving innovation and progress. 

It’s a personal belief I hold dear, and I am dedicated to ensuring our company reflects the rich tapestry of perspectives in our society. Through these personalized partnerships, we not only open doors to new opportunities and insights but also enrich our teams with diverse talents, paving the way for more inclusive, creative, and innovative solutions that lie at the heart of our success.

Rene Delgado, Founder and CEO, The Indoor Golf Shop

Establish Diverse Interview Panels

To encourage diversity and inclusiveness in the employment process at our organization, we make sure that the interview panels are also diverse. Diverse viewpoints, in our opinion, influence recruiting decisions favorably. 

We put together interview panels with people from varied backgrounds, perspectives, and ethnicities to achieve this. These panelists have received training in conducting fair and inclusive evaluations of applicants using objective standards. We decrease the possibility of bias and send an obvious message that we value and support diversity by using diverse interview panels. 

This strategy promotes a more welcoming workplace and enables us to recruit individuals from a wider range of backgrounds, ultimately boosting our staff and fostering creativity.

Aqsa Tabassam, Team Lead Manager, Vidfol

Set Up Candidate Feedback Mechanisms

We establish feedback mechanisms at our company. We are deeply committed to fostering diversity and inclusion in the hiring process and have implemented a critical feedback mechanism. This personalized approach empowers candidates to report any concerns related to bias or discrimination throughout the hiring process. 

From my perspective, it is crucial to provide candidates with a platform to voice their experiences and observations. This not only ensures that their journey is fair and equitable but also enables us to make real-time improvements in our approach. We understand that each candidate’s feedback is a valuable resource in our quest for continuous learning and enhancement. 

By actively listening to their input, we further our mission to create a hiring process that reflects our core values of diversity, equity, and inclusion, making it an integral part of our company culture.

Peter Capp, CEO, Sodick

Conduct Blind Resume Reviews and Diversity Training

Through blind resume reviews, our company promotes diversity and inclusion during the recruiting process. We remove personally identifiable information from resumes, such as names, gender, and photos, during the initial screening process. This allows our recruitment team to concentrate solely on qualifications, skills, and experience.

Blind resume evaluations mitigate unconscious bias and ensure that candidates are evaluated based on their merits. It creates a fairer and more inclusive hiring process in which we give disparate talents equal opportunity.

In addition, we train our hiring managers and interviewers on diversity, equity, and inclusion issues in order to raise awareness and cultivate an inclusive culture.

By instituting blind resume reviews and ongoing diversity training, we hope to create a workforce that reflects a wide variety of backgrounds and experiences, thereby fostering creativity, innovation, and a stronger sense of belonging among our employees.

John Truong, Managing Director and Attorney, Alliance Compensation & Litigation Lawyers

Involve Employee Resource Groups in Hiring

Our company actively involves Employee Resource Groups (ERGs) in the hiring process. ERGs provide valuable insights, contribute to candidate evaluation, and help create a more inclusive recruitment experience. 

For example, we have established a dedicated ERG for women in tech, who actively participate in reviewing resumes, conducting interviews, and providing feedback. This ensures diverse perspectives are included in the decision-making process and promotes a fair and inclusive hiring environment.

Yoana Wong, Co-Founder, Secret Florists