Making Diversity A Core Value In Recruitment

How does a company with 1000 people end up with fewer than 20 Black people or less than 10% women? It’s called “diversity debt” — the idea that if your company consists primarily of a specific type of person by hire number 10, it’s basically impossible to get representation back on track. No one wants to be a DEI hire. When we were recruiting for Chezie, a company with an explicit mission to build more diverse and equitable workplaces, we knew we couldn’t fall into this trap. We had to figure out how to promote fair recruiting practices from day 1. Here’s what we did: 1. Encouraged all to apply: We know long lists of requirements can scare people off, so we made sure to include a note encouraging candidates to apply, even if they didn’t check every box (pictured below!). More and more companies are doing this these days, which we love to see. 2. Posted clear compensation ranges: Transparency is huge for us, so we shared salary and equity details upfront in every job posting. This keeps us accountable and helps us avoid perpetuating pay gaps. 3. Standardized the application process: Every candidate went through the same @Airtable form with screener questions, which made sure we evaluated based on qualifications, not biases. 4. Sourced diverse candidates: We intentionally reached out to underrepresented communities. For example, we used Wellfound’s diversity feature filter to invite people directly to apply. 5. Accommodations-Ready: Before interviews, we asked candidates if they needed any accommodations because everyone should feel comfortable and supported during the process. You can hire for merit and make your process more inclusive at the same time. I promise. As the founder ecosystem becomes more diverse, I think more founders will prioritize building teams the right way. For any founders hiring or who’ve recently hired, what did you do to build equity into the process? #recruiting #startups

Ever walked into a room and felt like you didn't belong? Now imagine feeling that way at work. Every. Single. Day. This is why diversity and inclusion in recruitment isn't just a buzzword – it's a business imperative. As someone who's spent years in executive research and recruitment, I've seen firsthand the power of diverse teams. But here's the truth: attracting diverse talent is just the beginning. I remember when a client came to me, frustrated. "We're trying to hire diversely," they said, "but it's not working." Their mistake? They were fishing in the same old ponds. So, how do we shake things up? Here's what I've learned: 1. Cast a wider net: Look beyond your usual talent pools. Partner with diverse professional organizations. 2. Check your job descriptions: Are they truly inclusive? Words matter more than you think. 3. Diverse interview panels: Candidates should see themselves reflected in your team. 4. Blind resume reviews: Remove bias-triggering information like names and schools. 5. Showcase your commitment: Make your diversity initiatives visible on your website and social media. And hiring diverse talent means nothing if you can't retain them. Inclusion is where the real work begins. I once worked with a company that hired a diverse workforce but couldn't figure out why turnover was so high. The problem? They expected new hires to "fit in" rather than creating a culture where everyone could belong. To foster true inclusion: -> Mentor programs: Pair diverse employees with senior leaders. -> Employee resource groups: Give people a place to connect and be heard. -> Inclusive leadership training: Help managers understand and mitigate unconscious bias. -> Regular feedback: Create safe spaces for honest conversations about inclusion. -> Celebrate differences: Don't just tolerate diversity – embrace it! You should focus on creating a workplace where everyone can thrive, contribute, and feel valued. As leaders, it's on us to make this happen. It's not always easy, but it's always worth it. What's your experience with diversity and inclusion initiatives? #DiversityAndInclusion #RecruitmentBestPractices #InclusiveLeadership #WorkplaceCulture

Your competitors are winning with this Leading with inclusion is crucial. And it's not just a good idea. It's essential for modern business success. Embedding DEI into your business strategy is a game-changer. It drives innovation, improves decision-making, and gives you a competitive edge. Here's how to do it: 1) Center diversity in strategic planning. Include diverse perspectives to reflect a broad range of customers and employees. 2) Set measurable goals. Define DEI objectives and track progress using metrics like diversity in hiring and retention rates. 3) Foster an inclusive culture. Model inclusive behavior, normalize DEI discussions, and promote psychological safety. 4) Implement inclusive practices. Review and revise policies, diversify hiring practices, and offer inclusive benefits. 5) Invest in education and development. Provide DEI training and develop underrepresented talent through mentorship and leadership programs. 6) Measure and adapt. Use data analytics to track progress and seek feedback to refine your strategies. DEI is an ongoing journey. Commit to it, learn from it, and adapt as needed. Leading with inclusion is a continuous journey. Start today, in any position. Don't wait for permission or a title. Your actions will drive change. Your business will thrive because of it. What are your thoughts about this?

As a former staffing leader at Google and Nest Labs, I’m proud to have led the hiring of top engineers for Devices & Services while advocating for diversity. Diversity in hiring isn’t about filling quotas—it’s about expanding valuable talent pools, strengthening teams, and improving products to maximize impact. At Google, we set ambitious hiring goals, not to lower the bar, but to push ourselves beyond the usual pipelines (Apple, Meta, Amazon, etc.). This led us to uncover top talent from new universities, industries, and overlooked technical domains, including veterans with unique problem-solving experience. These efforts led us to rexamine our interview process. Were we assessing real skills or just looking for familiarity with our existing team? Case example: Product Design interview questions were unintentionally biased toward consumer electronics backgrounds, filtering out exceptional engineers from automotive, aerospace, and defense. By refocusing on essential skills, we unlocked a new talent pool—engineers who introduced fresh techniques that strengthened our hardware. It’s frustrating to see diversity efforts reframed as unmeritocratic. These programs weren’t about lowering standards; they were about raising them—ensuring Google truly hired the best. With AI advancing rapidly, diverse perspectives are more critical than ever. Has Google already forgotten the lessons of its 2015 photo app scandal? The cost of failing to build diverse teams will only grow in the AI era. How have diversity efforts shaped innovation in your industry? https://lnkd.in/ggkmEkJ5