Diversity and Inclusion in Recruiting: A Collection of Stories, Strategies, and Tactics

Right now, employers everywhere are emphasizing the importance of diversity and inclusion. We’re all hungry for practical ways to find, hire, and retain diverse talent. To us, that means attracting and welcoming people from a variety of backgrounds, views, and experiences.

Building a vibrant, high-performing workforce takes guts – it means purposely seeking out people who may not always agree. It means challenging one another to do and think differently. It means finding people who may not look alike or share similar experiences.

We want to be open and welcoming, and not only because it’s the right thing to do. Diverse workforces are winning workforces, leading to more innovation and revenue than less diverse peers. Like a puzzle, your workforce is a collection of the right people placed in exactly the right role. Individually unique, they are far more than the sum of their parts.

Here’s a collection of some of our favorite stories, strategies, and tactics for building a diverse and inclusive workforce. Read through to the end for our downloadable infographic, Decode Diversity: How to Recruit High-Performing Teams.


Building a Culture of Diversity and Inclusion
Seeking Diverse Skills, Experiences, and Voices
Promoting Parity for Women in the Workforce
Using Talent Tech to Build Diverse Workforces

Building a Culture of Diversity and Inclusion


What Do You Mean by ‘Diversity and Inclusion’ Initiatives? Get Started with Measurable Outcomes

The pressure is on. With everything going on in the world today, particularly in large cities, companies are on the line to say something; do something; change. That’s why corporate diversity and inclusion initiatives are popping up at your organization (hopefully), in your social feeds, and topping your inboxes.

Read on for areas to focus on and ways to track success.


Differentiating an Ethical Brand: How to Balance Profit with Purpose

We sat down with Chantell Cooper, Director of Talent Acquisition at Arbonne International, a leader in the beauty and wellness industry. It’s an industry that’s been hard-hit by global lockdowns. But that doesn’t mean Chantell has time to rest on her laurels. Chantell’s job is to sell Arbonne’s employer brand, not its products – and that’s a job that doesn’t take breaks.

Read on to see Cooper’s advice for differentiating your employer brand in challenging times.


How one CEO saved a brand and set the tone for the sports industry—in just 100 days

In 2018 the Mavs hit a low–and not in their basketball rankings. They found themselves in a media frenzy for what was happening in the corporate office. Fast forward to 2020 and they have set the NBA standard for diversity and inclusion. 

How’d they do it? Mark Cuban, Dallas Mavericks owner, recruited diversity and inclusion expert Cynthia Marshall to “save” their culture and ultimately their brand.  

Read on to learn how Marshall created a 100-day plan to turn the Mavericks around. 

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Seeking Diverse Skills, Experiences, and Voices


Hiring Military Veterans: 5 things to Start Doing Today

Serving active duty military and veterans has always been core to Enterprise Rent-A-Car’s DNA. In fact, Enterprise has branches on more than 70 U.S. military bases worldwide. While most companies weren’t named after aircraft carriers or founded by navy pilots, they do understand the value military veterans bring to the private sector.

Read on for our tips to making your company more attractive to veteran hires.

Three Key Priorities to Identify the Right Candidate

Despite huge advances in recruiting technology, our recruiting processes are slowing down. In fact, time to hire has increased by 30% in 5 years. Most of the time, line managers still rely on gut instinct to make hiring decisions. Why is this happening?

Read on to see how you can balance the three key priorities of talent acquisition: hiring effectiveness, recruitment efficiency, and candidate experience.


How to Source for Skills: An Interview with Talent Leaders

As furloughs and layoffs continue, more Americans find themselves looking for work outside their industry. For the recruiter, the influx of candidates complicates the sourcing process – a wider, more diverse set of candidates requires thoughtfulness.

To help recruiters manage applicants with mixed skills and experience, we interviewed the Director and Associate Manager of Talent Acquisition at iCIMS. Together, they have 33 years of experience in TA and have seen the market flux in every direction.

Read on to see their advice to today’s recruiters.


Get comfortable with the uncomfortable: A path to a sustainable diversity and inclusion program

We are more aware of how our behaviors impact our work environment. But is there a risk of diversity and inclusion being buzzwords that leaders put out there to remain relevant? What role should employers play in creating a diverse, inclusive environment? 

Read on for ways to build a sustainable D&I program within your organization. 

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Promoting Parity for Women in the Workforce


Women in Tech: How Employer Can Promote Hiring Inclusivity

If a man and a woman apply to the same job, the woman is 16% more likely to be hired. Yet women make up just 26% of all tech applicants – and 25% of all tech hires. We won’t come anywhere near close to hiring parity until men and women are applying in roughly equal numbers.

Read on for five simple ways to ignite positive change in your workplace.

The Woman Behind Recruiting’s Most Talked About AI Solution

Six years ago, Andreea Wade tweeted that she wanted to go on a hike. Three hours later, that tweet turned into an idea and into a branded event with 40 signups.

The group, StartUp Hiking, is a small line item on the list of Andreea’s many accomplishments – all of them greatly different from the next. The common thread in all those projects is Andreea’s hunger for solving problems.

Read on to learn how Andreea Wade went from frustrated candidate to startup success.

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Using Talent Tech to Build Diverse Workforces


How AI Helps Avoid Bias While Building Your Winning, Diverse Workforce

Bias starts in the hiring process. Teams will always have some level of bias in the way they attract and engage talent. It’s human nature. But it doesn’t end at the perspectives of your people. If the way you hire today looks like it did a decade ago, there is likely bias inherent in your process.

Read on to see how AI recruiting software can help you achieve greater workplace diversity.


Don’t Cancel Your Hiring Event. Take It Virtual.

For those still hiring during the pandemic, cancelling recruiting events may seem like your only choice. It’s not. In fact, pivoting to virtual career fairs creates the same level of interaction and engagement as an in-person event. There are even some benefits you may not have considered…

Read on for ways to get the most out of online recruiting events.


3 Ways to Reduce Bias in the Interview Process

When the subconscious is involved, so is bias—it’s only natural. That’s why the selection process and supporting your applicant tracking system are key for diversity. Not only is unbiased hiring our path to a more inclusive future of work, it’s the best way organizations can eliminate risk of overlooking their best-fit candidates.

Read on for actionable tips on identifying and reducing hiring bias with screening technology.


Why accessibility matters in your hiring software: A conversation with an accessibility engineer

More than one in four adults have a disability according to the CDC. This begs the question: how many qualified candidates miss out on jobs because they couldn’t apply? We sat down with an accessibility engineer to find out how hiring software is creating equal opportunity for everyone. 

Read on for ways to make your hiring process more accessible. 

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Interested in learning more? Check out our guide, Decode Diversity: How to Recruit High-Performing Teams. Get your copy here.

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