Key takeaways:
- Build the foundations for inclusive recruiting: Inclusive hiring starts with clear diversity goals, outreach that reaches beyond traditional channels, and job descriptions that use inclusive language. Strong leadership support, and a clear understanding of how diversity drives business outcomes, are also critical to making these efforts successful.
- Ensure alignment between DEI and talent teams: DEI and talent acquisition leaders need to work closely together to connect recruiting strategies with broader business priorities. Consistent communication, shared metrics, and clear accountability help both teams stay aligned while allowing room to refine strategies as needs evolve.
- Develop diverse slate requirements: Creating diverse candidate slates requires coordination across recruiters, hiring managers, DEI leaders, and executive leadership. Organizations should broaden sourcing channels, define measurable goals, build diverse interview panels, and tailor outreach efforts to connect with different communities.
Organizations increasingly recognize that strengthening diversity, equity, and inclusion (DEI) within hiring processes is essential for attracting talent from historically underrepresented groups.
During a Board.org leadership panel on how DEI and Talent Acquisition teams can partner to drive recruiting success, Board Members shared how organizations can embed inclusive hiring practices across their operations.
Below are several insights they discussed on how companies can open their recruiting processes to broader and more diverse talent pools.
1. Build the Core Foundations for Inclusive Recruiting
Paul Hamilton, Former Director of Talent Acquisition at LCBO and DEI Board alumnus, emphasized that inclusive recruiting requires clear accountability and visible commitment from leadership.
He outlined several key elements organizations should establish for effective inclusive recruiting:
- Define diversity goals clearly and communicate them across the organization.
- Partner with diverse communities and experts to expand sourcing beyond traditional channels.
- Use inclusive language in job postings, leveraging tools such as Textio to reduce bias and attract a wider range of candidates.
Paul also stressed that these efforts must be reinforced from the top down, with your C-suite understanding the business benefits of diversity beyond just fostering a positive culture
“It’s imperative that your leadership team understands the importance of having an inclusive organization and what that means to the bottom line,” Paul said. “Not just in terms of good culture, good people, and community, but there’s a real element to improving your bottom line in terms of total productivity.”
“It’s imperative that your leadership team understands the importance of having an inclusive organization and what that means to the bottom line.”
— Paul Hamilton, Former Director of Talent Acquisition at LCBO and DEI Board alumnus
2. Align DEI and Talent Acquisition Teams to Achieve Larger Organizational Goals
Board Members also highlighted the importance of strong alignment between DEI leaders and talent acquisition teams with larger organizational goals.
Carolyn Larson, Senior Program Manager of Recruitment Marketing and DEI at C.H. Robinson, emphasized that both groups must share a common vision when defining strategies and measuring outcomes.
“A team is only as strong as its individuals,” Carolyn said. “If we can bring stronger people on to assist, make recommendations, and provide feedback, we’re going to provide a better experience and have a more successful strategy.”
She noted that organizations must ensure strong ideas translate into real execution, and that teams remain flexible enough to adjust their approach as business needs evolve.
“If we can bring stronger people on to assist, make recommendations, and provide feedback, we’re going to provide a better experience and have a more successful strategy.”
— Carolyn Larson, Senior Program Manager of Recruitment Marketing and DEI at C.H. Robinson
Carolyn also emphasized the success her team at C.H. Robinson experienced with consistent communication, alignment, and accountability. She added that they strategically plan roadmaps while leaving room to adjust priorities when needed.
3. Create Diverse Slate Requirements to Elevate Your Inclusive Recruiting Initiatives
Kim Hawkins, Vice President and Diversity, Equity, and Inclusion Recruiting Program Manager at U.S. Bank, discussed how diverse slate requirements should be developed through collaboration across recruiting teams, hiring managers, DEI leaders, and executive stakeholders.
She highlighted the importance of expanding sourcing channels, establishing measurable targets, and building diverse interview panels to mitigate bias.
“Having that strategy conversation before the position even opens up and knowing what your workforce demographics are is key,” Kim said. “You must know where your opportunities are and ensure that you’re collaborating with those internal stakeholders and setting measurable targets.”
“Having that strategy conversation before the position even opens up and knowing what your workforce demographics are is key.”
— Kim Hawkins, Vice President and Diversity, Equity, and Inclusion Recruiting Program Manager at U.S. Bank
Paul expanded on this and emphasized that that accountability for diverse candidate slates should be shared across leadership, DEI leaders, hiring managers, and recruiting teams.
“In terms of a DEI officer or director, they should be doing spot checks on interview slates or candidate slates to ensure that there’s compliance in terms of the overall goal,” Paul said.
He also emphasized the importance of engaging with non-traditional talent pools and tailoring recruitment strategies to resonate with diverse communities.
“For example, if you’re trying to recruit indigenous talent, it’s important that you reach out to an indigenous community,” Paul added. “Sit down with them to understand what will work in terms of attracting that segment of the population. Do it for all the different groups that you’re trying to target as part of your sourcing strategy and make sure that they have visibility the way they want to see in the job postings.”
“If you’re trying to recruit indigenous talent, it’s important that you reach out to an indigenous community. Sit down with them to understand what will work in terms of attracting that segment of the population.”
— Paul Hamilton, Former Director of Talent Acquisition at LCBO and DEI Board alumnus
Carolyn added that hiring managers play an essential role in demonstrating their commitment to diversity early in the hiring process and highlighted their unique opportunity to showcase their management style early in the recruitment process.
She explained that managers have a unique opportunity to shape candidate perception, so it is imporsatnt to involve hiring managers in sourcing efforts and their engagement with various organizations to demonstrate their commitment to candidates.
“They play such a unique part of the process that I think sometimes they can forget that they have the ability to play a big part in our sourcing and our ability to create that diverse slate and create that diverse pipeline long term,” Carolyn added.
Learn More Best Practices for Building Inclusive Recruiting Practices With Your Peers
Embedding inclusive hiring practices across an organization requires strong collaboration between leaders across HR, talent acquisition, and the business.
By aligning DEI and talent acquisition efforts with broader organizational goals and leveraging diverse sourcing strategies, companies can connect with talented candidates from a wider range of backgrounds.
If you’re looking for additional insights on how to strengthen inclusive recruiting practices, consider joining the DEI Board where our Board Members meet weekly to benchmark their strategies.
Learn how membership in our community can support your organization’s DEI-focused recruiting initiatives.
