Creating Inclusive Hiring Practices That Attract Diverse Talent

Why Inclusive Hiring Matters

Addressing Barriers to Entry

Organizations often have good intentions about hiring a more diverse workforce but fall short due to legacy systems and implicit biases that hinder equitable access. Inclusive hiring isn’t about checking a diversity box. It’s about creating real pathways to opportunity and bringing in voices that have historically been excluded.

When hiring practices are not inclusive, the result is often a workforce that lacks varied perspectives and experiences. This can perpetuate blind spots in decision-making and diminish organizational impact, especially in sectors that serve the public. Inclusive hiring is a foundational step toward building a more equitable workplace culture that reflects and serves the broader community.

Equity Starts With the Job Posting

Too often, job descriptions are written in ways that deter rather than attract diverse talent. For example, jargon-heavy language or excessive qualification lists may discourage qualified candidates who don’t see themselves represented.

Here are ways to make job postings more inclusive:

• Use plain, clear language.

• Eliminate non-essential qualifications.

• Highlight your commitment to diversity and inclusion.

• Emphasize skills and potential over credentials.

Including salary ranges and benefits transparency is another critical piece. Research shows that women and people of color are less likely to negotiate, so transparency helps level the playing field.

Broadening Where You Recruit

Relying on the same job boards and networks will likely yield the same candidate pools. To attract more diverse applicants, it’s essential to expand outreach to:

• Local community organizations

• Minority-serving institutions

• Job boards focused on underrepresented groups

• Professional affinity groups

Partnering with organizations rooted in the communities you want to reach can also help build trust and strengthen your recruitment pipeline.