Recruiting a Diverse Workforce

1. Find the Right Schools

Consider public universities and community colleges comprising students from underrepresented groups and include non-traditional, “soft-skill” majors in your search

2. Provide Paid Internships

Candidates from underrepresented groups are less likely to seek out unpaid summer or internship opportunities

3. Stay Connected Pre- and Post- Internship

Assign a staff onboarding partner and mentor, invite intern alumni back for another internship and keep in touch with the university’s career center

4. Reach Out to Campus Groups

Host events with organizations like the Black Student Union and applicable fraternities and sororities

5. Consider Your Job Postings

Use inclusive and non-biased language, include a clear organizational values statement, and highlight how the institution contributes to social good

6. Look for “Culture-Add,” Not “Culture-Fit”

Pay attention to how candidates’ varied experience and backgrounds can enhance a workplace rather than directly reflect it

7. Develop a Peer Mentoring Program

Partner newer employees with more experienced staff to help all sides gain new skills, insights, and connections

8. Offer Smart Professional Development

Evaluate your pathways to promotion to ensure they foster inclusion and provide skill building—then feature them heavily in recruitment materials

9. Source Hiring Differently

Build relationships with organizations like Prospanica, TransCanWork, ALPFA, Jopwell, Fairygodboss, and ASCEND to help identify and screen candidates

10. Build a Strong Recruiting Team

Representatives from your company who share the same identity factors you’re looking for can build immediate rapport with candidates