Building a diverse workforce isn’t about ticking boxes or hitting targets—it’s about bringing together the best mix of people to make your business stronger, smarter, and more successful. Here are six top tips to help you create a hiring strategy that’s diverse, inclusive and, ultimately, effective.

1. Consider ditching the degree: Open up your entry points

Rigid entry requirements can be a diversity killer. Companies are waking up to the idea that you shouldn’t be so picky about where people have studied. But can you take this further and open your organisation to some incredible talent you would’ve otherwise missed? As one example, consider rethinking your grad program(s) and instead explore bringing on apprentices, trainees, and interns. You don’t have to reinvent the whole scheme from scratch, but consider opening up new avenues through which high potential young people with skills and enthusiasm can join.

2. Design work to fit a diverse workforce

Creating a more diverse workforce starts with how you design jobs. We’ve seen examples where a traditional demanding and multi-faceted role was split into two distinct ones, so that people with different needs, wants, and circumstances—like caregivers—had more chance of finding a job they’d love within the company.

Take a look at your job descriptions and the way you currently dictate how work gets done. Are you rigid or adaptable? And why is it that way? Offering part-time roles, condensed hours, job shares, or different shift patterns could help you attract talent that might have otherwise not even bothered applying.

3. Kick out the bias in your hiring process

We get it. This is easier said than done, but there’s a great return on investment. If the challenge of removing bias seems daunting, start by breaking it down into two categories: the things talent acquisition can control, and the things that are reliant on the rest of the business.

Talent acquisition is in control of removing jargon or gendered language from job ads and job descriptions. Look at the questions you’re asking and methods you’re using to screen, interview and assess candidates—are you assessing them fairly?

Then, of course, the biggest decision-maker in the hiring process is the hiring manager. They are the critical fork in the road on the diverse hiring journey. So, make sure they’re well-trained (and continually coached!) to spot and stop any sneaky biases—conscious or unconscious—from creeping in.

4. Tie DEI efforts to business goals

Diversity initiatives that are seen as “nice-to-haves” never get far. The best DEI efforts solve a business problem. If you don’t know the problem you’re ultimately trying to solve, go back and find out. And, no, “not enough female technology professionals” likely isn’t the problem. But, “we’re losing market share because a lack of intellectual diversity in our teams is holding back our ability to solve critical customer problems” might just be.

Flexing your commercial muscle might be new to some People and Talent leaders or it might seem unnecessary in the face of such a strong moral and ethical argument. But especially when economic times are tough or uncertain, doing the “right” thing, might start to mean different things to different people. You need to demonstrate that the “right”—as in, the fair, equitable, inclusive, and morally sound thing—is also the right thing in a financial sense.

If you want your DEI work to stick, make sure it’s solving a real business challenge. When it’s tied to the bottom line, it’s much more likely to get the backing it needs.

5. Get personal with your hiring campaigns

Trying to attract a diverse talent pool with generic ads? Unlikely. But you can crack the code by spotlighting a few of your employees in recruitment campaigns—the ones who represent the audience you’re aiming to connect with. Invest in tailoring the language and visuals used and places you advertise to ensure you’re being seen and heard by specific communities of candidates.

The key to a persona-based recruitment marketing approach is to use authentic, relatable stories that make people feel like they can belong in your team.

6. When it comes to benefits, one size doesn’t fit all

Perks and benefits should be as diverse as your candidate pool. To start with, if you’re not offering flexibility in how, when, or where work gets done, you’re probably shutting out some great candidates. Look at your benefits package, too—does it appeal to different family setups, cultures, or lifestyles?

Flexible work, different leave types for caregivers, or culturally inclusive holidays are initiatives used to good effect. If diverse candidates keep dropping out of the process, it might be time to tweak what you’re offering.

Conclusion

We could’ve called this article “6 top tips to be a better business”. Because, arguably, that’s what this is about. Diverse hiring isn’t about keeping HR happy—it’s about building a better, more competitive company. If you want to attract the best and brightest, you’ve got to rethink the way you hire. Be open, be flexible, cut the fuss, and make sure you’re solving real business problems.

If you’d like more information on how to design and implement practical diverse hiring strategies in your company, please get in touch with our team at Solve or click here for more information about the ways in which Solve can guide you and your teams toward a world-class TA function.