How to Hire a More Diverse Workforce: Practical Steps for Hiring Managers

Strategies to Attract, Recruit & Retain Diverse Talent

Diversity in the workplace isn’t just a tick-box exercise—it’s a business advantage. Companies with diverse teams are more innovative, perform better, and are more attractive to top talent. But despite best intentions, many hiring managers still struggle to embed true inclusivity into their recruitment processes. So, how can you ensure your hiring practices support and attract diverse talent?

1. Rethink Your Job Descriptions

Language matters. Biased wording can unintentionally discourage certain groups from applying. Avoid gender-coded language (e.g., ‘assertive’ or ‘competitive’) and unnecessary requirements that exclude capable candidates. Instead, focus on skills, competencies, and growth potential. Tools like gender decoder apps can help make job adverts more inclusive. Additionally, clearly stating your commitment to diversity and inclusion within the job advert can encourage a broader range of applicants to apply.

Actionable Steps:

• Use tools like Applied or Textio to scan for biased language.
• Remove unnecessary ‘must-haves’—focus on essential skills.
• Clearly state flexible working options.
• Avoid jargon and corporate speak that may alienate certain candidates.

2. Broaden Your Talent Pool

If you always hire from the same networks, you’ll get the same types of candidates. Proactively engage with diverse job boards, community organisations, and industry groups that support underrepresented talent. Encouraging employee referrals from diverse backgrounds can also help widen your talent reach.

Actionable Steps:

• Partner with diversity-focused job boards and talent networks.
• Actively promote roles in underrepresented communities.
• Encourage diverse employee referrals with internal incentives.
• Engage with universities and apprenticeship programs that support diverse talent.

3. Expand Where You Advertise

If you’re advertising in the same places, you’re reaching the same people.

To build a more diverse candidate pool:

• Use UK-based job boards that support underrepresented groups: BYP Network (Black Young Professionals), Evenbreak (disabled talent), Women in Tech UK, and Inclusive Hires.
• Work with local networks and organisations like Prince’s Trust, Code First Girls, and Career Ready UK to connect with diverse early-career talent.
• Proactively headhunt diverse candidates—don’t just wait for applications. Reach out to potential candidates and engage with diverse LinkedIn groups.
• Make sure your careers page is inclusive—use real employee stories and images that reflect diversity in your business.

4. Structure Your Hiring Process

Unconscious bias can creep in when decisions are made on ‘gut feel.’ Implement structured interviews with standardised questions and clear scoring criteria to ensure fairness. Use diverse interview panels to gain different perspectives and reduce bias.

Additionally, consider using skills-based assessments and anonymised CV reviews to ensure candidates are evaluated purely on their capabilities. Introducing AI-driven recruitment tools that help remove bias can further support objective hiring decisions. Encourage hiring managers to receive regular training on fair and structured interviewing techniques, ensuring they are aware of potential biases and how to mitigate them.

Actionable Steps:

• Standardise interview questions and create structured scorecards.
• Use diverse interview panels to reduce one-dimensional decision-making.
• Implement anonymised CV screening.
• Train hiring managers on unconscious bias and inclusive interviewing.

5. Offer Flexibility & Accessibility

Rigid work arrangements can be a barrier to diversity. Consider flexible working options and make sure your hiring process accommodates candidates with disabilities—this includes offering alternative interview formats and ensuring accessibility in job applications.

Actionable Steps:

• Offer remote and hybrid working options where possible.
• Ensure your application process is accessible for all candidates.
• Provide interview questions in advance for neurodivergent candidates.
• Offer different application formats to accommodate various needs.

6. Keep Improving – Track, Learn, Adjust

• Collect diversity data at each hiring stage—identify where candidates drop out and assess potential barriers.
• Ask for candidate feedback—was the process inclusive? Did they feel encouraged to apply? What could be improved?
• Challenge ‘culture fit’ thinking—instead, focus on: how will this person add to our team?
• Set measurable diversity goals—move beyond vague commitments and define clear, specific hiring targets.

Actionable Steps:

• Track and analyse candidate demographics throughout the hiring funnel.
• Gather anonymous feedback from candidates about their experience.
• Adjust your recruitment strategies based on data insights.
• Set and review internal diversity hiring targets annually.

7. Build an Inclusive Culture

Creating an inclusive workplace means embedding diversity into everyday culture.

Here’s how you can make it stick:

• Train leaders on inclusive leadership—managers should know how to support diverse teams.
• Create safe spaces for discussion—encourage employee resource groups and open forums.
• Ensure progression is fair—review promotion data to identify gaps in representation.
• Celebrate diversity—highlight diverse voices and perspectives in company updates and events.
• Act on feedback—regularly check in with employees on their experience and be open to change.

Final Thoughts

Creating a diverse workforce doesn’t happen by chance—it takes intentionality, action, and a willingness to improve. Small changes in your hiring process can make a big impact, leading to stronger, more inclusive teams.

What’s one change you’ll implement today?

Need support with inclusive hiring? Let’s chat—Sarah McKenna HR is here to help.

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