Top 10 Diversity Recruiting Strategies for 2025

Diversity in hiring isn’t just a goal - it’s a necessity for companies that want to stay competitive. Research consistently shows that diverse teams make better decisions, drive innovation, and improve business performance. A McKinsey report found that companies in the top quartile for ethnic and gender diversity are 35% more likely to outperform their peers in profitability. Yet, despite growing awareness, many organizations still struggle to build truly diverse workforces.

One of the biggest challenges? How to recruit diverse candidates! Many hiring teams rely on the same talent pools, unintentionally reinforcing homogeneity. Others focus on hiring diverse talent but lack the right strategies to attract, evaluate, and retain them effectively.

This is where structured diversity recruiting strategies come into play. In this blog, we’ll break down 10 actionable diversity recruiting strategies that companies can use to make their hiring processes more inclusive, effective, and sustainable. Read on!

What is Diversity Recruiting and Why It Matters?

Diversity recruiting is the process of intentionally seeking and hiring candidates from different backgrounds, experiences, and perspectives—including gender, age, race, geographic location, disability status, and career returnees—to create a more inclusive workforce. It’s not just about meeting quotas - it ensures fair access to opportunities and helps companies build stronger, more dynamic teams.

A well-executed diversity recruiting strategy offers several benefits:

• Access to top talent - Expanding diverse hiring practices beyond traditional talent pools brings in skilled candidates who may have been overlooked.
  
  
• Stronger innovation and problem-solving – Teams with diverse perspectives generate more creative solutions and better decision-making.

• Higher employee engagement and retention – Inclusive workplaces foster a sense of belonging, reducing turnover rates.

• Improved business performance – Companies with inclusive cultures tend to be more innovative, adaptable, and better positioned for long-term success. A diverse workforce brings varied perspectives that contribute to smarter decision-making and stronger overall performance.

• Compliance with equal employment laws – Proactively building diverse teams helps meet regulatory requirements and avoids potential legal risks.

• Stronger employer brand – Job seekers prioritize diversity when choosing employers, making inclusive hiring a competitive advantage.

‍Top 10 Diversity Recruiting Strategies

‍A strong diversity recruiting strategy goes beyond intent—it requires structured, proactive diverse hiring practices to attract, assess, and hire candidates from diverse backgrounds. Below are 10 proven strategies that help organizations build more inclusive hiring processes and expand their talent pipeline.

‍1. Set Clear Diversity Hiring Goals

‍To make real progress, companies need specific, measurable goals for diversity hiring. Instead of broad commitments, set clear targets, such as increasing hires from underrepresented groups in leadership roles by a certain percentage within a defined timeframe.For example, a tech company might aim to increase women hires in engineering roles by 25% within a year. Use hiring data and workforce demographics to assess gaps and track progress. Regularly review these goals and adjust strategies based on hiring trends and outcomes.

‍2. Expand Sourcing Channels

‍Relying on the same job boards and recruitment networks often leads to the same talent pools. To attract diverse candidates, companies need to actively broaden their sourcing efforts by:

• Partnering with diversity-focused recruitment agencies that specialize in placing candidates from underrepresented groups.
• Engaging with women-in-tech networks, HBCUs, veterans’ organizations, disability employment programs, returnship programs for professionals re-entering the workforce, and initiatives that support hiring across different age groups and geographical locations.
• Leveraging employee referral programs that encourage current employees to refer diverse candidates.

A retail company looking to improve representation in leadership roles, for instance, could collaborate with professional groups focused on women in leadership to tap into new talent pools.

‍3. Write Inclusive Job Descriptions

‍The language used in job postings can unintentionally discourage diverse candidates from applying. Research shows that certain words and phrases may signal bias. For example, words like "rockstar" or "competitive environment" can be perceived as male-coded, while excessive job requirements may discourage women and minority candidates from applying.To make job descriptions more inclusive:

• Use neutral, straightforward language that focuses on skills rather than personality traits.
• Avoid listing unnecessary requirements—focus on the core skills needed for the role.
• Clearly state your company’s commitment to diversity and inclusion.

Using AI-based job description analysis tools can also help flag biased language and suggest more inclusive alternatives.

‍4. Standardize the Interview Process

‍Inconsistent interview methods can introduce bias and lead to unfair evaluations. To ensure a level playing field:

• Use structured interviews, where all candidates are asked the same set of questions based on the job’s core competencies.
• Develop a scoring rubric to evaluate responses objectively rather than relying on subjective impressions.
• Train interviewers on bias awareness and how to assess candidates based on skills, not personal affinity.

For instance, instead of open-ended questions that can lead to biased judgments, a structured question could be:"Tell me about a time you had to collaborate with a diverse team. How did you handle challenges?"

‍5. Implement Blind Resume Screening

‍Unconscious bias can start at the resume review stage. Blind screening removes identifying details such as names, photos, and addresses, allowing recruiters to focus purely on qualifications and experience.Using AI-powered applicant tracking systems (ATS) or structured resume evaluation tools can help ensure a fair screening process. Companies like Unilever and Google have adopted blind hiring practices to improve diversity in their hiring pipeline.

‍6. Leverage Technology for Fair Hiring

‍AI and machine learning can help reduce bias in hiring when used correctly. Automated resume screeners, video interview assessments, and skill-based tests can provide objective insights into candidate abilities.However, it’s crucial to audit AI hiring tools to ensure they don’t reinforce existing biases. For instance, Amazon scrapped an AI hiring tool after it was found to favor male candidates for technical roles. Companies should use bias-checking software and regularly assess algorithms to maintain fairness.

‍7. Build a More Inclusive Employer Brand

‍A company’s employer brand plays a significant role in attracting diverse talent. If a company lacks visible diversity or inclusivity in its branding, candidates from underrepresented groups may feel discouraged from applying.To create a more inclusive employer brand:

• Feature employee testimonials from diverse team members.
• Highlight diversity initiatives and employee resource groups (ERGs) on your careers page.
• Ensure that your website and marketing materials reflect diverse representation.

For example, companies like Microsoft and Salesforce actively showcase their diversity efforts through employee stories and inclusion-focused branding.

8. Provide DEI Training for Hiring Teams

‍Even with the best hiring strategies, biases can still influence decisions if recruiters and hiring managers aren’t properly trained. DEI training should focus on:

• Recognizing and mitigating unconscious bias.
• Conducting fair, skills-based evaluations.
• Understanding cultural competency and the challenges faced by underrepresented candidates.

Ongoing training ensures that inclusivity becomes a core part of the hiring process and trains on how to recruit diverse candidates. 

‍9. Focus on Retention Alongside Recruitment

‍Diverse hiring is only the first step, retaining them is just as important. A workplace that lacks inclusivity and growth opportunities will struggle to keep diverse talent.Retention strategies include:

• Establishing mentorship and sponsorship programs to support career growth.
• Creating employee resource groups (ERGs) where diverse employees can connect and share experiences.
• Ensuring leadership opportunities are accessible and encouraged for diverse employees.

For example, companies like Intel and Accenture have dedicated mentorship programs to support women and minority employees in leadership development.

‍10. Seek Expert Guidance for Diversity Hiring

‍Diversity hiring comes with challenges that require specialized knowledge and experience. Bringing in external experts can help companies identify gaps, refine hiring strategies, and ensure lasting impact. Expert guidance can be beneficial in several ways:

• Auditing hiring processes – Identifying areas where bias exists in sourcing, screening, and interviewing.
• Developing inclusive job descriptions – Ensuring language attracts diverse candidates rather than unintentionally discouraging them.
• Expanding diverse hiring pipelines – Connecting organizations with underrepresented talent through specialized networks.
• Providing DEI training – Equipping hiring teams with the skills to evaluate candidates fairly and create an inclusive hiring experience.
• Improving retention strategies – Advising on mentorship programs, leadership development, and workplace policies that support long-term diversity efforts.

Companies struggling to meet their diversity hiring goals can benefit from working with experts who have deep experience in inclusive recruitment. Whether it's refining hiring criteria, improving employer branding, or implementing unbiased evaluation methods, expert support can accelerate progress and make DEI hiring efforts more effective.‍

How Can Stellaspire Help You With Diversity Recruiting?

While having the right strategies in place is essential, implementing them effectively can be challenging; especially when it comes to finding and hiring top diverse talent. This is where Stellaspire comes in. Stellaspire, a women-led recruitment consultancy, specializes in diversity placements, helping organizations connect with highly qualified candidates from underrepresented backgrounds.Stellaspire’s approach includes advanced technical screening by industry experts and access to a global network of pre-vetted candidates. Our consultative services can help your organization improve hiring efficiency, increase interview-to-hire ratios, and build a stronger, more diverse leadership pipeline. Partnering with experts like Stellaspire ensures your DEI efforts are both strategic and impactful. Reach out for expert guidance, tailored recruitment solutions, and access to a global network of top-tier female talent. Let’s build a more diverse and inclusive future together!