Diversity in the workplace can often start and end with the talent acquisition team, especially in small and growing organizations.

Building a diverse talent pool is one of the hardest challenges facing talent professionals, especially in highly technical fields, where 73% of the working population are male, and 62% of workers are white. While I could go on all day about the reasons why these numbers do not surprise me at all after working in the tech space for any length of time, the purpose of my post is to help.

Therefore, here are five methods for increasing diversity in your talent pool, regardless of where you are at in building out your talent processes:

1. Mix It Up with Diverse Sourcing

Shake up your recruitment game by exploring diverse sourcing channels. Think beyond traditional job boards and tap into specialized platforms, diversity-focused events, and partnerships with organizations championing diversity.

For example, there is a tech inclusion conference annually that brings together tech industry leaders and advocates to discuss and promote diversity and inclusion in the technology sector, and even a conference specifically designed to support and empower black women entrepreneurs in the tech industry, called Black Women Talk.

2. Go Blind for Fair Recruitment

Level the playing field with blind recruitment processes. By anonymizing candidate information during screening, you can focus solely on skills and qualifications, reducing bias in the selection process.

You can do this for your organization by removing identifying information from resumes that come through, such as the candidate's name, gender, age, and other personal details to anonymize the resume screening process. This helps eliminate unconscious bias, while having structured interview processes and a focus on skills and experience can help weed out hidden discrimination throughout the entire hiring process.

3. Showcase Your Inclusive Side

Let your employer brand shine with a spotlight on diversity and inclusion. Highlight your company's commitment to diversity, showcase diverse employee stories, and share your support for underrepresented groups to attract a diverse talent pool.

One way we do this at my company is by including a diversity statement in every single job posting, encouraging women and minorities to apply even if they do not check off every single box listed under qualifications. So many of my candidates have personally thanked me and provided positive feedback about this messaging.

4. Diversity Training for All

Empower your team with diversity and inclusion training. From hiring managers to interviewers, ensure that everyone involved in the recruitment process is equipped to recognize and address unconscious biases, fostering a more inclusive hiring environment.

This can be done in house with your human resources department, but if you are growing and don't quite have the resources to build your own, it is better to outsource and pull in a third party than wait and hope it is not needed. It is ALWAYS needed.

5. Community Connections Matter

Build bridges with diverse communities and organizations. Engage with underrepresented talent pools through events, sponsorships, and mentorship programs. By actively connecting with diverse candidates, you not only broaden your talent pipeline but also demonstrate your dedication to diversity.

With these tips in your toolkit, you're well-equipped to boost diversity in your talent acquisition efforts. Embrace inclusivity, celebrate diversity, and watch your recruitment initiatives flourish.

Let's make the workplace a more diverse and welcoming place for everyone.

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