Hiring • 8 MIN READ
Diversity Hiring: 10 Evidence-Based Strategies That Actually Work
MAY 20, 2026
Increasing representation in hiring requires systemic changes, not symbolic gestures. Here are the interventions with the strongest evidence base.
Strategies 1-5: fixing the pipeline
Remove unnecessary degree requirements from job descriptions: research shows this significantly increases application rates from underrepresented groups without reducing quality. Audit your sourcing channels for diversity, since different job boards and networks reach different demographics, and expand to channels that reach underrepresented communities. Use gender-neutral language in all job adverts, removing words like 'competitive', 'assertive', and 'dominant' that research has shown deter women applicants. Post salary ranges in all job adverts to remove pay negotiation dynamics that disadvantage underrepresented groups. Partner with organisations that support underrepresented talent, including career returners, those leaving the armed forces, and graduates from non-traditional educational backgrounds.
Strategies 6-10: fixing the process
Use structured, scored interviews for all hires above a minimum level: they have been shown to reduce demographic bias significantly compared to unstructured interviews. Require diverse shortlists before interview: mandating that at least one underrepresented candidate reaches the interview stage prevents the self-fulfilling prophecy of 'we could not find any diverse candidates'. Conduct calibrated hiring decisions where a diverse panel reviews the scores before an offer is made. Track representation at each stage of the recruitment funnel by demographic group to identify where attrition is concentrated. And critically, measure the performance and retention of hires by demographic group to verify that diverse candidates are genuinely performing well, not just being added to the numbers.
