How to Ensure Workplace Diversity Through Recruitment

While employees worldwide strive for a more inclusive, diverse, and equitable job market across gender, sexuality, religion, and ethnicity, the highest-ranking politician in the United States is taking a different stance.

The U.S. President has placed diversity officers on leave after revoking executive orders designed to promote diversity and protect the rights of LGBTQ+ individuals and ethnic minorities.

Despite these opposing forces, we continue to advocate that workplace diversity remains a key priority – perhaps now more than ever due to the ongoing debate.

Ali E. Cevik, CEO of HR-ON, emphasizes this point:

If creating a diverse workplace is on your agenda, read on for five actionable tips on ensuring diversity through recruitment.

But first, let’s define three essential terms central to this topic. These terms are commonly known by the acronym DEI, which stands for diversity, equity, and inclusion.

• What is ‘diversity’? Diversity refers to differences, including backgrounds, perspectives, and experiences
• What is ‘equity’? Equity means providing equal opportunities for individuals to develop based on their unique needs and circumstances
• What is ‘inclusion’? Inclusion ensures everyone feels valued, respected, and included within a community or organization

DEI is a well-known concept at Develop Diverse, a software company that has developed an AI tool designed to detect language that are biased, stereotypical, or cliché-filled in job postings.

This tool helps companies become more aware of their language and make it more inclusive. By replacing specific words with neutral alternatives, companies can appeal to a broader and more diverse talent pool without unintentionally discouraging potential applicants.

You might also like: Unconscious Bias in Recruitment and How to Remove It? (6 easy methods)

DEI is essential for fostering a fair and dynamic work environment.

When companies actively work toward inclusivity – ensuring that employees of all backgrounds feel valued and heard – it enhances overall well-being and engagement. This, in turn, strengthens the workplace, leading to better performance and innovation.

Investing in DEI isn’t just an ethical decision – it’s a strategic move that benefits your workforce, bottom line, and company reputation.

A team comprising individuals with varied backgrounds – professionally and culturally – brings multiple perspectives to the table. This leads to better decision-making, increased innovation, and a workplace culture where creativity thrives, ultimately benefiting the company with stronger results.

Research shows that organizations that prioritize diversity are more successful at attracting and retaining top talent—a key competitive advantage in today’s evolving job market.

HR-ON’s CEO, Ali E. Cevik, echoes this sentiment:

Want to build a diverse workplace? Start with recruitment. This is where you lay the foundation for a diverse and inclusive workforce. Here are five practical tips to implement in your following hiring process:

1. Use Inclusive Language in Job Postings

The first step is to take a look at the language in Job Postings. Small changes in job postings can make a big difference in who feels encouraged to apply.

• Avoid vague language: Be specific when describing job responsibilities and skills. Phrases like “attention to detail” or “critical thinking” can be unclear – instead, specify what they actually entail
• Use inclusive language: Avoid biased, stereotypical, and cliché-filled expressions. Research shows that words have a significant impact on who applies for a job – and who doesn’t, even if they are qualified
• Eliminate rigid requirements: Focus on skills rather than formal qualifications like university degrees. Instead, describe what is essential for success in the role
• Use technology: AI tools like the one from Develop Diverse (which you can access through HR-ON’s integration) make it easy to create job postings that attract a broader pool of candidates – so you receive applications from a more diverse range of people, not just those who resemble yourself.

If you’re used to using AI to write job postings, there’s good reason to carefully review the text. According to Develop Diverse, a job posting written by AI tends to be more biased than one written by humans.

2. Implement Blind Recruitment

Once applications start coming in, step two is blind recruitment. As discussed in our previous blog post, blind recruitment minimizes unconscious bias by removing identity markers such as ethnicity, age, and gender from resumes and applications before they reach the hiring team.

Research shows that people tend to hire candidates who resemble themselves. Blind recruitment helps counteract this tendency, ensuring hiring decisions are based on qualifications rather than implicit biases.

3. Assemble a Diverse Hiring Team

Speaking of hiring teams, tip number three is to build a recruitment panel composed of individuals with diverse backgrounds. This approach fosters a more well-rounded perspective when evaluating candidates.

A diverse hiring team is more likely to recognize a broader range of talents and assess applicants fairly. It also strongly signals job seekers about your company’s commitment to diversity and inclusion.

4. Communicate Your Company’s DEI Values

Beyond recruitment, your employer branding should reflect your commitment to diversity. Make sure your company website and social media channels highlight DEI initiatives.

Prospective applicants often research companies before applying, so ensure your website showcases your values. Include photos and videos of employees, share testimonials, and create content that gives potential candidates a genuine look into your inclusive workplace culture.

You might also like: What Does Diversity, Equity, and Inclusion Mean? – Your Company Is Like “A Box of Chocolates”

5. Cultivate an Inclusive Workplace Culture

Creating an inclusive culture extends beyond the hiring process. It requires continuous effort to ensure all employees feel welcomed and supported.

This could mean diversifying workplace events – offering alternatives to traditional alcohol-heavy gatherings – or implementing practical measures such as ensuring accessibility for employees with disabilities, providing hygiene products in restrooms, or designating quiet spaces for reflection and relaxation.

By following these steps, you can make meaningful progress toward workplace diversity through recruitment.

You might wonder if diversity still matters in 2025. Is prioritizing diverse recruitment always the best approach? Some might question whether blind recruitment eliminates bias or inadvertently removes essential nuances. How do we ensure that diversity initiatives create real value rather than becoming a mere checkbox exercise?

These are critical questions to consider when working towards a truly inclusive workplace.

That’s why diversity efforts must be intentional and well-executed – when done right, they result in more substantial teams, better decision-making, and a workplace where everyone can thrive and perform at their best.

You might also like: Want to Hire a Silver Worker?

We have partnered with Develop Diverse to help our clients improve workplace diversity through recruitment. With this integration, you can write your job ad as usual in HR-ON Recruit and then use Develop Diverse’s AI tool to refine it for inclusivity.

Additionally, we’re hosting a webinar on 5 March 2025, at 2 PM CET, in which Ali E. Cevik (CEO of HR-ON) and Pil Byriel (CEO of Develop Diverse) will discuss “Beyond the Checkbox: How to Recruit for Real Diversity.” The webinar is free – sign up here. If you miss the date, you can also watch it on-demand.

By prioritizing diversity in recruitment, you are investing in a more substantial, innovative workplace for the future.