How to Use DEI Hiring to Create a Strong Team
Diversity hiring focuses on fairness—moving past old habits to build teams that include everyone. Companies aim for skilled groups, and research from McKinsey shows diverse teams perform better—35% higher profits with varied backgrounds and 15% more with balanced genders. Here are six clear ways people can use diversity, equity, and inclusion (DEI) hiring to improve their workforce.
- Write Job Ads That Welcome All
Job postings with strong words such as “aggressive” or “bold” can push some away—people should use neutral terms instead. Adding a short note about values, such as “Everyone belongs here,” draws in talent who might otherwise pass. One team rewrote an ad this way and saw more varied applicants step up. - Reflect Diversity in the Process
When the hiring team all looks the same, candidates might leave—thinking the job won’t fit them. People should include different voices at every stage, from first talks to final decisions. One company changed its all-similar panel, and more offers went out because candidates saw a true mix. - Teach Fairness to Avoid Mistakes
Everyone has habits that tilt their choices—people might favor someone without realizing why. Training on fairness helps spot those errors; using resumes without names focuses on skills alone. One leader tried this yearly and found it stopped them from picking based on first impressions. - Keep Interviews Even for Everyone
Casual talks can wander—people should ask the same questions of each person instead. Sticking to a set list avoids unfair surprises. One worker used this method in a hiring round, judging answers only, and it kept things equal and clear for all. - Grow a Place Where All Feel Good
Hiring isn’t enough—a welcoming workplace matters too. People can encourage open conversations or hold events about inclusion. One group’s meeting on fairness lifted spirits—Great Place to Work says fair places make workers 9.8 times more eager to stay. - Check Progress with Numbers
Guessing won’t show if hiring works—people should track who joins their team. Tools that count backgrounds or roles help spot gaps. One leader used this to see their group’s balance and made changes that brought in stronger talent.
This approach builds real strength. Diverse teams bring new ideas—Deloitte finds 83% of younger workers try harder when included. Fewer people leave when they feel valued, and Glassdoor notes 67% of job seekers look for this fairness. Laws such as Title VII or the ADA remind people to avoid favoring one group—tracking data keeps it honest. Anyone can start—adjust an ad, teach fairness, ask steady questions—and build a team that lasts and succeeds!