Many investors are now insisting on backing diverse or under represented founding teams, whilst others insist on a hiring policy that creates a diverse and inclusive workforce.

It's not just investors, consumers are becoming way more conscious of diversity in their purchasing trends for personal and professional purchases, both big and small ticket items.

So, how can you hire for diversity?

1. Check Where You're At

What is your current employee data showing you about unconscious bias in your company? When you map out your own company diversity, you'll likely see some racial or gender discrepancies in recent hiring.

Bias isn't simple to overturn, so it may be a good investment to take some or all of the team through diversity training to correct the outlook and hiring processes and policies. Have a process to review diversity data as you grow so you're always on track.

2. Create An Inclusive Environment

This is a big task, that's much easier for a startup than an established business.

Potential candidates from every background will check out your company reviews, branding, adverts and social presence as part of their decision making process. Seriously, do you look like a diverse business? If not it's time to make it happen cap'n

3.  Candidate Sourcing

It's not possible to cast an advert into the digital sea and hope you land a diverse workforce.

You need your internal talent team or external talent partner to take proactive steps. There are a raft of tools to create a digital talent maps, which can be used to shortlist across all backgrounds. A typical talent source will start with upwards of 2000+ potential candidates, (that number isn't a typo) and shortlist down to 3-6.

Whatever your shortlist looks like in terms of skill / experience and other important matching criteria, you'll know it's come from all possible backgrounds and represents true diversity.

4. Assess With Your Blindfold On

Many people have a tendency to align themselves with people who are 'like' them.

When shortlisting, the recruiting team need to check against specific skills / experience / competencies that lead to those in the shortlist having the qualifications for the role. "Culture" fit is important but define what that means.

I've heard the same thing a number of times "this person felt right for the role". Feelings are subjective and this is always based on a personal, biased view.

We choose a Job Fit Survey for our clients that is essentially blind to background, giving the green light to shortlisting without any hint of bias.

The Best Performers Within Your Culture

Diversity recruiting is a challenge for startups and established companies. Your ultimate goal should be to hire the people who will be the very best performers within the company culture. These tips should help you get things in order and make diversity recruiting a part of what makes your business great.

For a further look into how we hire for diversity, see our Introduction