Diversity Hiring Checklist

Establish measurable objectives for improving representation across gender, ethnicity, disability, and veteran status

Analyze existing team composition to identify underrepresentation gaps and set targeted improvement benchmarks

Ensure hiring diversity targets support the broader organizational diversity, equity, and inclusion strategy

Present the business case for diversity hiring to leadership and obtain commitment for necessary budget and tools

Review all job postings to remove gendered terms, unnecessary requirements, and language that may deter diverse candidates

Remove inflated experience requirements and degree mandates that disproportionately screen out underrepresented groups

Distribute openings on platforms that reach underrepresented communities such as Jopwell, PowerToFly, and AbilityLinks

Add a genuine and specific commitment to diversity and inclusion in every job posting beyond the standard EEO clause

Build relationships with groups like NSBE, SHPE, Women in Tech, and other organizations serving underrepresented professionals

Participate in recruiting events specifically designed to connect employers with diverse talent pools

Create pipeline programs targeting students from HBCUs, HSIs, and community colleges

Provide training on reducing bias in candidate outreach and expanding sourcing beyond traditional networks

Use consistent questions and evaluation criteria for all candidates to reduce the impact of unconscious bias

Ensure interview panels include members from different backgrounds, genders, and levels within the organization

Require all hiring team members to complete unconscious bias training before participating in the interview process

Regularly analyze pass-through rates at each hiring stage by demographic group to identify potential bias points