The Surprising Truth About Inclusive Hiring
Why Most Diversity, Equity and Inclusion Hiring Strategies Fail
Inclusive hiring is big business. Companies spend millions on programs, partnerships, and tools promising better inclusion and representation. But let’s be honest: most DEI hiring strategies are outdated, ineffective, and fail to deliver real results.
If your company is using a “set-it-and-forget-it” diversity outreach program that simply posts jobs in more places, you are not driving meaningful change. Real inclusive hiring requires strategy, accountability, and actual connections to underrepresented talent.
On top of this, diversity, equity, and inclusion have recently sparked controversy, with critics misrepresenting or misunderstanding these principles. In extreme cases, DEI has even been blamed for issues like poor business performance or accidents, turning it into a scapegoat.
However, diversity, equity and inclusion are essential values that drive innovation, improve decision-making, and create fairer workplaces.
A real issue lies in the overuse of the acronym DEI, which can dilute the meaning of these crucial concepts. It's important to break them down and focus on what diversity, equity, and inclusion truly represent and why they matter.
What’s wrong with traditional DEI-focused hiring approaches?
Many companies rely on ineffective inclusive hiring methods that sound good on paper but fail in practice. Here’s why most DEI hiring strategies don’t work:
1. Posting Jobs in More Places ≠ Diverse Hiring
Plastering job ads across diversity-focused job boards does not create diverse applicant pipelines. Without direct engagement with underrepresented job seekers, these listings often go unnoticed. Diversity Institute at TMU highlights that effective inclusive hiring must include proactive outreach.
It’s essential to regularly check in with your diversity recruitment vendors to ensure your strategies are aligned and driving the right results. Staying connected with local communities can also enhance your outreach, creating more opportunities to engage with diverse talent.
Additionally, writing inclusive job ads is key to attracting a broad pool of applicants. Be sure your job descriptions are clear, welcoming, and free from biased language that may unintentionally discourage underrepresented candidates from applying.
A consistent, proactive approach to engaging with both your vendors and local talent networks ensures your DEI efforts are effective and impactful.
2. No Data, No Accountability
If your DEI recruitment vendor cannot show measurable outcomes, such as the number of applicants, you’re throwing money away.
If you're working with a diversity recruitment vendor but struggling to understand their business model or results, this is a good sign that you are not set up for success. A vendor should be able to clearly communicate how they are driving outcomes for your organization.
If your DEI recruitment vendor cannot show measurable outcomes—such as applicant demographics, conversion rates, and job placement stats—you’re throwing money away.
A 2023 study by Statistics Canada found that diverse candidates are still underrepresented in key industries despite corporate DEI commitments.
Why? Because companies don’t track and refine their strategies.
3. Generic One-Size-Fits-All Outreach
A single outreach strategy does not work for all underrepresented groups. Indigenous job seekers, newcomers to Canada, and racialized professionals face different barriers in the hiring process.
Organizations like the Canadian Centre for Diversity and Inclusion (CCDI) stress that real inclusive hiring means customizing outreach for different communities.
When it comes to diversity recruitment, there are also myths that often stand in the way of successful programs.
Inclusive hiring is not just about job postings—it’s about making your company attractive to underrepresented talent. If your brand doesn’t reflect real inclusion, diverse candidates won’t apply.
HRPA Canada advises employers to showcase diverse employee testimonials, inclusive policies, and leadership commitment to DEI.
5. Failure to Train Hiring Teams
Even if you attract diverse candidates, biased interview and selection processes can undo all your DEI efforts. Without inclusive hiring training, recruiters often default to hiring for “culture fit” rather than true talent.
A report by the Conference Board of Canada found that structured hiring processes and bias training lead to better hiring outcomes for diverse applicants.
What actually works for inclusive hiring?
If traditional DEI hiring solutions don’t work, what does? Here’s what Human Resources and Talent leaders need to focus on to get real results:
1. Proactive Talent Engagement
Instead of only passively posting jobs, actively connect with diverse professionals through targeted networking, mentorship programs, and partnerships with community organizations.
2. Data-Driven Recruitment & Reporting
If you can’t measure it, you can’t improve it. Track real-time DEI hiring data, including:
Who applies and who gets hired.
Where diverse candidates drop off in the hiring process.
What outreach methods yield the best results.
3. Employer Branding That Speaks to DEI
Your commitment to diversity must be visible and authentic. Showcase real stories, mentorship programs, and leadership diversity to attract top talent.
For example, a HireDiverse annual solution, you not only get access to a range of diverse talent but also benefit from a blog post featuring your brand's commitment to inclusion.
This post is optimized for search engines, ensuring that your dedication to diversity and inclusion is visible to a wider audience. It’s a powerful way to showcase your organization's values while improving your online presence.
By highlighting your commitment to inclusive hiring practices, this content helps attract diverse candidates and positions your brand as a leader in promoting equity in the workplace.
4. Inclusive Job Descriptions
Many job ads discourage diverse candidates from applying.
Make your job postings more inclusive by:
Removing unnecessary requirements.
Using gender-neutral and bias-free language.
Clearly stating your commitment to DEI.
Create a more inclusive hiring process [Free Download]
Whether you're unsure how to write job ads, want to reduce bias, or need a fresh approach, the free Employer Guide to Writing Inclusive Job Ads will help you create fair and effective postings.
Diversity-Focused Hiring Includes Job Boards and Proactive Outreach
Most corporate inclusive hiring strategies are built on outdated practices that don’t drive real change. If your company is serious about DEI, it’s time to move beyond passive job postings and generic outreach.
The future of inclusive hiring requires:
The use of vendors who clearly demonstrate a commitment to inclusion through their actions.
Proactive engagement with diverse talent.
Real data and transparency in hiring metrics.
Employer branding that reflects inclusion.
HR leaders who embrace authentic, measurable, and customized diversity, equity and inclusion hiring strategies will attract and retain the best diverse talent in Canada.
The question is: Will your company lead the way or stay stuck in outdated hiring methods?
Get Started with HireDiverse
HireDiverse is a Canadian job board connecting employers with diverse talent. We use technology to make sure job ads reach the right candidates.
