Hiring Success

Diversity Hiring Success

The Diversity Hiring Toolkit offers organizations the opportunity to evaluate their current hiring competency and develop a definitive, actionable plan to improve diversity hiring outcomes.

Your Diversity Hiring Toolkit

growth icon Current Diversity Hiring Maturity

Holistic and objective evaluation of
your diversity hiring capabilities

analytics icon Objective, Measurable Outcomes

Best of breed hiring standards & relevant
benchmarks (Diversity Hiring Maturity Model)

report icon Tailor-Made Blueprint Action Plan

Bespoke guidance & actionable steps
based on your current level of maturity

What to Expect


Familiarize yourself with the Diversity Hiring Framework (see below)


Complete the Diversity Hiring Assessment, a comprehensive questionnaire (>100 questions) that takes 15-20 minutes to complete. We recommend that this survey be completed by someone who has an in-depth knowledge of your Talent Acquisition, Marketing, and Diversity initiatives.


Achieve Diversity Hiring Success with your tailor-made Blueprint Action Plan

Diversity Hiring Standards of Success

The 12 Diversity Hiring Standards of Success are the criteria by which organizations are evaluated to assess their diversity hiring capabilities.
These standards are grouped into 4 core pillars:

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Diversity Brand Equity

Promoting diversity, equity, inclusion, and belonging through your employer brand

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Source Strategically

Building a pipeline of diverse talent that is aligned with your organization's workforce plan

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Fair Hiring Practices

Delivering a consistent perspective and structure to the hiring process

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Organizational Support

Establishing an accountability framework as it relates to specific diversity hiring goals

The 12 Standards
  • 1. Commitment to Diversity Your organization has a clear commitment to diversity, equity, inclusion, and belonging that is embedded in the culture and is transparent to all applicants. Your brand prioritizes its commitment to diversity and displays its culture and initiatives through various and multiple stakeholder touchpoints.
  • 2. Neutral Job Descriptions Your organization’s job descriptions and advertisements are inclusive, use neutral language, and include only relevant minimum requirements so as to be welcoming to all qualified candidates.
  • 3. Accessible Interview Process Your organization prioritizes accessibility and the experiences of differently abled individuals at all points in the candidates’ journey.
  • 4. Tailored Sourcing Your organization has appropriately funded a specific strategy for cultivating a pipeline of diverse talent that is aligned with your overall diversity hiring objectives and you have the appropriate resources to achieve your objectives.
  • 5. Diverse Talent Community Your organization, most likely leveraging a CRM, has a database of diverse talent that is categorized and aligned with your overall diversity hiring objectives along with a complementary communication strategy.
  • 6. Fair and Competitive Internal Hiring Your organization makes all internal jobs available to all employees who go through a fair and standard hiring process designed to avoid arbitrary promotions and engage diverse employees.
  • 7. Diversified Hiring Teams Your organization ensures that underrepresented groups are properly represented within the hiring team and hiring decisions are a result of a transparent team that leverages validated data-driven input and all voices are equally heard and respected.
  • 8. No Bias Screening Your organization leverages best in breed bias-free practices to ensure all candidates are provided equal opportunities during the hiring process.
  • 9. Structured Interview Process Your organization ensures all interviews are structured and feedback from all interviewers is documented in a job-specific scorecard centered on position outcomes.
  • 10. Set Clear, Specific Goals Your organization, to the extent permitted by law, has stated representation objectives for each job category. This is not about hiring to meet quotas. This is about having clear objectives for improvement and making a commitment to increase your pipeline of qualified diverse candidates aligned with your diversity hiring objectives.
  • 11. Leadership Accountability Your organization holds leaders at all levels of the organization from executives to team leads accountable and they are measured against your diversity hiring goals.
  • 12. Ongoing Training Employees in your organization, especially members of the hiring team, have completed and passed a training curriculum to increase cultural awareness and decrease bias.

The Diversity Hiring Maturity Model

The Diversity Hiring Maturity Model is the rubric by which organizations evaluate their competency across each pillar and individual standard. The phases of maturity are:

Diversity Hiring Maturity Model Pillars

Level 1: Diversity Talent Aware

You understand the importance of diversity to your overall goals and are taking steps to improve diversity recruitment outcomes.

Level 2: Diversity Talent Invested

Being diversity talent invested means you have a plan and are making progress towards your diversity hiring objectives.

Level 3: Diversity Talent Committed

Being diversity talent committed allows you to consistently hire diverse talent and substantially change the makeup of your organization’s underrepresented population.

Level 4: Diversity Talent Ally

Being a diversity talent ally allows you to pipeline and hire diverse talent at scale at all levels in the organization.

Take the Assessment