Diversity and Inclusion (DEI) in Recruitment - Five Best Practices

Where does your company stand on diversity, equity, and inclusion (DEI)? Given the ever-growing evidence-rich body of research about the benefits of committing fully to principles of DEI, it is undoubtedly front and center on your radar screen. How do you move forward in your DEI goals?


The last thing any company wants is to be perfunctory in its attention to diversity, equity, and inclusion. When something important starts to catch on, it can be dismissed as a media “catchword” pigeon-holed as a “fad.”


As you know, DEI is neither.


It is how a successful business defines its internal culture and its forward-facing mission and vision. It encompasses every part of the business of doing business, from hiring to promotion, from strategy to implementation, from product development to sales.


  • D is for diversity – the presence of a wide range of differences within your team. These could include race, gender, ethnicity, sexual orientation, age, socioeconomic status, disability, religious or political perspectives, and more.
  • E is for equity – which encompasses fair processes and procedures, an expectation of fairness, and an equitable distribution of resources. It ensures that everyone on the team can contribute fully, without facing disparities or roadblocks in place due to implicit cultural bias.
  • I is for inclusion – more than integration, inclusion is not simply the presence of diverse employees, but their welcome presence. If your diverse hires are not just expected to participate fully in decision making, planning, and strategy, not simply offered an invitation to do so, but they actually do – then you have mastered inclusion.


How do you incorporate inclusive hiring practices into your organization and become an inclusive recruiter?


Inclusive Recruitment Shifts Corporate Culture

In an article published by The Harvard Business Review in 2018, the authors talk about the fact that culture is shared, pervasive, enduring, and implicit. As a result, culture changes only slowly without a concerted, focused effort to bring the goals for company culture to light – making them explicit and intentional.


Thus, hiring is one of the best ways to begin shifting the culture of your company in meaningful ways. This involves recognizing the benefits of a diverse workforce, implementing inclusive hiring practices and equitable recruiting strategies, and ensuring that these goals are understood by everyone in the organization.


Diversity and Inclusion Recruitment Best Practices

Businesses that want to implement diversity, equity, and inclusion need to invest the energy and time to ensure diversity in recruitment, equitable hiring practices, and inclusive messaging throughout the process. A truly equitable hiring process will take more time and energy because it must eliminate any shortcuts previously relied on, turning to less traditional sources. Rather than thinking of your candidates as existing in a funnel or a pool, try to see a wide open ocean of qualified candidates for your diverse hiring.


How does your company ensure a successful DEI hiring process? We’ve identified five practices to get you started.


1.Educate the organization. This includes everything from bias training to education about the importance of inclusive hiring practices. This is not just a few half-day seminars, but a systematic process of consistently engaging in conversations about organizational culture and the importance of diversity, equity, and inclusion to the company’s future. This cultural shift has to begin with leadership. Nothing substantive will change without the commitment of those at the top to DEI principles.
 
Sometimes all it takes is some solid data to get people’s attention. We know that DEI affects workplace satisfaction, employee retention, and the bottom line. A Deloitte survey found that 80% of respondents said that inclusion is an important factor in saying “yes” to a job offer, and 72% said they’d consider leaving their current job in favor of a more inclusive workplace. Additionally, a 2015
study by McKinsey and Company found that companies “in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians.” For gender it’s 15%.
 

2.Understand your numbers. Without knowing what the numbers say, you will be flying blind. Crunch the numbers within your organization regarding diversity – race, gender, ethnicity, sexual orientation – the top diversity factors you want to prioritize. Where are you now? What numbers make sense given the data within your industry? How do you want the numbers to change regarding gender, ethnic, or racial diversity, and on what timeline? It’s also important to be informed about the numbers within your candidate pool. For example, if you are looking to fill a leadership position in engineering, determine what percentage of leaders in that field are diverse. Then set your sights on a pool of candidates that exceeds that percentage.
 
Many large companies will not even begin the interview process until their candidate pool has a minimum of 25% diversity representation. Without the numbers driving your hiring process and decisions, you’re less likely to hit your aspirational goals.

 

3.Job descriptions that are inclusive. In 2019, ABC News reported on a Hewlett Packard study that found that women reliably apply only to jobs for which they meet 100% of the listed criteria, whereas men will apply if they meet only 60%. To avoid gender bias, consider emphasizing transferable skills and experience and being less specific in requiring skills that can be taught on the job.


Some things to consider in rewriting job descriptions to be more gender neutral: eliminate words that can be construed as gender-coded such as aggressive, competitive, driven, or outspoken.
 

Racial bias, like gender bias, is most often implicit, and thus recruitment professionals who acknowledge the importance of inclusive hiring can and do unwittingly perpetuate that bias. Start with avoiding phrases like “cultural fit,” using words like “values” and “vision” instead. Unless the job requires top-level language skills, avoid deterring qualified non-native speakers by skipping phrases like “strong English language skills.”

 

4.Screen in, not out. One of the best ways to increase your diverse candidate pool is by using the inclusive strategy of “screening in.” The traditional path of businesses considering talent exclusively from within their own industry or with a certain number of years of experience often limits options when one of the priorities is diversifying candidates. To meet all your hiring goals, rethink your skill “must haves” and look for transferrable skills and evidence of a growth mindset. According to the World Economic Forum, “54% of all employees will require significant reskilling and upskilling in just three years.” Since learning is part of excellent performance anyway, why not screen in for learning capacity rather than screening out for lack of specific skills or industry experience? In your interview process, ask industry-agnostic questions to screen in, rather than out.
 

5.Mitigate bias. One of the best ways to reduce bias from the hiring process is to be more deliberate, base candidate assessments on objective criteria, and make sure the process is replicated precisely for all candidates. This approach often has more success than some of the quick-fixes marketed for bias-reduction. For example, there is solid evidence that blind résumés often work well, but sometimes removing candidate names fails to eliminate all evidence of race or gender, and algorithms that focus on historical data can’t eliminate historical bias that impacts a candidate pool for generations. See 180one post on interview bias for more insight.
 
 

Ensure Your DEI Values Are Reflected in Your Outcomes

In a significant study conducted at Wharton, researchers Judd B. Kessler and Corinne Low found that when they “peek[ed] under the hood of big prestigious firms, … [they] found a surprising amount of race and gender bias given that these firms claim to be seeking diversity.” They go on in a report titled “How Companies Committed to Diverse Hiring Still Fail” published by the Harvard Business Review, to say, “To answer the call of the current moment, firms need to take a hard look at their hiring processes and face up the fact that they may not be as diversity-loving in practice as they are in intention.”

 

The answer to, “How to recruit a diverse workforce?” is not a simple one, and it requires time and effort, but the result is a healthier culture and a more effective and committed workforce. Start at the top. Your intentions are good; now you need the tools and resources to shift your process so you can start to see results.
 

By Greg Togni April 23, 2025
180one is pleased to announce our recent partnership with Pike Street Capital and the successful placement of a new Board Member for Superior Duct Fabrication, a Pike Street portfolio company!  Superior Duct Fabrication is a leading provider of commercial and industrial HVAC duct systems, known for its high-quality fabrication, reliability, and customer service. The company serves a wide range of industries, delivering complex ductwork solutions with precision and speed. In 2023, Pike Street Capital, a Seattle-based private equity firm focused on industrial growth companies, acquired Superior Duct Fabrication as part of its strategy to invest in scalable, high-performing manufacturing businesses. Pike Street partners with management teams to accelerate growth and build long-term value through operational improvements and strategic leadership. As part of this effort, Pike Street Capital partnered with 180one to recruit a new board member to help guide Superior Duct’s continued expansion and success. Congratulations to Pike Street Capital, Superior Duct Fabrication, and the 180one Search Team on a successful board placement!
By Greg Togni April 7, 2025
Let’s face the music, or the new reality that attracting executives to move across the country for an opportunity has become increasingly difficult for a variety of circumstances. As businesses look to recruit top talent at executive levels, understanding the shifts in migration trends before you launch a search, better yet, as you plan a position, might be the difference of landing a great candidate in a reasonable amount of time, or dragging out a search for the unicorn who can’t be found. Let’s look at some of the factors and trends together that might shape how your organization moves forward in conducting a national executive search. Understanding the 2024 Relocation Landscape The 2024 Allied Migration Report paints a picture of a U.S. population increasingly seeking affordable living spaces, a better work-life balance, and more favorable economic conditions. Despite a 20% overall decrease in interstate relocations from 2022 to 2024, the main driver of those relocating is the alignment of their personal and professional goals. The report also underscores the shift toward midsize cities and suburban areas as more desirable destinations. This trend is being driven by a combination of rising housing costs in major cities, economic uncertainty, and a greater demand for improved quality of life. Companies looking to relocate candidates must consider a range of factors to ensure that they are not only attracting talent but also providing a work environment that matches these evolving preferences. Here are 5 key aspects that companies should score themselves against to determine how desirable their location is for the market. Depending on how one scores, it can help highlight the probability of relocating or needing to adjust the candidate profile to match candidates in the current geographic market not needing relocation. 1. Housing Affordability and Living Costs One of the most significant motivators for relocation in 2024 is housing affordability. In 2023, soaring housing costs in urban centers like San Francisco, Los Angeles, and Chicago pushed many people to consider smaller cities and suburban areas where the cost of living is lower. When relocating candidates, it's crucial for employers to consider how the cost of housing in their city or region will impact the candidate’s overall financial well-being. If your company is in a higher cost area, providing a sign-on bonus towards housing can be one lever to pull to cover the gap. 2. Remote Work and Flexible Work Arrangements The rise of remote work in the wake of the pandemic continues to shape relocation patterns. With many employees now able to work from anywhere, some candidates are looking for jobs that allow them to live in more affordable or attractive locations while still benefiting from a competitive salary. The ability to work from home (or a hybrid model) has made relocation less about proximity to the office and more about finding a place that offers a better quality of life. For employers, it’s essential to evaluate whether the role can be offered remotely or with flexible work arrangements. If the company is headquartered in a high-cost city but allows employees to work from anywhere, the business might be able to attract candidates from more affordable regions while offering competitive salaries. On the other hand, if the position requires in-office attendance, it’s important to highlight the benefits of relocating to that city—such as lifestyle factors, community offerings, and career advancement opportunities. 3. Job Market and Industry Opportunities Candidates are increasingly moving to regions where job markets are thriving, particularly in industries like technology, renewable energy, healthcare, and finance. The 2024 Allied Migration Report noted that states with growing job markets are experiencing strong inbound migration. How would classify your region’s overall job market? Candidates want to know that if they were to relocate, and for some reason down the road they leave the organization – what other opportunities exist for them locally. If there are no other reasonable and likely options related to their industry, or expertise - this can pose another hurdle that needs to be addressed. It’s essential to evaluate whether the region offers the kind of industry opportunities that will keep the candidate’s career trajectory on track. 4. Tax Policies and Financial Incentives Tax policies are a key factor influencing relocation decisions in 2024. States with no income tax have seen an increase in inbound migration, with people moving to these states in search of more disposable income. The economic uncertainty and high inflation rates in 2024 have made individuals more conscious of their financial situations, and tax-friendly states are becoming increasingly attractive. Employers looking to relocate candidates should consider the tax implications of moving employees to specific regions. 5. Quality of Life and Lifestyle Considerations Beyond financial factors, candidates are also considering lifestyle factors when deciding where to relocate for work. According to the 2024 Allied Migration Report, many people are moving to regions that offer a better balance of work and life, which includes access to quality healthcare, good schools, recreational activities, and a desirable climate. For employers, this means understanding the lifestyle preferences of potential candidates and emphasizing how the region supports these needs. What’s the Score? So how did your region score? How will it impact how you go to market with the position? Did you adjust the candidate profile to mirror what exists in the local candidate market, or is your region highly desirable to attract the unicorn? As migration patterns evolve, companies that adapt their candidate profiles and expectations to these shifting dynamics will be well-positioned to thrive in an increasingly mobile workforce.
By Christine Kennedy March 12, 2025
Corporate Development Manager About the Company Impel is a family of companies that offer comprehensive flow management solutions in partnership with each other and the best manufacturers in the world. Each of Impels branches represent individual brand cultures and span the West Coast. Impel serves customers in water, wastewater, agriculture, industrial, manufacturing, energy and mining. Impel was founded in 2021 with a vision to build a “one-stop shop” to serve municipal and industrial fluid management needs by acquiring complementary capabilities in contiguous geographies. The platform launched with the first acquisition of PumpTech , a premier distributor of high-quality pumping products and systems serving the Pacific Northwest. Subsequent acquisitions have grown Impel to over ten fluid management companies throughout the US. Impel is backed by Pike Street Capital , a private equity firm based in Seattle, WA. Recently, Pike Street successfully raised capital to fund additional acquisitions. Impel is actively pursuing growth opportunities and remains focused on acquiring and partnering with family-owned and operated companies in the sector. About the Role This is a key position managing the acquisition process within Impel. You will participate in all aspects of the investment process including industry/market research, deal origination, strategy and execution, and relationship building with acquisition target owners, executives, investment bankers and other intermediaries. This is a great role if you’re looking to own the deal process and progress your skillset as a deal professional. This role will give you deep insight into the entire acquisition process while closing multiple deals a year. We are a fairly lean team and believe in cross functional work so come with a growth mindset and you will develop a skillset across each business function; Our team believes in developing our team members. Primary Responsibilities Perform company analysis, including initial screenings, financial modeling and valuation, due diligence, consultation with external advisors, and preparation of materials for internal investment meetings. Responsible for M&A project management processes to include, but not limited to, valuations, letters of intent, due diligence analysis, financial planning, and business case development. Analysis of risks and opportunities of M&A activities, translate this into fact-based and well-reasoned insights on the valuation and structural impact of various acquisitions. Drive market research and strategic fit analysis. Conduct research on prospective sector opportunities and market trends and develop and present data-based opinions to inform decision-making and price transactions. Participate on deal teams to help structure and execute transactions, including coordinating the deal process and legal and transactional documentation. Special projects working directly with C suite, functional leads, and regional vice presidents. Qualifications 2-6 years experience in private equity, consulting, financial DD/QoE, investment banking, accounting, or corporate M&A Exposure to other diligence areas including commercial, operational, market sizing, risk analysis, customer and supplier, agreement review, etc. Excel and PowerPoint expertise Value oriented Strong communication skills Commitment to high professional standards Credentials: CPA preferred Interested in Learning More? 180one is a retained search firm and has been engaged by Impel to manage this search. If interested in learning more about the opportunity, please contact Tom Haley /503.334.1350/ tom@180one.com
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