How can you reach underrepresented talent pools?

1 Use inclusive language

The way you communicate your employer brand, your job descriptions, and your outreach messages can make a big difference in how you appeal to underrepresented talent. Avoid using jargon, acronyms, or vague terms that may exclude or confuse some applicants. Instead, use clear, simple, and positive language that highlights the benefits, impact, and value of working for your organization. Also, use gender-neutral pronouns, avoid stereotypes or assumptions, and include statements that demonstrate your commitment to diversity and inclusion.

2 Partner with relevant organizations

One of the best ways to reach underrepresented talent is to collaborate with organizations that support, represent, or advocate for them. These can include professional associations, community groups, educational institutions, or social networks that cater to specific demographics, such as women, people of color, veterans, LGBTQ+, or people with disabilities. By partnering with these organizations, you can gain access to their networks, events, resources, and insights, as well as showcase your employer brand and opportunities to their members.

3 Diversify your sourcing channels

Relying on traditional or mainstream sourcing channels, such as job boards, referrals, or social media, may limit your exposure to underrepresented talent. To broaden your reach, you need to diversify your sourcing channels and use platforms that target or attract diverse audiences. For example, you can use niche job boards, diversity-focused career fairs, podcasts, blogs, or online forums that cater to specific groups or interests. You can also leverage your existing employees, customers, or partners who belong to underrepresented groups and ask them to share your opportunities with their networks.

5 Nurture and retain your diverse talent

Reaching underrepresented talent is not enough; you also need to nurture and retain them once they join your organization. This means creating a culture of belonging, respect, and growth for your diverse employees, as well as providing them with opportunities to learn, develop, and advance their careers. You can also solicit their feedback, ideas, and suggestions on how to improve your diversity and inclusion efforts, and involve them in mentoring, coaching, or sponsoring other underrepresented talent.