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How can you recruit a diverse pool of candidates for your nonprofit?

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Diversity, equity, and inclusion (DEI) are essential values for any nonprofit organization that wants to serve its community effectively and ethically. However, achieving DEI is not a one-time goal, but an ongoing process that requires intentional and strategic actions. One of the most important steps is to recruit a diverse pool of candidates for your nonprofit, both for staff and board positions. This will help you leverage different perspectives, experiences, and skills, as well as foster a culture of respect and collaboration. In this article, you will learn some practical tips on how to attract and engage diverse talent for your nonprofit.

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Ines Duhanic, LL.M. (Stockholm)

Data Protection Officer | Corporate Privacy Counsel ???? | IP Law?? Enthusiast | D&I Advocate
émily Prince

Directrice corporative des ressources humaines chez Mi Integration
Theophilus Oduleye Olaniyi

Seafarer | OOW Deck Unlimited | MSC. Transport And Logistics | Maritime Content Specialist| Certified Drone Operator

1 Define your DEI vision

Before you start looking for candidates, you need to have a clear and consistent vision of what DEI means for your nonprofit and how it aligns with your mission, values, and goals. This will help you communicate your expectations and commitments to potential applicants, as well as evaluate their fit and potential contributions. You can articulate your DEI vision in various ways, such as creating a DEI statement, updating your policies and procedures, and showcasing your success stories and challenges.

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2 Expand your outreach channels

To reach a diverse pool of candidates, you need to diversify your outreach channels and methods. This means going beyond the traditional job boards and websites, and tapping into networks and platforms that cater to specific groups, such as ethnic, racial, gender, disability, or LGBTQ+ communities. You can also partner with local organizations, associations, or educational institutions that serve or represent these groups, and ask them to share your opportunities or refer candidates. Additionally, you can use social media, podcasts, blogs, or newsletters to spread the word and showcase your DEI efforts.

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Ines Duhanic, LL.M. (Stockholm)

Data Protection Officer | Corporate Privacy Counsel ???? | IP Law?? Enthusiast | D&I Advocate
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????Make sure your job postings are getting in front of diverse candidates. ????TikTok can attract a younger demographic with engaging video content while LinkedIn experienced people. Hosted on your careers site, shared Insta and other social media is key to attract a wide range of people. ????Sent to universitiess, colleges and schools to improve diversity. ????Seek out alternative sources with a more diverse pipeline. One way is to develop partnerships with professional organizations dedicated to historically excluded groups.

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3 Review your job descriptions

Your job descriptions are the first impression that candidates have of your nonprofit and the role you are offering. Therefore, you need to make sure that they are inclusive, accurate, and appealing. You can do this by using gender-neutral and culturally sensitive language, avoiding jargon and acronyms, and highlighting the benefits and opportunities of working for your nonprofit. You should also review the qualifications and requirements of the role, and eliminate any unnecessary or arbitrary criteria that could exclude or discourage diverse candidates.

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Ines Duhanic, LL.M. (Stockholm)

Data Protection Officer | Corporate Privacy Counsel ???? | IP Law?? Enthusiast | D&I Advocate
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1. Use an age inclusive diversity language???! You as employer should’t believe in a “perfect” candidate, rather believe in your core value like “Evolve and Adapt Quickly”. Not everyone has experience in the beginning but with the right environment, anything is possible. Invest in your people, and they will invest in you! 2. Also, not everyone has the means to attend a prestigious private university?? so be sure to include people from different socioeconomic backgrounds in the job ad by avoiding requirements like “Diploma from Top University”! 3. ?? Include salary information to show your support of pay equity! 4. Mention the types of ERGs you have (LGBTQ+, Latinx, etc) which shows your support for underrepresented groups!

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4 Train your hiring team

Your hiring team is responsible for screening, interviewing, and selecting the candidates for your nonprofit. Therefore, they need to be trained and equipped with the skills and tools to conduct a fair and inclusive hiring process. You can do this by providing them with guidelines and resources on how to avoid unconscious bias, stereotype threat, or cultural misunderstandings, and how to assess candidates based on their competencies and potential, rather than their background or identity. You should also involve diverse staff and board members in the hiring team, and solicit their feedback and input.

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5 Follow up and retain

Once you have recruited a diverse pool of candidates, you need to follow up and retain them. This means providing them with a positive and supportive experience throughout the hiring process, such as giving them timely and constructive feedback, answering their questions and concerns, and making them feel welcome and valued. You should also offer them a competitive and equitable compensation package, as well as opportunities for growth and development within your nonprofit. Moreover, you should monitor and evaluate your DEI outcomes and impact, and solicit feedback and suggestions from your staff and board on how to improve.

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Ines Duhanic, LL.M. (Stockholm)

Data Protection Officer | Corporate Privacy Counsel ???? | IP Law?? Enthusiast | D&I Advocate
(已编辑)
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1. Create clear paths for mobility for each entry-level role you’re hiring for. Make them transparent on your career site and materials used to attract candidates. This is especially important when hiring early career talent, because high-potential talent doesn’t want to feel stagnant in entry-level roles. 2. Especially people from low socio-economic backgrounds need a guiding hand, a mentorship program, people they trust and who can guide them through the new processes.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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émily Prince

Directrice corporative des ressources humaines chez Mi Integration
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Promotion de la mission de l'organisme - au delà de la rémunération globale, les candidats sont de plus en plus en "quête de sens". - la promotion de la mission permet l'engagement des candidats.

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Theophilus Oduleye Olaniyi

Seafarer | OOW Deck Unlimited | MSC. Transport And Logistics | Maritime Content Specialist| Certified Drone Operator
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one thing I've found helpful is to recruit base on skills set and also to consider the location of the nonprofit organization, what I mean by location is the remote environment in which the ngo is based. Hiring from local environment helps in diverse inclusion

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How can you recruit a diverse pool of candidates for your nonprofit?

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1 Define your DEI vision

2 Expand your outreach channels

3 Review your job descriptions

4 Train your hiring team

5 Follow up and retain

6 Here’s what else to consider

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