13 Traits That Make You an Employer of Choice for Diverse Talent
Diversity isn’t just a buzzword—it’s a critical factor in organizational success and imperative to creating a happy workplace. As the workforce becomes increasingly diverse, companies that champion inclusivity and equality are positioning themselves as employers of choice.
In fact, a Glassdoor study revealed that 67% of job seekers consider workplace diversity an important factor when evaluating job offers. This statistic underscores the growing importance of diversity in attracting top talent.
But what exactly makes an employer stand out in the eyes of diverse talent? Let’s explore these 12 key traits that set apart employers of choice in this arena.
Want to attract top diverse talent? Here’s what you need to know:
- Welcoming culture
- Fair treatment for all
- Emphasis on well-being
- Diverse leadership
- Strong D&I efforts
- Open pay and promotion policies
- Flexible work options
- Employee resource groups
- Growth opportunities
- Inclusive hiring practices
- Community involvement
- Regular diversity progress checks
- Recognition and Appreciation
Why it matters:
• Diverse teams perform better
• 86% of job seekers consider a company’s DEI reputation
• 62% would reject a job offer from a company that doesn’t support DEI
Key stats:
• Companies with ethnic diversity are 36% more likely to see above-average profits
• Diverse teams make better decisions 66% of the time
• Only 5% of Fortune 500 CEOs are women
Let’s take a quick look at how positive work culture choices can impact on your employees, and your company’s success:
Table of Contents
Employer values
|
Impact on employees and company as a whole
|
---|---|
Welcoming culture
|
6X more likely to innovate
|
Fair treatment
|
30% better team performance
|
Diverse leadership
|
70% more likely to capture new markets
|
Strong D&I efforts
|
36% more likely to outperform others
|
Open policies
|
Doubles applicants, closes pay gaps
|
Flexible work
|
32% lower turnover for women with kids
|
Employee groups
|
Boosts engagement and retention
|
Growth opportunities
|
Key for attracting and keeping talent
|
Inclusive hiring
|
41% more diverse hires with diverse panels
|
Community involvement
|
Attracts socially-conscious job seekers
|
Progress checks
|
Enables targeted improvements
|
Welcoming Company Culture
A welcoming culture isn’t just nice—it’s crucial for attracting and keeping diverse talent. It’s about creating a place where everyone feels they belong.
Why does it matter? The numbers speak for themselves:
• Inclusive workplaces are 6X more likely to innovate and have 2.3X the cash flow per employee over 3 years (Deloitte).
• Diverse teams make better decisions.
So, how do you build this culture? Here’s the breakdown:
- Leadership sets the tone: When execs champion diversity, it spreads.
- Create safe spaces: Think about offering gender-neutral restrooms or quiet workspaces.
- Open communication: Regular one-on-ones build trust and give voice to ideas.
- Celebrate diversity: Recognize different cultural events and holidays.
- Inclusive policies: Ensure fair treatment for all employees.
Some companies that we think are nailing it have made the list below:
Company
|
Initiative
|
Impact
|
---|---|---|
LinkedIn
|
"out@in" group
|
Strong LGBTQ ally community
|
Regularly publish diversity reports and have strong commitments to gender and ethnic diversity
|
||
SAP
|
"Focus on Insight" training
|
|
Actively promote diverse hiring practices, recognizing the importance of cultural diversity in their retail business
|
||
Strong commitment to diversity, particularly in leadership roles
|
Building a Thriving Workplace Culture!
Discover how to leverage the right technology and implement a proactive strategy that cultivates talent and facilitates team collaboration.
“If diversity is not a company goal … it just won’t happen.” – Eloise Bune D’Agostino, Founder of Tentrr
Remember: A welcoming culture isn’t just about being nice—it’s about creating a place where everyone can thrive.
2. Fair Treatment for All
Equal treatment isn’t just nice—it’s essential. Companies that treat everyone fairly attract and keep diverse talent. And that’s good for business.
Why? Because diverse teams crush it. Gartner found they outperform others by up to 30%.
Plus, fair treatment cuts down on workplace drama and legal headaches. It also makes employees more innovative, loyal and productive.
So how do you make it happen? Here’s the breakdown:
- Write clear EEO policies
- Train your team to spot and report discrimination
- Be open about pay and promotions
- Use anonymous surveys to find and fix issues
- Give everyone the tools to succeed, no matter their background
Here’s what fair treatment looks like in real life:
Aspect
|
What It Looks Like
|
---|---|
Hiring
|
No bias in selection
|
Pay
|
Same work, same pay
|
Promotions
|
Clear, merit-based rules
|
Work environment
|
Respect for all
|
Facilities
|
Accommodations for all abilities
|
Fair treatment isn’t just about following laws. It’s about building a culture where everyone feels valued.
“When you put value into a person, it empowers that person to get in touch with their own inherent value. And where do they put that value? They put it into their work.” – Michelle Williams, Actress
Bottom line: Fair treatment is a win-win. It’s good for your people and your bottom line.
3. Emphasis on Well-Being
Employers of choice recognize that employee well-being extends beyond physical health. A holistic approach to well-being includes mental, emotional, and financial health.
Key elements of a comprehensive well-being program:
• Mental health resources and counseling services
- • Stress management workshops
• Financial wellness programs
• Ergonomic work environments, both in-office and for remote workers
• Fitness and nutrition programs
4. Diverse Leaders in the Company
Want to attract top talent from all backgrounds? Show them a leadership team that looks like them.
Diverse leaders at the top prove your company values different perspectives. It’s not just talk—it’s action.
Check out these numbers:
Leadership Level
|
Women Representation
|
---|---|
Corporate Executives
|
37% (up from 35%)
|
Senior Managers
|
47% (up from 45%)
|
Managers
|
51% (up from 50%)
|
Direct Reports to CEO
|
44% (up from 39%)
|
These stats from the 2024 Top 80 Companies for Executive Women show progress. But there’s more to do.
Why does this matter? Diverse teams outperform homogeneous ones 66% of the time in decision-making.
Here’s the catch: Only 24 CEOs in the Fortune 500 are women. That’s just 5%. Other diverse groups? Even lower.
How to boost leadership diversity:
- Assess your current team
- Set clear diversity goals
- Create mentorship programs
- Offer leadership training
- Ensure diverse candidates for every leadership role
Gen Z is watching: 86% say diversity is key when choosing an employer.
“Our Top Companies for Executive Women set an example of a supportive company culture that nurtures successful women.” – Subha V. Barry, President of Seramount.
The bottom line? Diverse leaders boost business. Companies with varied leadership are 70% more likely to capture new markets.
Take a hard look at your leadership team. Does it reflect the world around you? If not, it’s time for change. Your future talent pool is counting on it.
5. Strong Diversity and Inclusion Efforts
Want to attract diverse talent? You need more than just talk. Here’s how strong diversity and inclusion (D&I) programs can make your company shine:
The facts:
• 76% of job seekers care about workforce diversity when job hunting (Glassdoor)
• Diverse teams are 36% more likely to outperform others (McKinsey)
But here’s the kicker: 75% of workers say current D&I programs don’t help them personally. So how do you create D&I efforts that actually work?
Key steps:
- Set clear goals with numbers and dates
- Train everyone to spot their own biases (Microsoft offers free bias training)
- Create employee resource groups (ERGs) for underrepresented staff
- Use blind resume screening to cut hiring bias
- Check pay equity regularly (Ally Financial sets a $23 minimum wage)
- Get top-level support for D&I efforts
Companies doing it right:
Company
|
D&I Action
|
Result
|
---|---|---|
Equal pay audit
|
$3 million in salary adjustments
|
|
Focused D&I push
|
Minority staff up from 9.7% to 28.5% in 2 years
|
|
45+ ERGs
|
Achieved global gender pay equity
|
|
D&I isn’t just nice to have. It’s smart business. Diverse teams make better choices 66% of the time.
“Companies who prioritize diversity, equity and inclusion in the workplace are stronger and also likely to financially outperform other companies over time.” – Shani Jay, Author & HR Writer.
The secret? Make D&I part of your daily work, not just a yearly training. Do this, and you’ll attract top talent from all backgrounds.
6. Open Pay and Promotion Policies
Want to attract diverse talent? Show them the money – and the path to success.
Open pay and promotion policies build trust, close pay gaps, and save time. Here’s why they matter:
• 79% of employees want pay transparency
• 60% would switch to a company that offers it
• Black women earn 38% less than white men for the same job
How to make your policies more open:
- Add salary ranges to job posts
• Lowers cost-per-click by 35%
• Only 17% of companies do this
- Create clear promotion criteria
• Spell out what it takes to move up
• Train managers to promote without bias
- Encourage everyone to apply for promotions
• Have career talks before new roles open
• Ensure all employees have a leadership mentor
- Check for fairness regularly
• Look at who’s getting promoted
• Address any bias patterns
Company
|
Action
|
Result
|
---|---|---|
Full pay transparency
|
Doubled applicants, closed gender pay gap
|
|
Salesforce
|
Annual equal pay audit
|
$3 million in salary adjustments
|
Employees who believe promotions are fair are twice as likely to go the extra mile at work.
“Pay disclosure laws are going to quickly become the norm.” – Nate Smith, Lever Cofounder and Advisor
7. Options for How and Where to Work
Want top talent? Let them choose their workspace.
Remote and flexible work aren’t just perks anymore. They’re deal-breakers. Here’s why:
• 97% of Black knowledge workers want remote or hybrid work
• 62% of working parents would quit without remote options
• Women with kids are 32% less likely to leave remote/hybrid jobs
Smart companies get it. Check out these approaches:
Company
|
Approach
|
Result
|
---|---|---|
3 days in-office, 2 flexible
|
Wider talent pool
|
|
Google
|
4 "work from anywhere" weeks/year
|
Better work-life balance
|
Full location flexibility
|
Regular meetups fight isolation
|
|
"Team Anywhere" model
|
No required office days
|
|
100% remote
|
Supports employee moves
|
But it’s not just about location. Flexible schedules matter too:
- Completely flexible
Employees set their hours. Night owls and early birds rejoice.
- Compressed workweek
40 hours in 3-4 days. Hello, long weekends.
- Split shifts
Work in blocks throughout the day. Parents and caregivers, take note.
The secret? Options. Different folks, different strokes.
“Remote work is often a perfect fit for these hard-working professionals, as it affords them the flexibility to manage their own time, enabling them to work around their life commitments.” Cynthia Watson, Forbes Book Author
Flexibility isn’t just nice. It’s a diversity and inclusion powerhouse:
• Kills location bias in hiring
• Evens the field for rural workers
• Helps people with disabilities shine
Give people freedom and they’ll give you their loyalty and best performance.
8. Groups for Employees with Shared Interests
Employee Resource Groups (ERGs) are your secret weapon for boosting diversity and making employees feel at home.
ERGs are employee-led groups based on shared identities or experiences. They’re not just social clubs – they’re inclusion and business growth powerhouses.
ERGs can:
• Create belonging
• Boost engagement
• Help with hiring and retention
• Provide insights into diverse markets
Real-world examples of Employee Resource Groups:
Company
|
ERG Action
|
Result
|
---|---|---|
Women's ERG
|
40% women in leadership, 25% on board
|
|
"Kicking Glass" mentorship
|
Female hires up from 34% to 40% in 1 year
|
|
Ernst & Young
|
Multiple D&I ERGs
|
30,000+ participants, more diverse promotions
|
Microsoft
|
Women@Microsoft Scholarship
|
Women now 30%+ of core workforce
|
ERGs work across industries:
• Women’s Networks: Push for better parental leave and flexible work
• Black Professional Networks: Promote mentorship and cultural awareness
• LGBTQ+ Alliances: Advocate for fair policies and organize pride events
• Veterans Associations: Support career development for former military
“ERGs are an invaluable asset to organizations because their work is the heart and soul of company culture.”
Make your ERGs thrive:
- Give real support (budget, resources, leadership access)
- Let ERG leaders set their own goals
- Align ERG activities with business objectives
- Promote ERG events company-wide
ERGs aren’t just nice-to-haves. They’re strategic tools that can transform your workplace and bottom line.
Give your employees a voice, and they’ll have a sense of self-worth and value within your company.
9. Chances to Learn and Grow
Want to attract top diverse talent? Offer real opportunities for learning and growth.
Job seekers today want more than just a paycheck. They’re looking for places where they can level up their skills and climb the career ladder.
Employers of choice prioritize the professional growth of their employees. This focus on development not only benefits the individual but also contributes to the overall success of the organization.
According to a Deloitte Insights report, 83% of millennials reported being actively engaged when their organization fosters an inclusive workplace culture. This engagement often translates into increased productivity and innovation.
Key elements of a robust growth and development program include:
• Mentorship programs pairing employees with diverse leaders
• Regular skills training and workshops
• Clear career advancement pathways
• Cross-functional project opportunities
• Leadership development programs for underrepresented groups
Here’s how some big names are doing it right:
Company
|
|
---|---|
Amazon
|
Amazon's Technical Academy turns non-tech employees into software engineers. They've even trained thousands of warehouse workers for tech roles through their Associate2Tech program.
|
Heineken flipped the script with reverse mentoring. Junior staff mentor the bigwigs, bringing fresh ideas to the top.
|
|
Chipotle went all-in on employee development. They added 5,500+ online courses and launched a group focused on equal career growth.
|
But it’s not just about throwing courses at people. Here’s what really works:
- Open it up: Don’t just train the higher-ups. Chipotle’s approach shows the power of giving everyone a chance to learn.
- Show the path: Amazon’s Technical Academy isn’t just training – it’s a clear route to better jobs within the company.
- Mix it up: Heineken’s reverse mentoring builds skills on both sides. Junior staff get leadership experience, while senior leaders get fresh perspectives.
- Make it inclusive: Offer courses on things like spotting hidden biases and creating welcoming workplaces.
- Track results: Keep an eye on how your programs affect things like keeping employees around and diversity in leadership roles.
Bottom line: Learning opportunities aren’t just nice extras. They’re key to attracting and keeping diverse talent. Make them a core part of your strategy, not an afterthought.
10. Hiring Practices That Welcome Everyone
Most companies talk big about diversity, but their hiring tells a different story. Let’s fix that.
Here’s how to actually attract top diverse talent:
- 1. Clean up your job descriptions
Your job post is a first impression. Make it count:
• Use neutral language. “Sales representative” beats “salesman.“
• Cut jargon. It turns off qualified outsiders.
• Focus on must-haves. Many won’t apply unless they’re a 100% match.
• Cast a wider net
2. Don’t fish in the same pond:
• Team up with diverse professional groups
• Hit job fairs at HBCUs
• Use job boards for underrepresented groups
• Fair game interviews
• Ask everyone the same questions, same order.
• Mix up your interview panels. Intel saw 41% more diverse hires with two women or minorities on each panel.
3. Tech help (with caution)
AI can cut bias, but needs human oversight:
• Scan for biased language
• Try “blind” resume reviews
• But watch out: AI has its own biases
• Actions, not just words
• Showcase employee resource groups
• Share stories of diverse employees killing it
• Be honest about your diversity stats and goals
Remember: 86% of job seekers care about inclusion. But only half of employers have programs to attract diverse candidates.
Be the company that walks the walk.
11. Involvement in the Community
Want to attract top diverse talent? Get involved in your community. It’s not just good PR—it’s a magnet for socially-conscious job seekers.
Here’s how some companies are doing it:
• Adidas runs BOKS by Reebok, giving kids aged 5-12 access to fitness programs.
• A-LIGN gives employees a monthly day off for community service.
• Google pledged $1 billion to nonprofits and 1 million employee volunteer hours.
Smart companies tie their community work to their values:
• Atlassian donates 1% of equity, profit, employee time, and products to their foundation.
• Nike partners with 200+ global orgs to bring sports to young people.
• Instacart fights food insecurity by matching employee grocery orders with meal donations.
“We are committed to standing up for injustice and equity, supporting organizations that challenge economic justice, and uplifting traditionally marginalized communities.” – Instacart CEO, Fidji Simo
Why does this matter for hiring?
• 94% of Gen Z thinks companies should tackle social issues
• 76% of Gen Z would buy from a brand to support its causes
The talent you want cares about this stuff.
Don’t just write a check. Get your team involved. LogMeIn gives 2 paid volunteer days per year. Guidewire Software offers 3.
Actions speak louder than words. Show potential hires you’re serious about making a difference, and they’ll want to join your team.
12. Regular Checks on Diversity Progress
To be a top choice for diverse talent, you can’t just talk about diversity – you need to measure it.
Here’s what works for leading companies:
Smart tracking tools: Ancestry uses Workday to monitor employee demographics and candidate performance. Result? A 32% boost in underrepresented talent.
Clear targets: Ancestry aims for 80-100% of final interviews to include at least one person from underrepresented communities.
Full-cycle monitoring: Look beyond hiring. Track demographics throughout the employee journey.
Employee input: Regular surveys pinpoint areas to improve your diversity efforts.
“Our recruiting software metrics provide transparency in employee demographics and track diverse candidate performance throughout interviews.” – Ancestry Representative
But tracking alone isn’t enough. You need to:
- Spot gaps in your diversity efforts
- Set specific goals to address them
- Take targeted action
- Measure results
- Repeat
This isn’t a one-off task. Make it routine. It’s the key to real progress.
13. Recognition and Appreciation
Employers of choice understand the power of recognition in fostering a positive work environment. Regular acknowledgment of contributions, especially from diverse team members, can significantly boost morale and retention.
Effective recognition strategies include:
• Public acknowledgment of achievements in team meetings
• Diversity awards celebrating contributions to inclusivity
• Peer-to-peer recognition programs
• Opportunities for diverse employees to present their work to leadership
Final Thoughts
Becoming an employer of choice for diverse talent is challenging, but the rewards are substantial.
Companies excelling in diversity and inclusion see impressive results:
• 2x more likely to meet business goals
• 3x more likely to be high performers
• 6x more likely to innovate
• 8x more likely to achieve business outcomes
But it’s not just about talk. Action is paramount.
Of course, this is all an ongoing process, not a one-time fix. But each step matters, impacting both your employees and your bottom line.
So, are you ready to become a top choice for diverse talent? It’s up to you now!
If you’re looking to stay on the education train, then allow us to recommend this post from our blog on 5 Steps to achieve Most Loved Workplace® Certification
Louis Carter is the founder and CEO of Best Practice Institute, Most Loved Workplace, and Results-Based Culture. Author of In Great Company, Change Champions Field Guide, and Best Practices in Talent Management, as well as a series of Leadership Development books. He is a trusted strategic advisor and coach to CEOs, CHROs, and leaders of mid-sized to F500 companies – enabling change and steering employer brand development together with highly effective teams, leaders, and organizations as a whole.
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