DEI Rollbacks & What We Can Control in Hiring
Understanding the Impact of DEI Policy Changes on Inclusive Hiring Practices
Recent legal rollbacks have repealed key diversity, equity, and inclusion (DEI) protections, shifting the landscape for workplace diversity efforts. While these changes pose challenges, businesses still have control over fostering equitable hiring practices and creating inclusive workplace cultures.
Why DEI in Hiring Still Matters
Diverse teams perform better. McKinsey research shows that companies in the top quartile for ethnic and racial diversity are 35 percent more likely to outperform their competitors.
Inclusive hiring drives innovation. According to a Harvard Business Review study, organizations with diverse workforces are 70 percent more likely to capture new markets.
Job seekers prioritize inclusivity. A Glassdoor survey found that 76 percent of candidates consider workplace diversity when evaluating job offers.
Even with policy changes, organizations retain the power to build equitable hiring systems.
Three Key Strategies for an Equitable Hiring Process
1. Write Inclusive and Accessible Job Descriptions
First impressions matter. Your job postings should invite diverse applicants rather than discourage them.
Use gender-neutral and inclusive language. Research shows that gendered words like "assertive" or "competitive" deter women from applying. Tools like Textio can help assess bias in job descriptions.
List only the must-have qualifications. Studies indicate that women and underrepresented groups apply only if they meet 100 percent of the criteria, whereas men apply if they meet just 60 percent. Keep job descriptions concise and focused on skills that truly matter.
2. Implement Structured and Bias-Free Interviews
Unstructured interviews often favor candidates who "feel like a good fit," reinforcing unconscious bias.
Standardize interview questions and evaluation criteria. A study from Harvard Business Review found that structured interviews are twice as predictive of job success as unstructured ones.
Use diverse interview panels. Including team members from different backgrounds helps reduce bias and provides varied perspectives.
Train hiring managers on unconscious bias. Many companies now require bias training to prevent subjective decision-making.
3. Expand and Diversify Your Talent Pipeline
If you only recruit from the same schools, job boards, or referrals, you will get the same homogenous candidate pool.
Partner with diverse talent organizations. Collaborate with groups like The Mom Project, Jopwell, and HBCU Career Centers to reach underrepresented candidates.
Leverage skills-based hiring. Instead of focusing solely on degrees, assess competencies and transferable skills to attract a broader talent base.
Reevaluate internship and mentorship programs. Paid internships and mentorship opportunities for historically excluded groups help build long-term diverse pipelines.
Why Prioritizing Inclusive Hiring is a Business Imperative
Ignoring diversity in hiring is not just an ethical issue—it is a business risk. Companies with low diversity often face:
Higher turnover rates. Employees in non-inclusive workplaces are 3.5 times more likely to leave.
Brand reputation damage. Companies with poor DEI practices experience negative Glassdoor reviews, deterring top talent.
Missed financial gains. Diverse companies see 19 percent higher innovation revenue, while homogenous teams struggle to adapt to changing markets.
Need Help Making Your Hiring Process More Equitable?
Chantae specializes in inclusive recruitment strategies, leadership training, and DEI integration.
