Enticing diverse talent to join a business is not an easy task. With so many companies recognizing the value of candidates from varied backgrounds, job seekers now have more choices—and higher expectations.

These candidates are selective. They want companies that live diversity, not just talk about it. Clear mission statements matter. Real employee stories matter. Every part of a career page sends a signal. A strong page attracts diverse talent. A weak page pushes them away.

In 2023, Glassdoor found that 76% of job seekers care about diversity and inclusion when choosing jobs. Still, many companies use outdated and vague career pages.

Below, we share proven strategies. HR Professionals Can Apply to Recruit Diverse Talent.

1. Take a Top-Down Approach

HR can’t create clarity if leadership breeds confusion. No career page—no matter how flashy—can hide a company where leadership is rigid, opaque, or disconnected. Clear, communicative leaders set the tone. When management champions DEI (diversity, equity, and inclusion), HR becomes a creative force. Real strategy starts at the top.

2. Publicly Commit to Being Inclusive

A bold declaration sends a clear signal about workplace culture and hiring philosophies. For example:

“All kinds of people are welcome here. We are actively antiracist, pro-women, and LGBTQIA+ friendly. Discrimination or unkindness will not be tolerated.”

Pairing this with competitive pay and benefits attracts stronger candidates who value fairness.

3. Articulate the Value of Diversity

Diversity should not just be claimed. It should be explained and showcased. Use employee quotes about feeling valued and respected. Make sure images, language, and tone reflect real experiences. Also, go beyond your usual channels to reach underrepresented groups.

4. Be People-Centric

Show real workplace culture. Highlight birthdays, team wins, training moments, and fun experiences. Share these stories across social media and your career page. When people see happy, growing employees, they’re more likely to apply.

5. Lead With Visual Representation

Representation builds trust. Show diverse employees in leadership, technical, and client-facing roles. When people see “someone like them” thriving in your company, they begin to see themselves there too.

6. Create a Culture That Values Diversity

Candidates do their research. They’ll check Glassdoor, LinkedIn, and reviews before applying. If diversity isn’t part of your culture, they’ll notice. Building an authentic culture is far more powerful than just stating it on a page.

7. Use Inclusive Language and Authentic Imagery

Avoid stock photos that feel staged. Use real team photos and authentic stories. Write job descriptions with inclusive language—avoiding gender-coded or exclusionary terms. A candidate should feel like they belong before they even hit “apply.”

8. Share Personal Stories and Videos

One of the best strategies is storytelling. Create “Day in the Life” videos featuring employees from different backgrounds. Blog posts, Q&A interviews, and team highlights allow candidates to see real career paths inside your company.

9. Reflect Your Target Audience

Your page should show not just who you have now, but who you want to attract. Use language and visuals that make underrepresented groups feel included. People apply where they feel they’ll belong.

10. Demonstrate Diversity at Every Level

Showcasing leadership diversity is critical. If all your leaders look the same, candidates may assume growth opportunities are limited. Include executive statements, leadership spotlights, and DEI commitments to build trust.

11. Publish Diversity Metrics

Candidates want transparency. Share workforce demographics, pay equity stats, and promotion data. A 2022 Deloitte study found that 39% of candidates are more likely to apply when diversity data is publicly available.

12. Highlight Employee Resource Groups (ERGs)

Showcase internal ERGs such as women in leadership groups, LGBTQ+ alliances, or multicultural networks. This proves your company offers community support beyond hiring.

13. Showcase Career Development Opportunities

Diverse talent is not just looking for a job—they’re looking for growth. Highlight mentorship programs, leadership training, and upskilling opportunities.

14. Make Accessibility a Priority

Ensure your career page works for people with disabilities. Add screen reader compatibility, alt text for images, and clear navigation. Accessibility shows inclusion in action.

15. Show Community and Social Impact

Share how your company contributes to local communities, charities, or global causes. Many diverse candidates want employers that reflect their values.

16. Add Testimonials from Leadership and Staff

Use quotes from both executives and employees. This blends top-down commitment with bottom-up authenticity.

Best Practices for Inclusive Career Pages

Strategy	Example in Action	Why It Works
Leadership Commitment	CEO video on DEI	Builds trust and clarity
Inclusive Language	Gender-neutral job ads	Expands applicant pool
Visual Representation	Real employee photos	Encourages belonging
Personal Stories	“Day in the Life” video	Shows authenticity
Diversity Metrics	Pay equity data	Proves transparency
ERGs & Mentorship	Women in Tech group	Provides community
Accessibility	Screen-reader design	Attracts disabled talent
Social Impact	Volunteer programs	Aligns with candidate values

Final Thoughts

A career page is more than job postings. It’s the first impression of your culture. Done well, it shows you value people, not just roles. Diversity is not a buzzword. It’s a business advantage. McKinsey found companies with top diversity are 35% more likely to outperform.

Be intentional. Be transparent. Be authentic.

With this approach, a career page becomes a tool. It attracts diverse, high-quality candidates who thrive and stay.

16 Powerful Tactics HR Professionals Can Apply to Recruit Diverse Talent