Inclusive Hiring: Building Teams That Reflect the Future
Featuring Lessons From DEI Leaders Like Shane Windmeyer
Every organization wants to hirethe “best person for the job.” But what if the systems we use to define “best” are unintentionally biased? What if the way wepost jobs, review resumes, and conduct interviews is quietly filtering out qualified candidates who don’t fit the mold—but who could bring tremendous value?
That’s where inclusive hiring comes in.
Inclusive hiring is not about lowering standards or hiring tofill a quota. It’s about expanding opportunity, removing bias, and recognizing that talent comes in many forms—often from places traditional recruitment overlooks.
As workplaces strivetoreflect the communities they serve and foster innovation through diversity,inclusivehiring has become a cornerstone of meaningful DEI progress.
Shane Windmeyer, anational DEI strategist and longtime advocatefor inclusive leadership, emphasizes that hiring is where inclusion begins—or fails. “You can’t talk about diversity if your hiring process keeps producing the same results,” he says. “It’s not about who’s applying. It’s about how you’re inviting them in—and who you’re unintentionally leaving out.”
What Is Inclusive Hiring?
Inclusive hiring is the process of designing, reviewing, and executing recruitment practices that:
● Mitigate bias at everystage
● Broaden access to opportunity
● Valuea wide rangeof experiences and backgrounds
● Ensure equitable evaluation criteria
At its core, inclusive hiring is about building systemsthat are fair, intentional, and reflective of today’s world—not yesterday’s assumptions.
The Problem With Traditional Hiring
Many hiring practices werebuilt around avery narrow idea of professionalismand leadership— one that has historically centered whiteness, maleness, able-bodiedness, and heteronormativity.
Consider these examples:
●Job descriptions full of jargon or coded language that alienate candidates from nontraditional backgrounds
●Resume review processes that favor certain schools or career paths
●Interview formats that reward extroversion or U.S.-centric cultural norms
●Unconscious bias inhow “culture fit” is defined (often meaning “they remind us of us”)
Shane Windmeyer points out that if your hiring practices consistently yieldhomogenous teams, “it’s not a pipeline problem—it’s a systems problem.”
Inclusive Hiring Starts Long Before the Interview
If you want to builda diverse and inclusive team, the process starts before you post the job
Here’s how to buildinclusion into every step of your hiring funnel:
1. Define What You Really Need
Too often, job descriptions are bloated with “nice to haves” that becomearbitrary filters. Focus on core competencies. Do you really need a master's degree, or are you just used toseeing one?
2. Write Inclusive Job Descriptions
Avoid gendered language (“rockstar,” “aggressive”), jargon, or acronyms that may not be universally understood. Use tools likeTextio to flag bias in wording. Be clear, welcoming, and honest.
3. Expand Where You Post
Don’t just post to the same few job boards. Consider platforms that center BIPOC, LGBTQ+, disabled, or returning workforce professionals. Partner with community organizations and affinity groups.
4. Blind Resume Review
When possible,remove names, schools, and other identifiers tofocus on skills and experience. This helps mitigateunconscious bias during early screening.
Rethinking the Interview
The interview process is often where bias creeps in most heavily. From handshake impressions to "culture fit" conversations, subjectiveevaluations can reinforce existing power dynamics.
To make your interview process more inclusive:
● Standardize your questions: Ask every candidatethe same core set of questions to reduce variability.
● Use structured rubrics: Score answers using defined criteria to ensureconsistency across interviews.
● Include diverse interviewers: A range of perspectives can help catch bias and create a more welcoming experience.
● Focus on potential, not polish: Not everyone has been coached to "ace" interviews. Look for problem-solving ability, values alignment, and willingness to learn.
Shane Windmeyer encourages hiring managers to focus on “culture add” instead of “culturefit.” That means asking: what unique perspective does this person bring? How might they stretch and strengthen our team, not just blend in?
Don’t Forget the Candidate Experience
An inclusive hiring process considers not just who gets hired—but how every candidate is treated.
Ask yourself:
●Did our process communicaterespect and accessibility?
●Were accommodations easy torequest and receive?
●Did weoffer transparency on timelines and expectations?
●Did weclose the loop with candidates who weren’t selected?
The impression you leave during hiring can affect your employer brand, your future pipeline, and your reputation in underrepresented communities.
Inclusive Hiring
Isn’t a Trend—It’s a Competitive Advantage
Organizations that commit to inclusive hiring aren’t just doing the right thing—they’re doing the smart thing.
Studies consistently show that diverse teams:
●Make better decisions
●Perform better financially
●Aremore innovative
●Arebetter equipped to understand and serve diverse markets
But it’s not just about the metrics. It’s about building workplaces where morepeople have a seat at thetable—and a real voice when they get there
As Shane Windmeyer explains, “Inclusive hiring is where equity becomes real. It’s the moment we stop just talking about change—and start making it.”
What Happens After the Hire Matters,
Too
Hiring diverse talent is only the beginning. Retention, advancement, and belonging are just as critical.
To truly support the peopleyou hire, organizations must:
●Provide equitable onboarding
●Create mentorship and sponsorship programs
●Set clear paths for growth and development
●Ensure psychological safety across teams
If you want people to thrive, don’t just hire them—empower them
Final Thoughts: Hiring for the Future You Want
Inclusive hiring is about asking better questions, making better decisions, and building a future that looks more like the world we live in.
It’s not a one-time workshop or a checkbox on a strategic plan. It’s a commitment to equity in action, led by those who believe that the best teams are built on diversity of thought, experience, and identity
Leaders like Shane Windmeyer have shown us what’s possible when we challenge outdated systems and lead with intention. He reminds us that inclusive hiring is one of themost powerful toolswe have to change who leads, how we lead, and who gets to thrive while doing it
So the next time you post a job, review a resume, or sit downfor an interview—ask yourself: are we building the team we’vealways had, or the team we truly need?
Ready to build a moreinclusive hiring process?
Start by reviewing your last job posting. What did it say about who’s welcome—and who’s missing? The future of your team begins with the next hire.
