Diversity

Hiring a new team member? 3 key questions to boost diversity in your workplace

Are you about to hire a new colleague and wondering how to create a team rich in diversity and inclusion? Here are three powerful questions to guide you through the recruitment process and help you build a stronger, more innovative team.
New team member

14.08.2025

Better well-being. More innovation. Smarter decisions. And a stronger bottom line.
The benefits of diversity in the workplace are countless. It’s not just the right thing to do – it’s smart business.
When our teams are made up of people with different genders, ages, ethnicities, sexual orientations, education and life experiences, it creates new perspectives and drives better results. That’s why these three questions should be part of your recruitment strategy.

And building a diverse team doesn’t happen by chance – it happens by choice. By asking these three questions before you post your next job ad, you’ll take a big step toward creating a more inclusive, innovative and successful workplace.

Pro tip: Not the one making hiring decisions? Share this guide with your manager – it might inspire a fresh approach.

Which words are we using in the job posting?

The language in your job ad can influence who feels encouraged to apply. Some words tend to be perceived as more “masculine” (e.g. competent, bold, decisive), while others sound more “feminine” (e.g. loyal, honest, empathetic).

Consider:

  • Balance your language to appeal to a wider range of applicants.
  • Showcase your culture and values – make it clear that everyone is welcome.
  • Be specific about tasks and qualifications – avoid vague clichés that could deter the very candidates you want to attract.

What information do we ask for – and how do we review applications?

If your goal is more diversity, blind recruitment can make a big difference. This means removing certain applicant details (such as name, age, gender, photo and sometimes education) before the hiring panel sees them.

It’s a good idea to state in the job ad that you use blind recruitment and do not require a photo or age.

You can also have a colleague (not involved in the hiring decision) remove identifying details before the initial review. This helps to avoid unconscious bias and keeps focus on skills and potential – not personal background.

Who is in the interview room?

The composition of your hiring panel matters. If everyone in the room has similar backgrounds, you may unintentionally look for a candidate who’s “just like you.”

Instead:

  • Include a diverse panel to bring different perspectives.
  • If your team is very homogenous, invite a manager from another department to join. They may notice qualities you’d otherwise miss.