Diversity & inclusion hiring
Diversity recruiting that reaches more people, fairly
We widen where your jobs are seen, then put every candidate through the same job-related process. You get more qualified applicants and a hiring record you can explain.
- Serving U.S. employers nationwide
- Outreach and process, never quotas
- Quoted in writing before we start
- Rules checked
What does diversity recruiting involve?
Diversity recruiting means getting your openings in front of a wider range of qualified people and running a fair, accessible process for all of them. Digital Storming does this for U.S. employers whose applicants come from too few sources. We never sort or select candidates by race, sex or any other protected characteristic. Fees depend on the roles and scope; you approve a written quote first.
- Who it’s for
- U.S. employers who hire from too few sources
- What changes
- Where you advertise, how you screen and interview
- What we never do
- Quotas, preferences or slates by protected characteristic
- Pricing
- Per role or program, written quote first
Lawful inclusive hiring
Diversity recruiting strategies that stay within the law
Drawn from EEOC and ADA guidance. The rule of thumb: open the door as wide as you can, then judge everyone by the same job-related standard. Your employment lawyer has the final say on your process.
Do
- Advertise each opening in more places, so more qualified people hear about it.
- Write requirements from the actual work, and drop any the job doesn’t need.
- Ask every candidate the same core questions and score answers against a rubric set in advance.
- Explain the hiring steps to all applicants and ask whether they will need an accommodation for any of them.
- Record the job-related reason behind each decision to advance or decline someone.
Don’t
- Set hiring quotas or targets by race, sex or any other protected characteristic.
- Build interview slates or shortlists around a protected characteristic.
- Run ads that show a preference, such as asking for “recent college graduates.”
- Ask about disability before a job offer, or ask applicants for a photo.
- Rely only on referrals from a workforce made up mostly of one group.
Who it is for
Signs your hiring reaches too few people
Good candidates often go missing because they never heard about the job, or dropped out of a process that didn’t work for them.
Every hire comes from the same circle
Referrals and one job board fill most seats, so new hires tend to resemble the people who referred them. The EEOC notes that word-of-mouth recruiting in a workforce that isn’t diverse can be a barrier to equal opportunity.
Strong applicants drop out halfway
Long forms, unclear steps or an application that won’t work with a screen reader lose people before you ever meet them.
Interviews change with the interviewer
Each manager asks different questions and scores on gut feel, so you can’t compare candidates or explain a decision later.
You want wider reach that stays lawful
In 2025 the EEOC and the Justice Department warned employers about DEI-related discrimination, and you want outreach your employment lawyer can sign off on.
What is included
What our diversity recruiting covers
Changes to reach and process that help every applicant, applied to one role or to all your hiring.
A review of your hiring funnel
We look at where your applicants come from, where your ads run and where people drop out, using channel and stage data rather than demographic profiles.
A wider outreach plan
On top of the channels you already use, we add places your jobs aren’t reaching yet: community and niche job boards, schools and training programs, workforce centers, and veterans’ and disability employment networks. Anyone can apply through any of them.
Job ads built on the work
We rewrite postings around tasks and job-related skills, cut requirements the job doesn’t need, and remove wording that signals a preference.
Structured interviews
Every candidate gets the same core questions, scored against a rubric agreed before the first interview, so decisions rest on what each person showed.
An accessible process
We check that applications work on phones and with assistive technology, tell every applicant how the process runs, and name a contact for accommodation requests.
Records you can explain
We keep notes tying each screening decision to the job’s criteria, and report which channels and steps bring in qualified applicants.
Pricing
How a diversity recruiting quote is worked out
Digital Storming has no price list for diversity recruiting: the fee depends on the roles and how much of the process we run, and you get it in a written quote before any work starts. The quote is based on:
- The roles and how many openings you have
- Where you post and screen today
- Which parts of the process we run
- Whether it is one search or an ongoing program
How it works
How we run an inclusive search
Step 1: Look at the last search
We review your recent postings, sources and interview notes for the role and show you where reach or process falls short.
Step 2: Agree criteria and channels
Together we set the job-related criteria and the outreach list. Your employment lawyer can review both before launch.
Step 3: Post widely, screen evenly
We post across the agreed channels and screen every applicant against the same criteria, in the same order.
Step 4: Interview with a rubric
Your team runs structured interviews using the questions and scoring guide we prepare, and we gather the scores.
Step 5: Review what worked
After the hire, we report which channels and steps produced qualified candidates, so the next search starts stronger.
Diversity & Inclusion Hiring FAQs
Diversity Recruiting
What is diversity recruiting?
Diversity recruiting is the work of reaching a wider range of qualified candidates and giving all of them a fair shot. In practice, diversity recruiting means looking in more places, not screening people by who they are: more channels for your job, clearer ads and a consistent, accessible process. In its compliance manual, the EEOC says “Title VII permits diversity efforts designed to open up opportunities to everyone.”
Is diversity recruiting legal?
Whether diversity recruiting is legal depends on what you do. Widening outreach so more people can apply is one thing; choosing people by protected characteristic is another. EEOC rules make it illegal to discriminate in recruiting or hiring because of race, color, religion, sex, national origin, age (40 or older), disability or genetic information. Title VII also states that it does not require preferential treatment to correct an imbalance in a workforce. Your employment lawyer decides how this applies to you.
Can you send us only candidates from a particular group?
No. We don’t filter, rank or hold back candidates by race, sex, religion, national origin, age, disability or any other protected characteristic, and we don’t build slates around them. The EEOC lists selection for interviews, including placement on or exclusion from a candidate slate, among the actions where DEI-related discrimination is prohibited. What we can do is make sure many more qualified people see the job.
What’s the difference between diversity recruiting and inclusive hiring?
Diversity recruiting is about reach: who hears about the job. Inclusive hiring is about process: whether each person can apply, interview and be judged on equal terms, with accommodations when they need them. You need both, and both stay neutral about who gets hired.
Can we ask applicants about race or disability?
Employers should keep hiring questions to the job. The EEOC says employers may not make disability-related inquiries before a job offer, and should not request information that tends to disclose race unless there is a legitimate business need, such as affirmative action records kept apart from hiring decisions. Have your lawyer approve any demographic form before you use it.
How should we handle accommodation requests during hiring?
Employers should treat accommodation requests as a normal part of the hiring process. Under the ADA, which covers private employers with 15 or more employees, an employer can’t refuse to consider someone because they need a reasonable accommodation to compete for a job. The EEOC says an employer may describe the hiring steps to all applicants and ask whether anyone will need an accommodation; examples include accessible formats and sign language interpreters (EEOC: Job Applicants and the ADA).
Can you help with one role, or only a whole program?
Either. You can start with a single hard-to-fill job, or fold the same approach into all your hiring through recruitment process outsourcing or permanent staffing. The fee follows the scope, and you see it in writing before we begin. Our other HR and staffing services work the same way.
Sources
Rules and terms on this page come from these official pages (checked ). They are general information, not legal advice.
- 01Prohibited Employment Policies/Practices, U.S. Equal Employment Opportunity Commission
- 02What You Should Know About DEI-Related Discrimination at Work, U.S. Equal Employment Opportunity Commission
- 03EEOC and Justice Department Warn Against Unlawful DEI-Related Discrimination (press release, March 19, 2025), U.S. Equal Employment Opportunity Commission
- 04Job Applicants and the ADA, U.S. Equal Employment Opportunity Commission
- 05Title VII of the Civil Rights Act of 1964, U.S. Equal Employment Opportunity Commission
- 06Compliance Manual Section 15: Race and Color Discrimination, U.S. Equal Employment Opportunity Commission
- 07Pre-Employment Inquiries and Race, U.S. Equal Employment Opportunity Commission
- 08Introduction to the Americans with Disabilities Act, U.S. Department of Justice, ADA.gov
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