How to Attract Diverse Candidates to Engineering Positions

Want to hire diverse engineering talent? Start here:

• Set clear goals: Define diversity for your team, track progress with metrics like gender, race, and retention rates, and hold everyone accountable - not just HR.
• Write inclusive job postings: Avoid biased language, focus on skills over rigid requirements, and highlight benefits like remote work or parental leave.
• Expand recruiting efforts: Partner with organizations for underrepresented groups, coding bootcamps, and minority-serving institutions like HBCUs.
• Reduce hiring bias: Use blind hiring tools, standardize interviews, and ensure diverse interview panels.
• Retain talent: Offer mentorship, career growth opportunities, and create a workplace where employees feel supported and valued.

Set Clear Diversity Hiring Goals

Setting clear, measurable goals is the key to turning diversity from a well-meaning value into an actionable hiring strategy. Without specific targets, diversity initiatives can feel vague and lack direction. But with defined objectives, you can create a focused approach that delivers real results.

Define Your Diversity Metrics

Once your goals are in place, it's time to figure out how you'll measure progress. Start by identifying the diversity dimensions that are most relevant for your engineering team. Common areas to track include gender representation, racial and ethnic diversity, veterans, individuals with disabilities, and LGBTQ+ professionals. Choose metrics that are trackable and meaningful.

Don’t just look at the end result - track diversity throughout your entire hiring process. For example, monitor the percentage of diverse candidates at key stages: the applicant pool, phone screens, technical interviews, and job offers. This helps you identify where diverse candidates might be dropping out. If you notice a high drop-off rate after technical interviews, for instance, it could signal a need to refine that part of the process.

Start by establishing your baseline. Review your workforce demographics and hiring data from the past year. Ask questions like: What percentage of your engineering team belongs to underrepresented groups? How many team members identify with diverse racial or ethnic backgrounds? What’s the retention rate for diverse hires compared to the overall team? Once you’ve got a clear picture of where you stand, set realistic but ambitious goals tailored to your team’s needs. Incremental targets can help you track progress over time without feeling overwhelmed.

Numbers are important, but they only tell part of the story. Pair your quantitative metrics with qualitative feedback. Conduct exit interviews with candidates who decline offers and stay interviews with current team members from underrepresented groups. These conversations can reveal what’s working and what needs improvement.

It’s worth noting that diversity isn’t just good for your team - it’s good for business. Companies with ethnically diverse teams are 35% more likely to outperform their industry peers financially . This makes diversity not just a moral imperative but a practical one as well.

Create Accountability Systems

Even with great metrics, progress won’t happen without accountability. It’s essential to build systems that ensure everyone involved in hiring is committed to achieving diversity goals.

Responsibility for diversity hiring outcomes shouldn’t rest solely on HR. Engineering managers, team leads, and even individual contributors involved in hiring should have diversity goals integrated into their performance reviews. This shared accountability ensures that diversity becomes a team-wide priority.

Document your key diversity metrics and review them regularly. This documentation not only helps you spot trends and challenges but also demonstrates your commitment to building a diverse workforce. Transparency is crucial - share these metrics with your leadership team on a consistent basis. Monthly reviews, for instance, can highlight areas needing improvement and keep diversity top of mind.

Quarterly reviews are another great way to assess whether your strategies are working. Are partnerships with diverse professional networks bringing in qualified candidates? Is updated job description language attracting a broader range of applicants? Regular check-ins allow you to pivot when needed.

Leadership buy-in is critical. When executives champion diversity as a core business strategy, it sends a strong message throughout the organization. Embedding diversity goals into company-wide objectives and strategic plans ensures they’re treated with the same importance as other key business metrics.

Finally, consider using HR analytics tools to track your progress automatically. Automated dashboards can provide real-time insights into diversity metrics at every stage of the hiring funnel. This keeps progress visible and actionable. Remember, accountability isn’t about pointing fingers when goals aren’t met - it’s about identifying challenges and refining your approach.

Once you’ve set your goals and accountability measures, shift your focus to communicating your commitment through inclusive job descriptions.

Write Inclusive Job Descriptions and Build Your Employer Brand

The way you present your company and its job opportunities shapes the first impression candidates have of your organization. If your job postings come across as unwelcoming or your workplace culture seems unapproachable, talented engineers from underrepresented groups might look elsewhere. Writing inclusive job descriptions and building a workplace reputation that reflects genuine inclusivity are key steps in attracting a diverse pool of talent.

Write Inclusive Job Postings

The language you use in job descriptions can influence who feels encouraged to apply. Avoid terms that might suggest bias or lean toward certain genders. Words like "rockstar", "ninja", or "dominant" can unintentionally alienate candidates, while descriptors like "supportive" or "collaborative" might carry unintended assumptions. Instead, stick to neutral, skill-focused terms such as "experienced", "proficient", or "knowledgeable", and center your descriptions on the actual responsibilities of the role.

Reevaluate how you frame experience requirements. Instead of rigidly stating "5+ years of experience" or requiring specific degrees, focus on the skills that are truly essential for success in the role. For example, you might highlight the need for experience in building scalable backend systems or proficiency in Python and cloud infrastructure. This approach broadens the pool of qualified candidates, including those with nontraditional backgrounds.

Keep your list of qualifications realistic and focused. Overloading a job posting with an exhaustive list of requirements can discourage potential applicants. Clearly separate the "must-have" skills from the "nice-to-have" attributes. If you're hiring for a mid-level engineer, prioritize the core competencies they’ll need daily rather than listing every technology your team has ever touched.

Use straightforward, conversational language. Imagine explaining the role to a friend. For example, say, "Collaborate with product and design teams to create features customers love", rather than using jargon like "synergize cross-functional stakeholders to optimize deliverables."

Finally, highlight benefits and policies that signal inclusivity. Be specific about what you offer - whether it’s remote work options, flexible schedules, parental leave, or comprehensive health benefits. Regularly review these offerings to ensure they meet the needs of a diverse workforce.

Highlight Your Diversity Initiatives

Once candidates are interested in a role, they’ll want to know if your company genuinely values inclusion. Showcasing your diversity initiatives and inclusive practices is essential for building trust, enhancing your reputation, and attracting talent from underrepresented groups .

Create dedicated spaces on your career page to share diversity efforts and employee experiences. Instead of tucking this information into a generic "About Us" section, consider developing sections or microsites that spotlight stories from employees - especially those from underrepresented backgrounds . Employee Resource Groups (ERGs) are a great example to feature. If your company has ERGs for women in tech, LGBTQ+ employees, Black engineers, veterans, or other communities, highlight their activities and the support they provide . These groups foster community, networking, and professional growth.

Be transparent about your goals. Sharing diversity hiring targets shows accountability and demonstrates your commitment to creating an inclusive workplace .

Promote mentorship and sponsorship programs. Highlight any structured programs that provide guidance, career development, and support for employees from diverse backgrounds. This signals that you’re invested in their long-term growth .

Showcase workplace accessibility efforts. Publicize accommodations like assistive technologies, accessible office layouts, or captioning for virtual meetings. These efforts ensure all employees can fully participate and thrive .

Share your progress. Consider publishing annual diversity reports that outline your achievements, challenges, and future goals. This level of transparency builds trust and credibility .

Leverage blogs and social media. Use these platforms to discuss topics affecting underrepresented groups in tech, share employee stories, and highlight your inclusion efforts. Consistent visibility of your DEI (Diversity, Equity, and Inclusion) initiatives keeps them top of mind and demonstrates that they are more than just words .

Building an inclusive employer brand takes consistent and meaningful action. Candidates can easily spot the difference between companies that merely talk about diversity and those that actively work to foster inclusion. Make sure your external messaging aligns with your internal culture, and back up your claims with concrete examples of how you support your diverse workforce every day.

Up next, let’s explore how to expand your candidate search.

Expand Your Recruitment Channels

Sticking to traditional recruitment methods can limit the diversity of your candidate pool. Relying on major job boards, exclusive employee referrals, or a small selection of universities often overlooks talented engineers from underrepresented groups. To truly broaden your reach, you need to rethink where and how you search for talent.

Partner with Diverse Professional Networks

One way to expand your search is by teaming up with organizations that focus on underrepresented talent in tech. These groups are already well-connected and trusted within their communities, making them excellent partners in your diversity hiring efforts.

Look for professional organizations that cater to specific communities. For example, groups supporting women in tech, Black engineers, Latinx professionals, LGBTQ+ technologists, veterans transitioning into tech, or people with disabilities often host job boards, networking events, and introductions between their members and employers. By partnering with these groups, you can tap into talent that might not be visible through conventional channels.

Another great resource is coding bootcamps and alternative education programs. These programs often attract career changers and individuals from non-traditional backgrounds who might not have had access to four-year computer science degrees but possess strong skills and determination. For instance, the Financial Times successfully hired engineering talent through organizations like Code Your Future, which trains refugees, and Makers Academy, a coding bootcamp. This approach even led to a Principal Engineer joining their team .

Specialized platforms that connect underrepresented talent with employers can also be a game-changer. These services maintain networks of pre-qualified candidates and help streamline introductions for companies that prioritize inclusion .

Engagement is key. Building meaningful partnerships with these networks requires more than just recruiting. Sponsor events, participate in panels, offer mentorship, or host workshops. When you genuinely invest time and resources into these communities, you build trust and credibility. Candidates are far more likely to consider your company if they’ve seen you actively supporting their community.

Build Relationships with Educational Institutions

Engaging with educational institutions can help you establish a pipeline of emerging talent. Schools like Historically Black Colleges and Universities (HBCUs), Hispanic-Serving Institutions (HSIs), tribal colleges, and community colleges graduate thousands of skilled engineers every year. Yet, many companies overlook these schools in favor of a narrow list of "target universities." Expanding your campus recruiting strategy to include these institutions can immediately widen your access to diverse candidates.

"Partnering with universities can help you identify diverse talent early on in their careers." - Karat Team

Start by identifying schools with strong engineering programs that serve diverse populations. Reach out to their career services or department heads to introduce your company and explore collaboration opportunities. Attend career fairs, but don’t stop there. Offer to host workshops, guest lectures, or participate in industry panels. These activities not only showcase your company but also demonstrate your commitment to student success.

Internship programs are another effective way to connect with diverse talent. Design internships that offer real-world experience, mentorship, and skill development. Many companies use internships as an extended interview process, converting top performers into full-time employees. This allows you to evaluate candidates based on their work rather than just their resumes, which can often reflect bias.

Mentorship and job shadowing programs can take your efforts even further. By connecting your engineers with students early in their academic journey, you can help them build confidence, develop skills, and see themselves in tech careers. Students who’ve had positive experiences with your company are more likely to apply for roles down the line.

"Train people. Several companies have set up internal training programs or bootcamps, or cooperate on vocational education like training or dual studies." - Franziska Hauck, People Lead at SAP

Consider deeper collaborations with schools, such as contributing to curriculum development, sponsoring capstone projects, or participating in research initiatives. These partnerships not only benefit students but also give your team access to fresh perspectives and emerging talent.

Consistency is critical. Building relationships with educational institutions isn’t a one-time effort. Stay in regular contact, provide value beyond recruiting, and engage with students well before they’re ready to enter the job market . When you’ve established trust and visibility, your company becomes a natural choice for talented graduates seeking their next opportunity.

Expanding your recruitment channels takes time and effort, but the payoff is worth it. By connecting with diverse professional networks and educational institutions, you’ll gain access to talent pools that your competitors might be missing. These candidates bring not just technical expertise but also fresh perspectives that can strengthen your team.

Next, it’s time to refine your hiring process to address and reduce bias.

Remove Bias from Your Hiring Process

Even with the best intentions, unconscious bias can creep into hiring decisions. These biases - whether they stem from names, educational backgrounds, employment gaps, or other factors - can unfairly exclude qualified candidates before their skills are even considered. Bias often favors individuals with similar backgrounds, subtly influencing evaluations. Tackling this issue requires deliberate adjustments to how candidates are screened, interviewed, and assessed, ensuring a fairer hiring process that aligns with broader diversity goals.

Use Blind Hiring Tools

Blind hiring removes personal details from resumes and applications during the initial screening phase. By concealing information like names, photos, addresses, and alma maters, your team can focus purely on the candidate’s skills, experience, and qualifications. This approach minimizes the chance of unconscious bias influencing decisions.

There are a few ways to implement blind hiring. You can manually redact identifying details from resumes, though this can be time-intensive. A more efficient option is using applicant tracking systems with anonymization features that automatically strip out personal information. These tools streamline the process and help ensure evaluations are based on merit.

Another effective strategy is incorporating skills-based assessments. Instead of relying solely on resumes, ask candidates to complete work samples, coding challenges, or other tasks that mimic real job responsibilities. These exercises provide tangible evidence of a candidate’s abilities, independent of their background or credentials. By focusing on demonstrated skills, you increase the likelihood of uncovering talent that might otherwise be overlooked.

You can also refine your resume review process to emphasize relevant experience and practical skills over traditional markers like prestigious degrees or well-known employers. Develop clear rubrics that outline the qualifications most critical for the role, and train your hiring team to evaluate candidates consistently against these criteria.

Once bias is minimized in the early stages, the next step is to standardize interviews for a more objective evaluation.

Standardize Interviews and Evaluations

Unstructured interviews - where each interviewer asks different questions and uses their own criteria - can unintentionally amplify bias. One interviewer might prioritize technical expertise, while another focuses on whether a candidate feels like a "good fit", which often translates to similarity. This lack of consistency makes it difficult to fairly compare candidates.

Structured interviews are a better alternative. Start by identifying the key competencies required for the role. What technical skills are essential? What problem-solving abilities are critical? What communication or teamwork skills are necessary? Once you’ve pinpointed these competencies, create a standardized set of questions designed to evaluate each one.

For technical roles, this might include coding exercises, system design challenges, or debugging problems. For behavioral skills, use situational questions that prompt candidates to share how they’ve handled specific scenarios in the past. The goal is to ensure that every candidate answers the same core set of questions, enabling fair comparisons.

To further ensure objectivity, establish clear scoring rubrics. When all interviewers use the same scoring system, it’s easier to compile feedback and make data-driven decisions.

Diverse interview panels also play a crucial role in reducing bias. Including team members from a variety of backgrounds, genders, and perspectives can help identify blind spots and create a more inclusive environment. A diverse panel can also make candidates from underrepresented groups feel more comfortable, allowing them to perform at their best.

When assembling interview panels, aim for diversity not only in demographics but also in roles and seniority levels. A mix of engineers, managers, and cross-functional colleagues can evaluate different aspects of a candidate’s fit. Train your interviewers to recognize and counteract bias, and encourage open discussions during debrief sessions to challenge assumptions.

During debriefs, require interviewers to back up their evaluations with specific examples. Vague feedback like "I didn’t feel they were a fit" should be challenged. Instead, ask for observations tied directly to the competencies being assessed. This keeps discussions focused on job-relevant criteria and reduces the influence of subjective impressions.

Documentation is key. Record interview questions, candidate responses, and evaluation scores in detail. These records not only aid decision-making but also provide accountability. If patterns emerge - such as certain groups consistently scoring lower with specific interviewers - you can address potential issues with additional training or process changes.

Calibration sessions are another way to ensure fairness. Bring interviewers together periodically to review sample responses and align on scoring standards. These sessions help maintain consistency, refine evaluation criteria, and address any discrepancies in interpretation.

Small details can also impact candidate performance. Are interviews scheduled at convenient times for candidates in different time zones? Are clear instructions provided about what to expect and how to prepare? Are accommodations offered for candidates with disabilities? Addressing these factors shows respect for candidates and allows them to showcase their abilities without unnecessary barriers.

Finally, track your hiring metrics by demographic group to identify any disparities. Monitor pass-through rates at each stage of the hiring process to spot where candidates from underrepresented groups may be dropping off. If you notice trends, investigate the causes and adjust your process as needed. This kind of continuous monitoring is essential for building an equitable hiring system.

Eliminating bias from your hiring process isn’t a one-and-done effort - it’s an ongoing commitment. By using blind hiring tools and standardizing interviews and evaluations, you create a system that gives every candidate a fair shot, based on their skills and potential rather than unconscious preferences. These changes not only help you attract diverse talent but also lead to better hiring decisions overall.

Create a Workplace That Retains Diverse Talent

Hiring diverse candidates is just the beginning. Without providing the right support and opportunities, underrepresented engineers often leave prematurely. This not only wastes recruitment resources but also damages your reputation as an employer.

Retention hinges on building an environment where everyone feels they can grow and succeed. This means moving beyond superficial diversity efforts to establish systems that promote career development, offer meaningful mentorship, and create a sense of belonging. When employees from diverse backgrounds see clear paths for advancement and feel connected to their teams and the company’s mission, they’re more likely to stay and perform at their best.

Provide Mentorship and Career Development

Intentional career development is key to retaining diverse talent. Many underrepresented engineers face obstacles that others don’t, such as limited access to informal networks or a lack of role models in leadership roles. Without deliberate support, these talented individuals may hit a ceiling or leave for workplaces that offer better growth opportunities.

Formal mentorship programs can address these challenges by pairing employees with experienced mentors who provide guidance, share insights, and help navigate workplace dynamics. Unlike informal networks, formalized mentorship ensures structured support for career growth.

When setting up a mentorship program, carefully consider pairings. Match mentees with mentors whose experiences align with their career goals. Cross-functional pairings can also expose mentees to different areas of the organization. Establish clear schedules and discussion topics - some companies hold monthly one-on-one meetings, while others prefer quarterly check-ins supported by informal chats.

In addition to one-on-one mentorship, peer circles can help employees share experiences and support each other’s growth. These groups are especially valuable for those who feel isolated, as they foster solidarity and reduce feelings of exclusion.

Sponsorship takes mentorship a step further by actively advocating for employees in high-visibility projects and promotions. Unfortunately, women and people of color are often over-mentored but under-sponsored, meaning they receive advice but fewer opportunities to advance. To address this, assign senior leaders to champion high-potential employees from diverse backgrounds. Sponsors should have the influence to advocate for their protégés and help them secure meaningful opportunities. Track progress to ensure sponsorship leads to tangible career advancements.

Clear competency frameworks and regular feedback are also essential. Provide accessible guidelines detailing the skills and achievements required for each career level. Discuss these frameworks during performance reviews and offer continuous feedback throughout the year. Constructive, specific feedback tied to observable actions helps employees grow without creating unnecessary stress.

Professional development budgets show your commitment to employee growth. Allocate funds for conferences, certifications, or courses that align with individual career goals. Whether it’s learning a new programming language, enhancing leadership skills, or exploring emerging technologies, investing in development builds loyalty and long-term engagement.

Finally, monitor promotion rates across demographic groups. If certain groups are consistently overlooked, investigate why. Are they being held to different standards? Are they excluded from high-impact projects? Use data to identify disparities and take corrective action.

Build a Culture of Belonging

Career development is just one part of the equation. Employees also need to feel a sense of belonging. Hiring diverse talent means little if those employees feel excluded or undervalued. Belonging is about feeling appreciated for who you are and being able to bring your authentic self to work without fear of judgment.

Employee resource groups (ERGs) create supportive spaces for those with shared identities or experiences. These groups - whether for women in tech, LGBTQ+ employees, Black engineers, veterans, or others - offer both social connection and professional growth opportunities. Provide ERGs with resources, budgets, and the time needed to address employee concerns and plan activities. Most importantly, listen to their feedback about company culture and policies. Their insights are invaluable for understanding and improving the workplace experience.

Inclusive policies further reinforce belonging. For example, equitable parental leave policies that apply to all parents, regardless of gender, help level the playing field. Flexible work arrangements accommodate different life circumstances, while clear anti-discrimination and anti-harassment policies create a safer environment. Regular salary audits ensure pay equity, and any disparities should be addressed immediately. Transparency in compensation bands and promotion criteria can also prevent inequities from arising.

Psychological safety is another critical component. Employees should feel comfortable sharing ideas, admitting mistakes, and speaking up without fear of retaliation or judgment. Leaders play a key role here by modeling vulnerability, acknowledging their own errors, and responding constructively to others’ input.

Pay attention to meeting dynamics as well. Who gets interrupted? Whose ideas are acknowledged? Who is frequently tasked with administrative duties? These subtle patterns can lead to exclusion over time. Train managers to recognize and address such behaviors, and rotate responsibilities like note-taking and facilitation to ensure fairness.

Representation in leadership is vital. When employees see leaders who share their background, it sends a powerful message that advancement is achievable. Make diversity a priority in leadership hiring and promotions. If your leadership team lacks diversity, acknowledge it and commit to improving.

Celebrate the value of different perspectives. Recognize how varied backgrounds contribute to problem-solving and innovation. Avoid tokenizing employees or expecting them to represent their entire demographic group. Instead, create systems that ensure everyone’s voice is heard and respected.

Pulse surveys are a great way to gauge employee sentiment around inclusion, fairness, and psychological safety. Break down results by demographic groups to identify disparities, and most importantly, act on the feedback. Surveys without follow-through can lead to cynicism. Similarly, exit interviews provide insights into why employees leave. If recurring issues like lack of growth opportunities or feelings of exclusion arise, take these concerns seriously and make changes.

Building a culture of belonging isn’t a one-time effort. It requires continuous attention, adjustments, and leadership commitment. A workplace that prioritizes inclusion not only retains diverse talent but reinforces the values that make inclusive hiring successful in the first place.

Conclusion

Bringing in diverse engineering talent means rethinking how you recruit, evaluate, and support candidates. The strategies shared here are designed to create a well-rounded approach that goes deeper than just ticking boxes.

Start with clear goals. Define what diversity means for your organization, set measurable targets, and make sure leadership is fully committed. Regularly track your progress to ensure you're moving in the right direction.

Craft inclusive job descriptions to build a welcoming employer brand. Avoid biased language, focus on the skills that truly matter, and highlight your commitment to diversity on your career pages and social media. Remember, candidates often assess your company's inclusivity before deciding to apply.

Expand your recruitment efforts and reduce bias with skills-based, standardized assessments. Partner with diverse professional networks, coding bootcamps, and initiatives aimed at underrepresented groups. Build connections with Historically Black Colleges and Universities (HBCUs) and other minority-serving institutions. Use tools like blind hiring, standardize interviews, and train your team to be aware of unconscious biases. Including diverse voices on interview panels also ensures candidates see themselves represented.

But hiring is just the start. Retaining diverse talent requires creating an environment where everyone feels they belong and can succeed. Offer mentorship programs, career growth opportunities, and clear advancement paths. Foster inclusion through thoughtful policies and employee resource groups that support underrepresented voices.

Building a diverse engineering team takes ongoing effort and systemic change. When done right, these steps can lead to a stronger, more innovative team that mirrors the diversity of the world around us.

FAQs

What are the best ways to reduce unconscious bias when hiring engineers?

Reducing unconscious bias in engineering hiring begins with awareness and education. Training hiring teams to identify and address bias is a crucial first step. Tools like blind resume reviews can help by shifting the focus to candidates' qualifications rather than personal details. Similarly, crafting inclusive job descriptions - free from gendered or exclusionary language - ensures a broader range of applicants feel encouraged to apply.

Another important strategy is standardizing the hiring process. This means using structured interviews with the same set of questions for all candidates, which helps maintain fairness. Including diverse interview panels also brings a range of perspectives to hiring decisions. Beyond these practices, organizations should establish clear diversity goals and commit to ongoing efforts that advance equity and inclusion across all levels.

How can companies turn diversity goals into meaningful, lasting change?

To drive genuine and lasting change, businesses need to weave diversity into every layer of their hiring processes and workplace culture. Start with clear, measurable objectives that emphasize equity and inclusion - not just meeting quotas. Craft job descriptions that are inclusive and free from biased language, and tap into tools or networks designed to connect with underrepresented talent pools.

Creating an inclusive workplace is just as crucial. Offer opportunities for growth, mentorship programs, and equitable promotion practices to help employees from diverse backgrounds thrive. Finally, build an employer brand that genuinely reflects your dedication to diversity, ensuring it appeals to candidates from all walks of life.

How do mentorship and sponsorship programs help retain diverse engineering talent?

Mentorship and sponsorship programs are essential for keeping diverse engineering talent engaged and supported. These initiatives help create a workplace where everyone feels valued and has the tools to succeed.

Mentors focus on offering guidance, sharing advice, and helping mentees build essential skills. On the other hand, sponsors take a more active role by advocating for their mentees, opening doors to promotions and leadership opportunities. When combined, these programs provide underrepresented employees with the resources and connections they need to grow and succeed, strengthening retention and fostering a more equitable work environment.