To build a diverse engineering team, you need more than good intentions - you need actionable strategies. Diverse teams perform better, solve problems faster, and attract top talent. Yet, many companies fail to address the barriers in their hiring pipelines. Here’s a quick overview of how to fix that:
- Sourcing Talent: Traditional methods (elite schools, referrals) limit diversity. Expand to coding bootcamps, HBCUs, and diverse tech communities.
- Job Descriptions: Avoid biased language like "rockstar" or unnecessary requirements. List salary ranges and use gender-neutral terms.
- Interviews: Use structured, skills-based assessments to minimize bias. Avoid unstructured interviews and assess technical skills without coding tests like high-pressure whiteboard sessions.
- Retention: Support new hires with mentorship, fair promotions, and equitable pay. Track retention data to identify gaps.
Where Hiring Pipelines Break Down
::: @figure 
{Where Diverse Candidates Are Lost in Tech Hiring Pipelines: Key Statistics}
Even companies that prioritize diversity often lose diverse candidates at predictable stages. Pinpointing where these breakdowns occur - and understanding why - is the first step toward creating a fairer hiring process.
Sourcing Problems
Recruiting methods like LinkedIn searches, employee referrals, and targeting elite schools often yield the same narrow results. Here’s why: Each year, around 60,000 students graduate with computer science degrees in the U.S., but focusing on elite schools shrinks that pool to just 6,000 graduates. Of these, only about 1,500 are women, and fewer than 1,000 are people of color.
Employee referrals also limit diversity. When a team lacks diversity, their networks tend to reflect the same imbalance. Genevieve L'Esperance, an Engineering Manager, summed it up well:
"Standard approach produces standard results, and this standard pipeline was full of leaks."
What’s often overlooked is the growing pool of talent from non-traditional paths. For instance, enrollment in coding bootcamps has increased ninefold since 2013, with many achieving gender parity - far better than the 20% female representation in traditional computer science programs. Yet, many companies disregard these candidates entirely.
The problem often begins with job descriptions. Phrases like "rockstar" or "crushing it" can alienate qualified candidates. Long lists of unnecessary technical requirements have a similar effect. Additionally, candidates are less likely to apply if your careers page doesn’t reflect diversity in leadership. Sarah Wells, Tech Director at the Financial Times, explained:
"I am more likely to believe your company is inclusive and that I will like the culture, if I can see people who look like me in leadership positions."
These sourcing gaps set the stage for biases that show up later in the hiring process.
Bias in Screening and Interviews
Bias during screening and interviews is a persistent issue. Nearly half (48%) of HR managers admit that biases influence their hiring decisions. The numbers speak volumes: resumes with white-sounding names receive 9% more callbacks than those with Black-sounding names. Similarly, in unstructured interviews, Hispanic and Black candidates score 0.25 of a standard deviation lower than their white counterparts.
The problem starts early. Interviewers form impressions within 7 seconds. From there, confirmation bias takes over as they look for evidence to support their initial judgment. The halo effect compounds this: one positive trait, like attending a prestigious university, can overshadow everything else, while one perceived flaw, like a career gap, can unfairly disqualify an otherwise strong candidate.
Technical interviews add another layer of complexity. Aline Lerner, Founder of interviewing.io, highlighted the issue:
"The resume is a demonstrably terrible way to judge whether someone is a good engineer."
Candidates from elite schools often have better access to resources like interview training and peer networks. Meanwhile, those from non-traditional backgrounds may lack these advantages, even if they’re equally skilled. Women, in particular, face unique challenges: they are seven times more likely than men to quit practicing for technical interviews after a single bad experience. This underscores how the process itself can discourage diverse candidates.
Even if interviews are improved, missteps during the offer stage can undo all the progress made earlier.
Mistakes at the Offer Stage
Sourcing diverse candidates and conducting fair interviews isn’t enough if they’re lost at the offer stage. One common mistake is basing salaries on previous pay, which perpetuates gender and racial pay gaps. Without transparent pay structures and consistent compensation frameworks, new hires often start at a disadvantage.
Transparency is key. If you don’t clearly outline the value of the offer - including bonuses, equity, and benefits - candidates may assume the worst. Allison Means from CandorIQ put it plainly:
"Equitable hiring isn't just a moral imperative, it's a strategic advantage."
But many companies fail to align offers with published pay bands, geographic adjustments, or leveling guidelines. This creates pay compression and damages trust from the outset.
There’s also a disconnect between a company’s stated values and its execution. If your careers page emphasizes diversity but your offer doesn’t reflect those values - whether through weak compensation, unclear growth opportunities, or poor cultural signals - underrepresented candidates will walk away. They’ve seen this pattern before and are unlikely to take the risk.
Fixing mistakes at the offer stage is just as important as addressing issues in sourcing and screening. A truly inclusive hiring pipeline requires attention at every step.
How to Fix Sourcing and Reduce Bias
Identifying where hiring pipelines fall short is just the first step - you need to take action. While the solutions aren't overly complex, they require deliberate adjustments in how you source talent, write job descriptions, and conduct technical interviews.
Expand Your Sourcing Channels
To find a wider range of candidates, go beyond the usual schools and professional networks. Consider Historically Black Colleges and Universities (HBCUs), Hispanic-Serving Institutions (HSIs), coding bootcamps, and communities like Lesbians Who Tech, Out in Tech, and Black Girls Code. These spaces are rich with skilled engineers who often miss traditional job postings. Companies that diversify their sourcing methods report a 40% faster time-to-hire. Yet many recruiters still rely heavily on LinkedIn and referrals.
Traditional sourcing methods tend to feel transactional - cold outreach to people who may not know your company. daily.dev Recruiter changes this dynamic by connecting you with developers in spaces where they already engage with technical content. This approach ensures every interaction is warm and opt-in, meaning developers only see opportunities they've expressed interest in. It’s a great way to reach passive candidates who might ignore a cold email but are open to the right role.
When reaching out to diverse communities, use approachable and welcoming language. A friendly tone can go a long way in easing concerns for candidates from underrepresented groups, who might find the hiring process intimidating. This sets the stage for creating inclusive job descriptions that resonate with a broader audience.
Write Job Descriptions That Attract Diverse Candidates
Once you've connected with diverse talent, your job descriptions must be inviting and free of bias. These descriptions act as a filter, so the language you use is critical. Terms like "rockstar", "ninja", and "guru" can alienate candidates and reinforce stereotypes. Women, for instance, are less likely to apply unless they meet every listed requirement, while men are more inclined to apply even if they meet just 60%.
Here’s how you can make your job descriptions more inclusive:
| Original Term | Inclusive Alternative | Why It Matters |
|---|---|---|
| Rockstar / Ninja / Guru | Software Engineer / Developer | Avoids jargon that signals a "bro-culture" |
| Competitive / Determined | Collaborative / Goal-oriented | Reduces masculine-coded language that can deter women |
| Must be able to lift 25 lbs | Move equipment weighing up to 25 lbs | Focuses on the task rather than physical ability |
| English Native Speaker | Fluent in English / Proficient in English | Avoids bias against non-native speakers |
| He / She | You / They / The Candidate | Ensures gender neutrality in job descriptions |
Instead of requiring "X years of experience", focus on specific skills, such as "experience with computer hardware troubleshooting." This ensures you don’t exclude candidates with non-traditional career paths. Also, frame requirements as "What you'll need" or "Bonus points" instead of "Must-haves" to encourage more applicants. Including a salary range is particularly effective for attracting women and people of color, as it demonstrates a commitment to pay equity. Salary transparency is a top priority for 67% of job seekers, yet many organizations still avoid listing it.
Finally, add a clear and specific DEI (Diversity, Equity, and Inclusion) statement. A good example is this one from Johnson & Johnson:
"Our vision at Johnson and Johnson is for every person to use their unique experiences and backgrounds together – to spark solutions that create a better, healthier world."
Such statements show genuine intent and help build trust.
Remove Bias from Technical Interviews
Bias in technical hiring is a well-documented issue. Research shows that Black professionals receive 30% to 50% fewer callbacks when their resumes include identifiers of racial identity. To counter this, start with structured skill assessments.
Move technical evaluations to the beginning of the hiring process, even before reviewing resumes. This creates an objective way to measure qualifications and avoids unconscious biases tied to education or previous employers. Use standardized scoring rubrics to ensure every candidate is judged on the same job-relevant criteria rather than subjective "culture fit."
Replace high-stress whiteboard sessions with collaborative live coding exercises. Studies from North Carolina State University and Microsoft reveal that many qualified candidates are eliminated simply because they’re not used to performing on a whiteboard in front of an audience.
Other tips include conducting initial interviews over the phone instead of video to avoid appearance bias and account for varying internet quality or home environments. Offering candidates a 5-minute quiet break during live interviews can also help them brainstorm without feeling pressured. Treat assessments as pass/fail rather than using them to rank candidates, which often gives undue weight to top scorers.
Lastly, diversify your hiring panels. Include employees from different backgrounds and encourage them to share inclusive values during the process. This shows candidates that your company’s commitment to diversity goes beyond just words on a careers page. By making these changes, you can transform technical interviews into a fair and inclusive experience.
How to Retain Diverse Engineering Talent
Bringing diverse engineers onto your team is just the beginning. The real challenge lies in keeping them. Shockingly, 50% of tech workers aged 18 to 28 have left or considered leaving a job because they felt unwelcome or uncomfortable . Without a focus on retention, efforts to diversify teams may fall short, leaving you with a revolving door instead of a strong, inclusive workforce.
Onboarding and Mentorship
A well-structured onboarding process can boost employee retention rates by 50% . Pairing new hires with mentors and scheduling activities like early pair programming not only speeds up their technical integration but also fosters meaningful connections .
The Financial Times offers a great example of how support systems can make a difference. Between 2011 and 2021, their engineering department increased the percentage of women and non-binary engineers on staff in London to 35%, thanks to board-sponsored employee support groups .
"There is no value in spending all the time and effort trying to increase the diversity in your team, just to fail at onboarding or providing career support to a newly hired engineer."
- Samuel Adjei, Software Development Manager
Beyond logistics, onboarding is an opportunity to counteract any negative impressions leftover from bias in the hiring process. It sets the tone for a positive, long-term relationship.
Create a Culture Where Everyone Belongs
Building a sense of belonging requires leadership to actively support underrepresented voices. This means stepping in when someone is interrupted, ensuring everyone gets a chance to speak, and recognizing contributions equally . Franziska Hauck, People Lead, emphasizes this point:
"If a team ends up hiring a woman and then her voice isn't heard, it won't be long before she moves to another company with better conditions."
To further promote fairness, use transparent and structured processes for project assignments and promotions. Relying on informal networks for these decisions can reinforce biases and exclude talented individuals. Uma Chingunde, VP of Engineering, highlights the importance of clarity:
"A transparent process with clear rules for everyone removed this kind of doubt [about why someone was promoted]."
Additionally, avoid assigning diverse engineers solely to behind-the-scenes maintenance work. Instead, offer them high-impact projects that enhance their skills and visibility . Remote work policies can also level the playing field. For example, in May 2021, Twitter’s VP of Talent Acquisition, Dr. Maisha Gray-Diggs, explained how their "work wherever you are best" policy allowed them to tap into talent from tech hubs like Atlanta and Washington, D.C., instead of limiting opportunities to expensive cities .
Track Retention Data
Creating an inclusive culture is only part of the equation. To ensure lasting success, you need measurable retention strategies. Start by tracking how many engineers stay after specific timeframes, like three or four years, and break down this data by demographic groups to identify any unique challenges .
Promotion rates to senior leadership roles are another key metric. Diverse leaders not only contribute directly but also help attract and retain other diverse talent . Developer experience surveys can provide insights into whether your engineers feel psychologically safe and see their work as meaningful to the company's goals .
Most importantly, act on the feedback you collect. When employees see tangible changes - like smoother deployment processes or improved meeting practices - they’re more likely to stay engaged and trust leadership . Retention isn’t just a box to check; it’s the foundation for building engineering teams that thrive over the long term.
How to Measure DEI Progress Honestly
Once you've worked on improving sourcing, screening, and retention, the next step is to measure progress in a way that paints an accurate picture. Relying only on diversity numbers can be misleading - real progress also shows up in areas like retention, career advancement, and pay equity.
Metrics That Show Real Progress
One key metric to track is the pass-through rate at each hiring stage. For instance, if women perform well in early interviews but struggle to reach the final stages compared to men, this could point to bias in the process . Similarly, look at promotion rates - if underrepresented employees repeatedly hit a ceiling at mid-level positions, it may signal deeper cultural or systemic barriers .
Pay equity audits are another essential tool. On average, women in STEM earn $16,000 less annually than men, while Black and LatinX STEM professionals earn $14,000 less compared to white or Asian colleagues . Regularly reviewing pay across similar roles can help identify and address these gaps before they grow.
Retention data is also critical. High turnover rates among specific groups often indicate an unwelcoming environment. Pair this data with stay interviews, where you have open conversations with employees about why they choose to remain. This combination helps uncover issues that might otherwise lead to departures . These metrics collectively show why focusing solely on headcount doesn't tell the full story.
Why Headcount Alone Doesn't Work
While detailed metrics provide real insights, relying on headcount alone can create a false sense of progress. A workforce that looks diverse on paper may still face challenges like unequal promotions, limited career growth, or high turnover among underrepresented groups . For example, women hold just 17% of tech jobs in the U.S., with LatinX developers making up 6% and Black developers only 3% in top Silicon Valley companies . These numbers highlight the importance of tracking every stage of the employee lifecycle - hiring, promotions, and leadership representation - not just entry-level diversity .
Tools for Tracking DEI in Hiring
Modern applicant tracking systems can help you manage demographic data securely while staying compliant with privacy regulations . Start by measuring your Diversity Sourcing Ratio - the percentage of candidates sourced from outlets like HBCUs, coding bootcamps, or groups such as Lesbians Who Tech. This metric helps you understand how effective your outreach efforts are . Similarly, track your Diversity Interview Ratio to see if underrepresented candidates are advancing through the hiring process at similar rates as others .
Platforms like daily.dev Recruiter offer tools to measure diversity by facilitating warm, double opt-in introductions with developers. This method lets you see which roles attract diverse candidates and identify the sourcing channels that bring in the best talent. By shifting from cold outreach to a trust-based process, you can make recruiting more effective.
Set clear, time-bound goals, such as "Increase women in leadership roles by 15% within the next 24 months" . Use visual tools like line graphs to communicate your progress transparently and focus on actions that lead to genuine changes in leadership representation - not just updated photos on your careers page. Tracking DEI progress is essential to ensure that improvements in hiring and retention translate into meaningful, lasting change.
Conclusion: Building Engineering Teams That Last
Creating diverse engineering teams isn't about checking boxes - it's about making meaningful changes at every level. Start by broadening your talent pool. Go beyond the usual university recruiting and tap into resources like bootcamps, Hispanic-Serving Institutions, and community organizations such as Black Girls Code or Out in Tech. To ensure fairness, implement skills-based assessments that evaluate candidates on their abilities rather than their backgrounds .
Fair sourcing practices naturally improve the equity of your hiring process. Standardize interviews with consistent questions and scoring systems to assess both technical and soft skills for every candidate. This approach has shown measurable success. For instance, Zenjob increased female representation from 11% in 2021 to 29% by 2026 by using structured interviews, transparent metrics, and focused mentorship . Similarly, the Financial Times increased women and non-binary representation in their London engineering team to 35% by 2021, up from just a handful a decade prior .
But hiring is just one piece of the puzzle. Retaining diverse talent requires creating an environment where employees feel safe and supported. Initiatives like Employee Resource Groups and clear, unbiased promotion processes are critical . This matters because half of tech workers aged 18 to 28 have either left or considered leaving a job due to feeling unwelcome because of their identity .
To maintain progress, track these efforts with the same precision you'd use for business objectives. Monitor metrics like retention rates, pay equity, and promotion fairness - not just headcount. Companies with racially and ethnically diverse teams outperform industry norms by 35%, and diverse teams are 58% better at solving problems . These outcomes highlight the importance of treating diversity, equity, and inclusion (DEI) as a core business strategy, not just an HR initiative.
Ultimately, the true measure of your commitment lies in your leadership team. As Sarah Wells from the Financial Times explained:
"Realize that when you are striving to make things more equal, a white man might feel his opportunities have shrunk. So you need to explain why this is a positive change, repeatedly. You are not lowering the bar, you are fixing the things that stopped you from being able to attract some great candidates."
FAQs
What should I measure to find where diverse candidates drop out?
To improve inclusivity in your hiring process, it's crucial to evaluate each stage - sourcing, screening, interviewing, and offers. By analyzing where diverse candidates may be exiting the process, you can uncover potential obstacles and take steps to address them effectively.
How can I make technical interviews fair without lowering the bar?
To keep technical interviews fair while maintaining high standards, stick to structured practices. This means using consistent questions and clear scoring rubrics to reduce bias. Prioritize questions that are directly related to the job and steer clear of overly abstract or irrelevant problems. Incorporate progressive questioning - starting with simpler queries and building up - to assess skills thoroughly in a balanced way. These strategies ensure a fair, objective process that evaluates candidates based on their abilities.
What are quick ways to improve retention for underrepresented engineers?
Creating a workplace where underrepresented engineers feel valued starts with fostering a sense of belonging and equity. This means building an environment where everyone feels included and supported. To achieve this, it's crucial to implement diversity and inclusion initiatives that go beyond one-time efforts. Instead, make them a continuous part of your company culture. When employees feel they are truly valued, they are more likely to stay engaged and committed to your organization.
.png)
