Report seven:

Diversity Hiring Tactics That Trump the “Pipeline Problem”  

Published September 2022

Cover of the hidden cost of "women work" report

How are leading employers creating diverse workplaces despite the lack of women and marginalized groups in certain roles and sectors? That’s exactly what we reveal in this advice-packed report, and it starts with identifying the real problem

  • Busting the myth: Understand why hiring teams are no longer blaming homogenous hiring pools for a lack of workplace diversity.
  • Use our expert checklist to create a hiring process that attracts and supports successful applications from a diverse range of candidates.
  • Find out what women and marginalized groups are saying about their candidate experiences.
  • Discover 10 popular tactics to create a truly inclusive hiring process. 
Illustration of a screen with a survey on it, overlapping the screen to the left is a speech bubble with text boxes and lines, overlapping the right of the screen is the WORK180 Endorsed Employer badge

A few key findings

Research for this report included several polls and surveys of WORK180’s global community: 

  • 69% of respondents said they had “definitely” been discriminated against (while 22% responded that they were “not sure”)

  • Only 9% said they were confident they had never been discriminated against during a job interview

  • 50% of women respondents said an interviewer has asked (directly or indirectly) whether they have or planned to have children  

This month’s focus: Inclusive Hiring 

As explored in previous reports from the Driving Workplace Equity Series, a diverse workplace cannot be achieved through hiring alone. However, it plays a crucial role; if employers want to build and benefit from a truly diverse workforce, they must create a fair and equal hiring process. This means making sure their approach to both passive and active hiring attracts and supports women and candidates from marginalized groups.

Image of the WORK180's 10 key standards for driving workplace equity.
Gemma Lloyd speaking at an event

“Yes, there’s grassroots work to be done in the educational sector to remove the barriers blocking women and marginalised groups from entering certain spaces, but the candidates are out there. It’s the employers who recognise this and are willing to put in the work to find, attract, and nurture these individuals that will come out on top.”

Gemma Lloyd, Co-Founder and CEO of WORK180 

Watch our short video to discover who WORK180 is and how we help organizations build and benefit from diversity and inclusion. 

Where should you be focusing your efforts when it comes to diversity, equity, and inclusion?

Empower, listen and learn from underrepresented voices in your organization using Experience180 — the ready-made engagement survey you can provide in partnership with WORK180.