This is #IncreaseDiversity, a weekly newsletter series + Increase Diversity Toolbox sharing best practices for employers who want to learn how to… well, increase diversity. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity | Increase Diversity - YouTube

We’ve all heard the saying: diversity begets diversity. Meaning, it takes diversity to attract diversity. But let’s be honest: Some workplaces are the exact opposite of diverse. You know you need to make changes, and you need to increase diversity and retention to stay competitive, but how do you do it without making people feel like they’re there just for optics?

How do you show diversity on your interviewing team without making people feel singled out? Let’s break it down.

If you prefer to watch instead of read, we’ve got you covered! Here’s the video that dives into this topic. Below, you’ll find the full breakdown.

Tip #0: Do a Gut Check First

Tip zero—this is one of those let’s do a quick gut check tip. Before you do anything, you really need to do a gut check first. Is your intent to show something that doesn’t exist?

If there’s no diversity within your workforce currently, do not try to act like there is. If it’s not there yet, that’s okay—the important thing is that you’re working on it.

Also, if you’re trying to solicit interviewer help from people who have nothing to do with the position, role, or department—don’t do it for optics. If they have no knowledge of the type of candidates coming in for the position, it’s better to not do it at all.

Tokenism is never an option. You can do without until you get to a place where you actually have more diversity—and that’s when the other tips really matter.

Tip #1: Make Volunteering Systematic

Make volunteering systematic for being on the interviewing team or helping with recruitment. You can do this by embedding volunteerism into the onboarding process.

All new employees who join the organization should be asked if they want to assist with recruitment by becoming an ambassador. If they do, they should go through an ambassador training program to learn what it means to represent the organization—whether at career fairs or during interviews.

Once this process is in place, you’ll always have a list of trained volunteers. When you need someone for an interview panel, you can pull from this list and select people connected to the position you’re hiring for. That way, you have prepared and willing ambassadors instead of scrambling to find representation at the last minute.

Tip #2: Proactively Solicit Volunteers on the Team

Proactively solicit volunteers in the department or team—but be transparent about why.

Maybe the candidate mentioned earlier in the process that diversity and inclusion are important to them. Maybe they want to hear about company culture from someone who shares their background or identity. In that case, talk to the hiring manager and say: “Here’s what we’re up against. I’d like to find some volunteers to speak with the candidate.” The manager can send a note to the team, and team members can choose to volunteer if they’d like.

Candidates may want perspectives on different aspects of work culture. A veteran might want to know what other veterans think about the company. A male teacher in a predominantly female school might want to hear from other male teachers.

But here’s the key—the volunteer doesn’t have to be on the interview panel. They could be:

The person who gives the candidate a tour.
The one who grabs lunch or coffee with them.
The person who greets them in the lobby.

They don’t have to be the ones assessing the candidate—they can simply be part of making the interview process more welcoming.

Tip #3: Partner With Affinity Groups (ERGs)

Partner with affinity groups, sometimes called Employee Resource Groups (ERGs). These are groups formed by employees, for employees, that focus on areas important to them.

If you’ve already built strong relationships with your ERGs, you can reach out to group leaders and ask for volunteers.

However, here’s the non-negotiable part: Not just anyone should be on the interview panel. Volunteers must:

Work in the department related to the role.
Have prior experience in the work being done.
Complete interview training to be fully prepared.

Seeing the pattern here? It’s about transparency, volunteerism, and proper training. You’re not just picking people at random—you’re ensuring those involved are prepared, relevant to the position, and willing to participate.

Tip #4: Always Remain Fully Engaged

Back when I first started recruiting, a colleague once asked me: “Hey Jennifer, would you be able to go to this conference on my behalf? You know… blonde hair, blue eyes… what would people even think of me being there?”

I’ll tell you what they’d think: That you’re there to find excellent talent.

What she was trying to do was ask me to go in her place—but that, in itself, can make someone feel like a token.

Don’t delegate just because you think someone else “fits the look” better. Ask people to join the team and remain fully engaged. In other words, be present, be involved, and be sure that the work is meaningful— not performative.

Final Thought

At the end of the day, representation should be real, not just for show. The goal of increasing diversity and retention is not to look diverse—it’s to become diverse.

Now, your turn: Which tip resonated with you the most? What strategies are you using to ensure that your interview process is inclusive for all candidates?

Let’s talk about it—drop your thoughts in the comments!