3 Ways to Recruit Candidates from Underrepresented Groups in Tech

1. Establish partnerships with diversity-focused organizations.
2. Audit job descriptions and qualifications.
3. Expand outreach and networking efforts.

Many tech leaders have made verbal commitments to driving change. But good intentions must be paired with tangible actions. We still have a long way to go to create work environments where people from all backgrounds are welcomed, represented, and able to thrive.

The good news? There are practical, effective steps tech companies can take to recruit candidates from underrepresented groups. Doing so bridges equity gaps and strengthens teams, fuels innovation, and future-proofs businesses.

First, Let’s Define “Underrepresented Groups”

In this article, when we talk about diversity in the workplace, the term “underrepresented groups” typically refers to communities that face demographic barriers to equal representation within companies relative to their numbers in the broader population.

These groups have historically experienced institutional and systemic discrimination that continues to impact their economic mobility and career advancement over time negatively. As a result, they are often overlooked during recruiting and hiring processes, whether consciously or unconsciously.

Underrepresented groups often include, but are not limited to:

• Women

• Racial and ethnic minorities

• LGBTQIA+ individuals

• People with disabilities, including neurodivergence

• Veterans

• Individuals from disadvantaged socioeconomic backgrounds

Creating equitable access to opportunities for talented individuals from these communities is an essential piece of the diversity equation for companies committed to positive social impact. An inclusive mindset recognizes that there are still obstacles to representation, and all people deserve to feel welcomed, valued, and able to reach their full potential.

Here are 3 impactful strategies to jumpstart your diversity and inclusion recruiting efforts:

Leverage Partnerships with Diversity-Focused Organizations

Form strategic partnerships with non-profits, professional associations, employee resource groups (ERGs), and other organizations that support underrepresented communities. These groups often have robust talent pipelines and can connect you with highly skilled, diverse candidates who may not hear about roles through traditional channels.

Partnering with diversity-focused organizations also allows you to demonstrate an authentic commitment to inclusion from the get-go. You can collaborate on events, scholarships, mentoring programs, sponsorships, and more.

For example, AnitaB.org and Lesbians Who Tech & Allies are two fantastic organizations working to advance women and LGBTQ+ individuals in tech. Partnering with groups like these expands your reach and networks.

Audit Job Descriptions and Qualifications

Bias in job posts is another significant barrier that turns diverse candidates away. Make sure descriptions use inclusive language, focus on must-have skills over “culture fit,” and don’t include unnecessary qualifications that could discourage applicants.

Too often, roles list “5+ years experience” when the must-have competencies could quickly be learned on the job. Other times, the “preferred” credentials subtly filter out candidates with nontraditional backgrounds.

Be as flexible and open-minded as possible when it comes to hard skills. Exceptional problem-solvers, quick learners, and collaborators can pick up technical capabilities with the proper training and support.

Prioritize skills related to the role’s day-to-day responsibilities. Provide opportunities for learning and development instead of automatically screening out those with “gaps.” You’ll likely uncover some remarkably talented people.

Expand Outreach and Networking Efforts

Finally, spread the word about your roles through channels that actually reach diverse talent communities. Expand beyond traditional platforms only familiar to insiders.

Attend conferences like AfroTech to connect with underrepresented candidates in person. Leverage niche job boards like PowerToFly and Disability:IN. Use social media to highlight employee stories and authentic diversity efforts. Cold outreach on LinkedIn can also help surface passive candidates open to new opportunities.

Final Thoughts

Committing to tangible strategies that close equity gaps today sets up workplaces for long-term innovation and progress tomorrow.

Tech recruiters can drive real change by taking the initial steps covered here — partnering with diversity-focused organizations, removing biased screening barriers, and expanding outreach channels.

Imagine the creativity and brilliance that would be unlocked if every person was empowered to bring their whole, authentic selves to work daily. More solutions would surface to complex problems. Products would better serve diverse customer needs. Revenue would surge as businesses tapped into broader markets.

Organizations prioritizing diversity and inclusion in recruiting will undoubtedly gain competitive advantages and reshape the tech landscape for the better.