Diversity hiring works at every stage of the funnel. Sourcing might extend beyond the usual universities and job boards, job adverts might drop requirements that are not truly needed, and interview panels might include a mix of people. Teams then track how each group moves through screening, interview and offer, so they can see where candidates from particular backgrounds drop away and investigate why.
The aim is a wider, fairer process, not selecting people because of a protected characteristic, which can be unlawful in the UK and many other countries outside narrow positive action rules. Effort often pays off most at the screening stage, where large numbers are reviewed quickly and small biases add up. Job-relevant criteria, structured questions and regular selection-rate checks keep the focus on ability.