Beyond the Label: Rethinking What \"Diversity Hire\" Really Means

If you're leading DEI efforts and still hearing whispers about "lowering the bar," this conversation is long overdue.

According to the Oxford Review, diversity hiring refers to the intentional recruitment of individuals from underrepresented or marginalized groups to foster a more diverse workforce.

A diversity hire is, therefore, a candidate selected with an explicit focus on increasing diversity within an organization--typically from groups underrepresented in the workforce, such as people of color, women, individuals with disabilities, LGBTQ+ individuals, and other marginalized communities.

Diversity hiring aims to correct systemic imbalances and ensure that companies benefit from a range of perspectives and experiences.

Contrary to misconceptions, diversity hiring is not about lowering standards or giving preferential treatment. Rather, it is about broadening recruitment efforts, ensuring equal access to opportunities, and considering a wider pool of talent that might otherwise be overlooked.

Despite the undeniable benefits of having a diverse workforce, such as improved financial performance, better decision-making, expanded market insight, and others, there remains a persistent stigma attached to the term "diversity hire."

For some, it carries the implication that candidates were selected primarily to fulfill diversity quotas or meet organizational targets, rather than based on their skills, qualifications, and potential. This perception undermines the credibility and accomplishments of those hired, reducing them to a checkbox rather than recognizing their true value.

Such misconceptions not only harm the individuals affected but also detract from the broader goals of diversity hiring by perpetuating the false narrative that diversity comes at the expense of merit.

In reality, diversity hiring seeks to break down systemic barriers, widen access to opportunities, and identify talent that may otherwise be overlooked.

To address this stigma, organizations must redefine the narrative by emphasizing the skills, expertise, and unique perspectives that diverse candidates add to the workplace.

Brazil is marked by one of the most significant wealth disparities globally, with poverty levels closely tied to race.

Black and mixed-race individuals comprise the majority of the population, a legacy shaped by the arrival of 3.6 million enslaved Africans—seven times the number sent directly to North America.

Today, the economic divide persists as White Brazilians earn nearly double the income of non-Whites. Additionally, Afro-Brazilians hold less than 5 percent of top management roles in the country's 500 largest companies.

In the book, Leading Global Diversity, Equity, and Inclusion: A Guide for Systemic Change in Multinational Organizations, Rohini Anand shares the creative approach Natura, a Brazilian cosmetics company, used to recruit a diverse group of interns to bring fresh perspectives to the business.

Recognizing that conventional internship requirements, such as university education, English fluency, and international experience, disproportionately excluded Black and multiracial candidates due to systemic educational inequities, Natura reimagined its selection criteria. They prioritized life experiences and entrepreneurial mindsets over traditional qualifications.

To reach a wider and more representative pool of candidates, Natura expanded its recruitment efforts beyond standard channels. The company advertised opportunities in low-income communities, such as favelas (shantytowns) in Rio de Janeiro, and suburban areas, ensuring broader accessibility. This inclusive outreach attracted 22,000 applicants for just 20 internship positions.

The selection process involved two assessments. The first evaluated candidates’ alignment with Natura’s values of equality, collaboration, and teamwork, focusing on individuals who could thrive in the company’s culture. The second test measured creativity, innovative thinking, and problem-solving abilities.

The final cohort of 20 interns was a testament to the program’s success: 85 percent came from underrepresented groups.

Despite most of them lacking university degrees, they were given access to Natura’s senior leadership and made significant contributions, including generating four viable business ideas, three of which are now part of the company’s strategic plan.

Furthermore, 17 of the 20 participants were hired by Natura, illustrating the program’s transformative impact on both the interns and the organization.

Widening the pool of potential candidates, is more than a moral imperative; it’s a strategic advantage. Below are just a few of the benefits that diversity hiring can bring to an organization:

Workplace Equity
This is a way for organizations to recognize the historical barriers faced by marginalized groups and address systemic inequalities. Equity-driven hiring practices create opportunities for all individuals to succeed, irrespective of their backgrounds, and contribute to a more just society.

Improved Decision-Making
Studies show that diverse teams outperform homogeneous ones by bringing a variety of viewpoints, cultural insights, and problem-solving approaches. This diversity fosters creativity and innovation, enhancing the team’s capacity to tackle complex challenges.

Business Advantage
Diversity is linked to better financial performance. Companies with diverse workforces often enjoy stronger market competitiveness, improved employee engagement, and better customer relationships.

Public Image
A diverse workforce signals that the organization values inclusion and equity, boosting its brand among socially conscious customers, employees, and investors. This alignment with societal values can build loyalty and trust.

Employee Satisfaction
A commitment to diversity can lead to a sense of belonging among employees. When individuals feel seen, respected, and valued, they are more likely to be engaged and productive, reducing turnover rates and increasing job satisfaction.

Implementing a successful diversity hiring strategy requires thoughtful planning, intentionality, and a commitment to creating equitable opportunities. It’s not just about meeting quotas. It is also about fostering an inclusive workplace that attracts, supports, and retains talent from all backgrounds.

Below are some practical strategies organizations can adopt to build a hiring process that truly reflects their commitment to diversity and inclusion.

1️⃣ Explain the "Why" Behind Diversity Hiring
Employees need to see how diverse teams solve problems faster and deliver creative solutions. Sharing success stories from other organizations (see Natura’s example above) makes the benefits tangible, sparking enthusiasm and buy-in.

2️⃣ Address Misconceptions
Hiring Managers need to stress that diversity hiring doesn’t mean compromising on talent or lowering standards. Instead, it’s about leveling the playing field and uncovering talent that systemic inequities might have overlooked.

3️⃣ Ensure a Transparent Hiring Process

It is important to clearly communicate the qualifications and skills required for each role, ensuring candidates understand how they are being evaluated and reducing concerns about bias. Anonymized resumes is one way to ensure a more objective assessment.

4️⃣ Engage Leadership in Advocacy
Leaders need to actively champion diversity initiatives and speak openly about their value to the organization. This visible commitment signals to the entire workforce that diversity hiring is more than a policy; it’s a shared priority and a business imperative.

5️⃣ Measure and Celebrate Successes
Share stories of successful hires and their contributions company wide. Teams that go above and beyond to foster an environment where new hires few valued, respected and can contribute their best, should be publicly acknowledged, which creates a ripple effect of commitment and positivity.

Diversity hiring isn’t a buzzword—it’s one of the most practical levers organizations have for advancing diversity, equity, and inclusion in a way that actually sticks.

When companies intentionally expand who gets access to opportunity, they don’t “lower the bar”—they widen the lens, reduce systemic blind spots, and strengthen the quality of their talent decisions.

Done well, diversity hiring fuels innovation, improves problem-solving, and helps create workplaces where more people can contribute fully.

Yes, misconceptions may persist. That’s why diversity hiring must be positioned within a larger commitment to systemic change: transparent hiring standards, equitable career pathways, and an inclusive culture that recognizes individuals for their capabilities and impact.

When those pieces work together, diversity becomes more than representation—it becomes a cornerstone of organizational excellence.

If you’re rethinking how diversity, equity, and inclusion show up in your organization—and looking for a way forward that aligns with today’s realities, let’s talk.

At Mastering Cultural Differences, we help leaders build inclusive workplace practices that are practical, culturally responsive, and grounded in evidence—so progress is meaningful, sustainable, and trusted.