Diversity, equity, and inclusion (DEI) efforts have faced increasing scrutiny in recent years, with some organizations pulling back, rebranding, or integrating DEI into broader initiatives. While some may view DEI as a “nice to have,” the reality is that it is a critical business function. When done well, which is exactly what this blog post will help you do, it directly impacts hiring, retention, productivity, and long-term success. Reframe DEI to elevate hiring outcomes sustainably.
At a recent workshop featuring Yumi Oishi, Head of Diversity, Equity & Inclusion, Rovio, and Amit Bhatia, Co-Founder and CEO of Datapeople, explored how to reposition DEI as a strategic business imperative. They also shared five proven tactics you can use to drive meaningful change—even when facing internal resistance, budget constraints, or shifting corporate priorities.
The DEI landscape: US vs. Europe
While the US has seen some companies scaling back DEI initiatives, European regulations continue to promote active engagement. Laws like Finland’s Non-Discrimination Act and Spain’s LGBTQ+ inclusion requirements mandate companies to take action, and the upcoming EU Pay Transparency Directive will make compensation transparency a legal requirement. This directive follows country, state, or territory-specific Pay Transparency Regulations.
However, legal mandates aren’t the only driver of DEI. Younger employees and candidates increasingly demand workplace inclusivity, and companies that fail to prioritize DEI risk losing top talent to competitors.
So how can organizations ensure that DEI remains a priority? Not just for hiring compliance but as a catalyst for future business performance. Reframe DEI with these 5 proven strategies.
5 proven strategies to reframe DEI
1. Addressing organizational pushback
One of the most effective ways to gain executive buy-in is to speak in terms of risk and business impact. While it’s inspiring to focus on building a more inclusive workplace, leadership teams often respond more urgently to what is at stake if they don’t take action.
For example, companies that ignore DEI may experience:
- Higher attrition rates lead to increased hiring and training costs.
- Loss of productivity, as employees who feel excluded or undervalued are less engaged.
- Reputation damage, affects employer brand, customer trust, and even stock performance.
Yumi shared how she tailors her messaging depending on her audience, often emphasizing the financial and reputational risks of inaction to drive engagement at the leadership level.
2. Rethinking job ads
One of the most overlooked yet high-impact DEI strategies starts with job posts, not job descriptions. Datapeople’s research has shown that:
- Adding “preferred” qualifications can reduce the candidate pool by 40%, disproportionately deterring women and underrepresented groups.
- Longer job ads (400+ words) tend to attract more unqualified applicants, making the hiring process less efficient.
- “Title inflation” (giving junior roles senior-sounding titles) discourages candidates who don’t feel fully qualified, particularly those from underrepresented backgrounds.
Amit emphasized that clarity is key—short, precise job ads with well-defined minimum qualifications help attract more diverse and qualified applicants.
3. Considering the implications of location
Remote and hybrid work policies have reshaped talent acquisition, but unclear expectations can create hidden barriers for candidates—especially those with caregiving responsibilities or neurodivergent needs.
- Jobs labeled as “remote” may sneak in location restrictions—if so, these should be clearly stated.
- A hybrid schedule should explicitly outline office attendance requirements, as interpretations vary across regions.
- Transparency in location policies can reduce candidate drop-off rates and improve hiring outcomes.
Yumi noted that in Europe, “hybrid” often means two days in the office, while some US companies require four in-office days and still call it hybrid. This big difference in unstated expectations can lead to confusion and deteriorate hiring performance.
4. Welcoming neurodivergent talent
Inclusion isn’t just about hiring, it’s about creating environments where employees feel supported and primed to do the best work of their lives. Neurodivergent individuals (15-20% of the population) often struggle with traditional hiring and workplace norms, but small, low-cost interventions can make a huge difference.
At Rovio, Yumi’s team has implemented:
- Fidget toys in interview rooms to create a more accommodating environment.
- Structured hiring processes to reduce bias and improve transparency.
- Silent working areas to support employees sensitive to noise.
These “micro-interventions” compound over time, fostering a workplace where employees feel safe and productive.
5. Standardizing candidate experience
One of the biggest complaints on LinkedIn isn’t salary, it’s candidate experience. An inclusive, structured hiring process isn’t merely good for DEI. A standardized candidate experience forms the foundation for greater TA productivity, strengthened employer brand, and elevated hiring outcomes.
The bottom line? If a hiring process is unclear, inconsistent, or inaccessible, companies risk losing top talent before they even step through the door.
Reframe DEI as a business priority
DEI as a business imperative rather than a “nice to have” initiative is the key to long-term success. These five strategies: framing DEI as a risk management tool, optimizing job ads, clarifying location expectations, implementing small but meaningful accommodations, and improving candidate experience can be applied immediately to create more inclusive and effective hiring processes.
Want to take the next step? Watch the full workshop with Amit and Yumi or request a free personalized recruiting process audit to help you identify and fix hidden frictions that deter diverse high-quality talent.