Recruit and Retain a Diverse Workforce

04.09.25

Recruit and Retain a Diverse Workforce: Breaking Barriers for Long-Term Success

By Whitney Harvey, Senior Director of Workforce Solutions, Minnesota Chamber Foundation; FMWF Chamber staff

Attendees engage in conversation at the Inclusion Insights session on March 12.

A strong and multidimensionally diverse workforce doesn’t happen by accident—it requires intentional strategies, a commitment to inclusion and a willingness to challenge traditional hiring practices to effectively recruit and retain a diverse workforce.

Organizations that focus on diverse recruitment and retention strategies see long-term benefits, including increased innovation, employee satisfaction and stronger community ties.

The following insights were recently shared at the Inclusion Insights: How to Operationalize Inclusion Solutions event with Whitney Harvey, Senior Director of Workforce Solutions at the Minnesota Chamber Foundation, held on March 12.

Keep reading to discover actionable strategies to get started.

Reimagine Your Hiring Process

To successfully recruit and retain a diverse workforce, organizations must critically examine their hiring practices. Consider the following steps:

Review job postings – Are they using inclusive language? Are the minimum qualifications listed truly necessary, or are they excluding truly qualified candidates?
Expand outreach efforts – Post job opportunities in diverse spaces, including multicultural job boards and community organizations.
Eliminate bias in hiring – Train hiring managers on unconscious bias, implement structured interview questions and use diverse hiring panels.

Inclusive Onboarding and Workplace Culture

Hiring diverse talent is only the first step—ensuring these employees feel welcomed and supported is equally as important. A well-designed onboarding process should:

Provide mentorship opportunities – Pair new hires with mentors who can offer unfiltered guidance and continuous support.
Foster a sense of belonging – Acknowledge different experiences, cultural backgrounds, traditions and perspectives in workplace programs. Ensure that employees understand that their individual characteristics and traits are seen as valuable additions to your organization.
Ensure policies reflect inclusivity – From respect policies to clear anti-discrimination guidelines, employees should feel valued and protected.

Retention Through Development and Engagement

Once diverse talent enters the organization, leaders must focus on retention strategies to ensure long-term success. Consider:

Professional development opportunities – Create career pathways and leadership development programs.
Workplace flexibility – Support employees with policies that acknowledge different needs, such as parental leave, accommodations or religious observances.
Employee feedback mechanisms – Conduct regular engagement surveys to understand employees’ needs and challenges and use that information to shape your organization’s inclusion strategy.

Data-Driven Decision-Making

Organizations should track their progress to ensure recruitment and retention efforts are effective. Collect and analyze data on:

Demographic trends in recruiting, hiring, promotions and turnover.
Employee feedback on workplace inclusivity.
The effectiveness of mentorship and training programs.

Begin taking the essential steps to recruit and retain a diverse workforce now

Recruiting and retaining a diverse workforce requires more than good intentions—it takes a strategic and structured approach. By eliminating barriers to employment, creating inclusive policies and fostering a culture of belonging, organizations can build stronger, more innovative teams that reflect the diverse communities they serve.

READY TO TAKE THE NEXT STEP IN YOUR DEI JOURNEY?

The Chamber is committed to helping you grow as an inclusive leader.

We recently hosted The Pulse of DEI, where we explored the current state of DEI, what’s working and what’s not—read the key takeaways here.

This month, The Chamber is also hosting a free virtual series beginning April 30:
Discuss, Connect, Reflect: Supporting and Engaging Veterans in the Workforce, a 60-minute lunch and learn will equip you with practical tools and insights to better support and retain Veteran talent in your organization.

May 6, you have the chance to dive deeper into the issues shaping our region’s workforce and business climate at The Pulse. We will explore The Pulse of Crime: Safety, Perception and Business Impact and bring together local law enforcement leaders for a robust discussion on the state of safety and crime in our region.

Register today and take the next step toward fostering a more inclusive and supportive workplace.

SHARE

More Stories

Subscribe to email newsletters