Despite genuine commitment and significant investment, many organisations find that their diversity numbers are not improving as fast as they would like — or are not improving at all. In this second instalment of our HR challenges series, we look at the five most common reasons why diversity efforts stall, and what you can do about each one.
1. Bias in the selection process
The most common culprit is unconscious bias embedded in the hiring process itself. Unstructured interviews, CV-based screening, and network-based referrals all systematically favour candidates who are similar to those already in the organisation. Without deliberate intervention, diversity is very hard to improve.
Solution: Introduce structured interviews with standardised questions and scoring criteria. Use validated, blind-scored assessments that evaluate candidates on job-relevant competencies. Diversify sourcing channels to reach candidates from different backgrounds.
2. Narrow candidate requirements
Job requirements that specify a particular degree, a specific type of experience, or years in a particular role can inadvertently narrow the candidate pool in ways that disadvantage underrepresented groups.
Solution: Critically review every requirement and ask whether it is truly necessary for success in the role, or whether it is a proxy that could be replaced with a more direct assessment of the underlying competency.
3. A non-inclusive culture
Hiring diverse candidates into a non-inclusive culture is counterproductive. If people from underrepresented groups do not feel they belong, are not given equal opportunities, or experience discrimination or microaggressions, they will leave — and word will spread.
Solution: Diversity and inclusion efforts must go hand in hand. Invest in creating a genuinely inclusive culture through leadership development, psychological safety, and clear accountability at all levels.
4. Lack of diverse role models and leaders
Representation matters. If senior leadership is homogeneous, it sends a signal — intentional or not — about who belongs and who can succeed in the organisation.
Solution: Focus diversity efforts not just on entry-level hiring but on retention, development, and promotion of diverse talent. Mentoring and sponsorship programmes can be particularly effective in accelerating the progression of underrepresented individuals.
5. Treating diversity as a compliance issue
Organisations that approach diversity as a box to tick — rather than as a genuine business priority — rarely make meaningful progress. Compliance-driven approaches produce performative actions rather than real change.
Solution: Frame diversity as a strategic priority with clear goals, accountability, and regular measurement. Involve leaders at every level, not just HR. And measure outcomes, not just activities.
Conclusion
Improving diversity is not easy, but it is achievable — if you are willing to look honestly at the barriers in your own organisation and take deliberate action to remove them. Want to know how Selection Lab can help you build a fairer, more inclusive selection process? Get in touch with us.
