Effective Talent Acquisition (TA) leaders know that having a strong diversity sourcing strategy provides tangible benefits to the business. In fact, companies with a diverse workforce financially outperform others with less diverse teams.

However, recent federal actions against DEI have caused increased obstacles for reaching DEI-related goals. At the end of 2024, nearly 7 out of 10 leaders were concerned about the impact of the new administration on Talent Acquisition DEI initiatives (a number that’s likely only increased over the past few weeks). The top challenge Talent Acquisition leaders report in meeting their 2025 DEI goals is difficulty sourcing a diverse set of candidates. 

Since the SCOTUS 2023 Affirmative Action ruling, many employers have been retooling and adapting their DEI processes. Current policy changes under the Trump administration are causing employers to accelerate these adaptations and delve even deeper. As a result, some organizations are scaling back DEI initiatives altogether, while others are adjusting how they report diversity data to mitigate legal risks. 

The silver lining is that these pressures are sparking innovation in DEI strategies. Instead of relying on quotas or check-the-box requirements, teams are embedding inclusion into everyday practices, such as working with hiring managers to align diversity goals with organizational needs and broadening their diversity sourcing strategy. 

We know adapting strategy is a top challenge that the Talent Acquisition industry is actively developing solutions for. Knowing how other leaders are reacting and how TA teams can organically increase inclusivity in their sourcing process can help to navigate DEI scrutiny. 

With the landscape around DEI rapidly evolving, we highly recommend consulting with legal and compliance teams as you update diversity sourcing strategy.

Top 5 DEI Challenges for TA Teams in 2025

We asked TA teams what their top DEI priorities are in 2024-2025, the responses: 

39% Assess and address potential bias in the recruiting process

37% Initiate and maintain diversity partnerships

34% Increase retention of diverse candidates

32% Provide DEI internal trainings

30% Ensure that candidates interview with diverse hiring panels

A top goal for 37% of TA teams, initiating and maintaining partnerships with diversity organizations can serve multiple functions for employers, such as:

1. Sourcing diverse talent and creating a talent pipeline 
2. Building relationships with local communities 
3. Improving employer branding 

 

Building an Inclusive Pipeline Through Partnerships & More

A top goal for nearly half of TA teams, developing partnerships with diversity organizations can serve multiple functions for employers, such as:

1. Sourcing diverse talent and creating a talent pipeline 
2. Building relationships with local communities 
3. Improving employer branding 

 

We asked, “What strategies has your TA team implemented to increase DEI in the initial recruiting & sourcing of candidates?” The top responses: 

54% Sourcing through diverse partnerships 

50% Attending diversity conferences 

42% Showcasing diversity initiatives 

42% Increased transparency about the recruiting process 

41% Utilizing ERGs & affinity groups in recruiting 

 

Re-Evaluating Traditional Concerns & Assumptions in Sourcing

Common frustrations in sourcing talent can lead well-intentioned TA professionals into believing in two common myths which may underlie the perception that diverse talent is difficult to source: 

Myth #1: TA Teams must use unique channels to source candidates from underrepresented backgrounds.

Fact: Even when comparing several groups of candidates with diverse backgrounds, most candidates use LinkedIn & Indeed. Employer branding & messaging can be critical to drawing more candidates in from these channels.

Myth #2: There aren’t enough qualified candidates from diverse backgrounds; the talent pools are too small.

Fact: While candidates from underrepresented backgrounds compose a large percentage of the U.S. working-age population, they are often not accordingly represented in many industries. Even when meeting the normative assumptions of being “qualified,” candidates with historically marginalized identities continue to face exclusion in recruiting. For example, Black and Latinx individuals graduate from top schools at twice the rate at which leading technology companies hire them.

Communicating Inclusivity to Candidates

If candidates of diverse backgrounds are using similar channels, what are the areas for improvement within your diversity sourcing strategy?

The messaging used when sourcing candidates can have a profound effect on candidate engagement, and signaling an organization’s inclusive culture. There are several ways to communicate workplace inclusivity, such as within: 

Job Ads – Significantly more women than men find inclusive language in a job ad and a link to a company’s representation statistics as the most important information for indicating an inclusive and equitable workplace. 

Direct Outreach – For example, 1 out of 4 candidates report that direct outreach highlighting specific company diversity initiatives would be a highly important indicator of an inclusive and equitable workplace. 

2025 Update: We know signaling your DEI initiatives effectively to candidates while striving to remain compliant can be challenging – visit our DEI hub to learn about “retooling” your initiatives.

Candidate Perspectives

We asked candidates what in a job ad makes them feel like an employer might not have an inclusive workplace. Candidates with diverse backgrounds said: 

“Using gender coded words or racially biased language in a job description would make me view an employer as not embracing an inclusive work environment.” 

“I feel like… [an] organization’s desire for equity & equitable practices really need to be stated front and center… If [it’s] not there, to me it’s a red flag.” 

 

DEI is becoming even more of a challenging priority for organizations. Check out our DEI Hub, where recruiting leaders can stay up to date on the rapidly shifting landscape of DEI.