6 Best Diversity Recruiting Tools to Support Your DEI Goals in 2025

You should use diversity hiring tools if you want to improve your diversity recruitment efforts and hire across all communities, including those that are underrepresented, like women, Black, Latino, Native American, and LGBTQIA. Here are a few other key benefits of diversity hiring technology:

• Increase Number of Diverse Applicants: With direct sourcing tools, you can conduct outreach to more diverse candidates and attract more diverse applicants. For example, companies that use Fairygodboss see up to a 50% increase in applications from women.
• Fill Hard-to-Fill Positions: Since the tools mentioned below include job sites where you can post your openings, you can get more applicants for open roles, including hard-to-fill positions like technology and enterprise sales.
• Improve Employer Branding: Show off your company as a diverse and inclusive workforce. Specific employer branding opportunities are outlined in the Features section below.
• Improve Skills-Based Hiring: Look beyond the resume and pedigree of your candidates and focus on actual skills and qualifications. In other words, can a given candidate get the job done regardless of where they studied, who they’ve worked for in the past, or what they look like?‍
• Improve Job Descriptions: You might not realize it, but how your job descriptions are written could be turning away certain applicant communities — for example, if they’re overtly masculine, you might not get a lot of applications from women. Fortunately, diversity hiring tools can help you improve the copy so this doesn’t happen.

With that said, diversity hiring tools come with their share of challenges and considerations, and here are a few things to keep in mind:

The gist: diversity hiring tools only go so far. You can make your hiring process “blind” and source candidates from job sites that specialize in diversity, but that doesn’t eliminate bias. So, even when you have a diversity recruitment tool in place, be sure to:

• Think about the entire hiring process: It’s not just about sourcing diverse candidates. You want them to have a positive interview and onboarding process as well.
• Not forget diversity and inclusion training: This includes training for recruiters and hiring managers, any employees who will be conducting interviews, as well as the entire workforce.‍
• Anticipate higher cost-per-hire: Don’t be surprised if you see that your cost/hire for under-represented candidates is higher than what you’re used to. The cost difference is similar to how cost/hire increases when you’re looking for harder-to-find candidates like engineers or managers.
• See the bigger picture: It's not just about hiring, it’s the full employee lifecycle. Human resources teams and companies in general have to think hard about how they are fostering an inclusive culture where each individual feels welcomed.

To get a sense of your ROI, look at the number of hires you get from using these tools and the value you assign each hire. Beyond the numbers, there is a moral imperative to build a diverse workforce to reverse the impacts of institutionalized racism, sexism, and ageism. Each organization doing its part creates a better tomorrow for these groups, as well as society as a whole through a more friendly and productive business environment.

The cost of diversity recruitment software depends on company size, features, and the vendor’s pricing model. Some tools, like ChartHop, offer a free plan for up to 150 employees, making it a great option for startups. Others, like Untapped, use a per-seat pricing model, meaning the cost depends on how many recruiters need access.

Many platforms, including Jopwell, Fairygodboss, Textio, and Valence, follow a custom pricing model, requiring businesses to request quotes based on their hiring needs. Fairygodboss offers tiered plans (Silver, Gold, and Platinum), with higher-priced plans including job board takeovers, career fairs, and employer branding features.

Here’s a general cost breakdown:

• Small Businesses & Startups: Free to $100–$500/month
• Mid-sized Companies: $5,000–$20,000/year
• Enterprise Solutions: $20,000+/year, especially for AI-powered and branding features.
  

Depending on the tool you use, you can expect the following features:

• Niche Job Boards for Diverse Talent: These platforms focus on underrepresented groups to help companies expand their talent pipeline. For example, Jopwell connects employers with Black, LatinX, and Native American professionals, while Fairygodboss is a job board specifically designed for women in the workforce.
• Employer Branding & Dedicated Company Pages: A company profile page allows employers to showcase their workplace culture, diversity statistics, employee testimonials, and benefits. Fairygodboss, for example, offers employer branding pages where companies can highlight DEI initiatives and share employee stories.
• Diversity-Focused Recruiting Events & Career Fairs: Many diversity recruiting platforms offer participation in specialized hiring events to help companies connect with diverse talent. Jopwell hosts career fairs designed for underrepresented professionals, while Fairygodboss provides virtual career fairs specifically for women job seekers.
• AI-Powered Inclusive Hiring Assistance: AI-powered tools help recruiters write more inclusive job descriptions and match candidates to roles in a fair and unbiased manner. Textio is a prime example, as it analyzes job descriptions and suggests changes to eliminate biased language.
• Advanced Boolean Search for Diversity Sourcing: Boolean search functionality enables recruiters to efficiently find underrepresented talent using targeted keywords and filters. For instance, Entelo offers diversity sourcing features that allow recruiters to search for candidates by gender, ethnicity, and veteran status compliantly.
• Custom Sponsored Content for DEI Branding: Companies can create targeted articles, videos, or other content to highlight diversity initiatives and attract diverse candidates. Fairygodboss is one of the platforms that provides employers with the option to create custom content about their workplace culture and DEI efforts.
• Blind Hiring & Unbiased Candidate Screening: To reduce unconscious bias in hiring, some diversity recruitment software offers blind screening by removing identifying details such as names, gender, and ethnicity from resumes. Textio is a top brand when it comes to helping employers rewrite job descriptions to avoid language that may discourage diverse candidates from applying.
• Diversity Analytics & Compliance Reporting: Data-driven hiring decisions are essential for tracking progress in diversity recruiting. Solutions like ChartHop provide diversity and inclusion analytics that help HR teams measure hiring diversity metrics such as gender, ethnicity, veteran status, and location.
• ‍Diverse Interview Panels & Video Interviews: A diverse interview panel can provide a more inclusive experience for job candidates, making them feel represented and valued. Valence, for instance, is a professional network for Black talent focused on connecting companies with diverse professionals through networking events and mentorship programs.

Before investing in one or all of these tools, make sure to schedule a demo so you can get a feel for the platform and actually see how things work. Ask as many questions as necessary to help you really understand what the tool can do for you and how you can use it most efficiently. Here are some questions and tips to consider:

Demo Questions Samples

• Can you demonstrate how the tool helps source candidates from diverse backgrounds?
• What sourcing channels and databases does the tool access to ensure a diverse candidate pool?
• Does the tool support multilingual job postings and career sites?
• How does the tool ensure unbiased candidate shortlisting to reduce potential bias in the hiring process?
• Are AI-powered algorithms used to assess candidates? How do they avoid reinforcing biases?
• Can you show how the tool helps create inclusive job advertisements that attract diverse candidates?
• Does the tool provide suggestions or guidelines for using inclusive language in job descriptions?
• Does the tool support anonymized resume reviews to remove identifiable information that may lead to bias?
• Can the tool hide candidate names, photos, or other identifying details during the shortlisting process?
• How does the tool track and report on diversity-related metrics, such as the percentage of diverse candidates in the pipeline?
•  Are there analytics features that help identify potential diversity gaps in the hiring process?
• Can you demonstrate the candidate experience when applying for a job through the tool?
• Does the tool provide accessibility features to accommodate candidates with disabilities?

Tips for a Productive Demo

• Get a Customized Demo: Before the demo, let the vendor know your specific diversity hiring needs, so they can tailor the demo accordingly. This way, you can see exactly how the tool fits your requirements, saving time for both you and the vendor.
• Ask for User Feedback: Request feedback from current users of the tool to understand their experiences and challenges. Many of the tools we've picked for this guide have case studies available, but you can go a step further by asking the vendor to connect you with their customers for firsthand insights.
• Check User-Friendliness: Pay close attention to the user interface and ease of navigation. Ask the vendor to walk you through the features your team will use frequently to see how they work. Don't assume all tools work the same way, even if you've used similar ones before.
• Inquire About Support and Training: Learn about customer support and training options for a smooth implementation process. Make sure you clarify which support services are included with your subscription and which might require an additional fee.‍
• Request a Trial: If possible, ask for access to a trial or sandbox environment to explore the tool further on your own. Some vendors may not advertise a free trial, but they might be open to providing one if you request it.

Many of these tools are easy to get started with and probably familiar (especially job boards which we've all used before). But a key piece of the implementation puzzle here is on your overall DEI strategy — i.e. not just diversity hiring, but how you’re building a fair and inclusive workplace that attracts AND retains top talent.

• Partner with Internal Stakeholders: Work directly with VPs, SVPs, and other team leads to learn more about their strategy (including both their business strategy and their people strategy). You want to be a team’s key partner for all HR-related needs, especially as it relates to driving business. Understanding who they want to hire as well as what they need to make existing employees happy is key.
• Conduct an Internal Audit: Find out exactly where you need to focus your diversity and inclusion efforts — i.e. is it on hiring, unconscious bias training, employee benefits, etc? There are some ways to do this. You can conduct anonymous employee surveys, look at your company ratings on Glassdoor or Comparably (the latter of which shows a rating for how inclusive your company/culture is), or engage an outside firm to handle the research and analysis.
• Update Employer Branding: There are ways to subtly and overtly show your diversity and inclusion efforts in your employer branding — from showcasing diversity in leadership positions (for example, with headshots on your About page), highlighting diversity investments and data on your job site and individual job postings, or adding language like “... and allies” to your messaging, for example.
• Appoint or Hire A DEI Manager: As you probably know by now, creating a DEI-friendly workplace is not as simple as uploading job postings on diversity hiring websites. There’s the entire hiring funnel to think about, and an inclusive culture to build - it can be a long and hard journey. As your team grows, consider appointing or hiring someone whose sole focus is on developing and executing, and continuously improving your diversity recruiting strategy.

What is diversity and inclusion?

Diversity is a person’s unique qualities, while inclusion is the creation of a welcoming environment. Together, they are initiatives to make people from all different backgrounds and experiences feel comfortable in the workplace.

What is diversity recruitment software?

Diversity recruiting software is a tool specifically designed to promote inclusivity in the hiring process by mitigating hiring bias, facilitating connections between diverse talent and hiring managers, and fostering a more equitable recruitment environment. 

By addressing unconscious biases and structural inequalities that can perpetuate discrimination, this software plays a crucial role in helping organizations build diverse and inclusive workforces, which in turn can enhance innovation, improve decision-making, and boost overall organizational performance.

What are the benefits of using diversity and inclusion hiring tools?

The benefits of using diversity and inclusion hiring tools include an increased number of diverse applicants, filled hard-to-fill positions, improved employer branding, improved skills-based hiring, and improved job descriptions.

What are some key features of a diversity recruiting tool?

Top diversity recruitment tools typically offer features such as niche job boards, company branding pages, recruiting events, company reviews, and custom content to appeal to diverse candidates. Some also offer features that promote diversity hiring strategies, such as augmented writing, blind hiring, and video interviews with diverse interviewers.

What are some key considerations when using a diversity recruitment tool?

When implementing diversity recruiting tools, it's crucial to consider the following:

• Inclusive Hiring Process: Evaluate how the tool integrates with your overall hiring strategy and where it can add value.
• Unconscious Bias Training: Diversity recruiting tools can help mitigate bias, but ongoing unconscious bias training for all staff involved in hiring is essential for long-term success.‍
• Employee Lifecycle: Remember that diversity and inclusion are prominent throughout the entire employee lifecycle, from hiring to onboarding, development, and retention.

As Sarah Castle at Toast put it, "Think of your company culture as a garden. It’s going to grow whether or not you have a gardener and weeds will grow. Those weeds are your toxicity.” So, don’t hire diverse candidates just for the sake of having a diverse workplace and think you're done. Instead, be intentional about also creating an inclusive culture where people feel welcomed, do good work, and help grow the diversity of your workforce.

There is a lot of nuance to inclusion and what makes a person leave because of organizational toxicity. For example, things like fairness and a sense of belonging are perceived differently by women vs. men vs. LGBTQIA vs. different races and ethnicities. There are just a lot of layers to it.

To try to better understand these layers within your organization and accurately identify areas of toxicity that need fixing, keep open lines of communication with your employees (even if just through anonymized surveys), turn to outside consulting firms that specialize in inclusion (like The Collective, A DEI Lab), or other organizations dedicated to inclusion and accountability (like Project Include).