How to Create a Scalable DEI Hiring Strategy for Small Businesses

Diversity, Equity, and Inclusion (DEI) are more than just corporate buzzwords—they're powerful levers for innovation and growth. For small businesses, investing in a DEI hiring strategy might feel overwhelming, but the long-term benefits are profound. Wondering why it’s essential?

Imagine a small tech firm with a team of five, all from similar backgrounds. While they may collaborate well, their solutions might lack the depth that comes from diverse perspectives. Now, consider the same team supported by hires from different cultures, experiences, and walks of life. Conversations deepen, innovation spikes, and the company becomes more adaptable. It’s not just feel-good theory—it’s a proven driver of performance.

According to a McKinsey report, companies in the top quartile for gender and ethnic diversity are 35% more likely to have above-average financial returns. That’s significant. For small businesses, the key is building scalable DEI strategies that can evolve as the company grows, starting with intentional hiring practices.

Before diving into recruitment, small businesses should address existing values and workflows. You can't retrofit change into a culture resistant to it. So how can you lay groundwork that sticks?

Start by getting leadership buy-in. When founders and managers value DEI, it permeates the rest of the organization. Share stories of how diverse teams outperform, or bring in advisors to speak about measurable success linked to inclusivity.

Then, audit your current hiring practices. Are job descriptions subtly biased? Is your interview process overly informal or subjective? Many businesses unknowingly set up barriers. Tools like Textio can help you detect bias in language, while structured interviews reduce unconscious bias.

Most importantly, define what DEI means to your company. Don’t copy and paste Google’s playbook. Instead, align your strategy with your mission, product, and community.

1. Set clear DEI hiring goals – Identify the dimensions of diversity you want to improve (gender, race, socioeconomic background, etc.).

2. Create inclusive job descriptions – Use neutral, accessible language and avoid jargon.

3. Expand sourcing channels – Partner with HBCUs, women-in-tech meetups, or diversity-focused job boards.

4. Standardize the interview process – Implement scorecards and train interviewers to reduce bias.

5. Track progress – Use applicant tracking systems (ATS) to monitor diversity metrics at each hiring stage.

These are practical, repeatable steps. And because they’re rooted in standards, they’re scalable.

As small businesses grow, maintaining authenticity becomes tricky. Growth pressures may tempt founders to deprioritize DEI in pursuit of revenue. But here’s the twist: authenticity in DEI can actually drive that growth.

Remember that a DEI strategy isn’t a one-off campaign. It’s a living system that should evolve with you. Consider Buffer, a small company known for its radical transparency and inclusive culture. They share salary formulas publicly and hire from diverse pools across the globe. Did it stunt their growth? Quite the opposite. It became a hallmark of their brand.

To keep your strategy authentic:

• Involve your team – Let employees contribute feedback on hiring practices.

• Share your progress – Publish DEI reports, even if imperfect. Transparency builds trust.

• Celebrate milestones – Acknowledge internal efforts, like inclusive language training or revamped onboarding.

An authentic approach reinforces your values and positions your business as forward-thinking and conscientious.

Technology can bridge many of the resource gaps small businesses face. Here are tools that make DEI hiring more accessible:

• Textio – Edits job descriptions for inclusive language.

• Greenhouse – ATS with diversity-focused features.

• GapJumpers – Facilitates blind audition-style interviews.

• Project Include – Offers frameworks tailored to startups and small companies.

Using these tools empowers teams, especially those without full-time recruiters or HR departments, to take action.

Training isn’t just for onboarding—it’s for everyone, always. DEI blind spots can’t be erased with a single workshop. Regular engagement is key.

Start small. Host monthly DEI discussions over lunch. Invite guest speakers. Or subscribe to DEI newsletters to spark conversation. Even podcast listening sessions can build awareness.

Invest in upskilling managers and interviewers. Equip them with the language and comfort to navigate difficult conversations around bias and inclusion.

The point isn’t perfection—it’s progress.

Take the example of a small design agency in Portland. With a team of just 12, they implemented a mentorship program for underrepresented interns. Within a year, they hired two of those interns full-time and improved retention across the board. The key? Personalized onboarding, mentorship, and a clear path to advancement.

Another startup, this one in fintech, embedded DEI into its core by creating a values-based hiring rubric. Every question asked in interviews tied back to their belief system. Not only did this attract aligned candidates—it also created a team powered by shared purpose across diverse backgrounds.

These stories show that size isn’t a barrier—it’s an advantage. Smaller teams can often move faster, communicate better, and pivot more easily when given the right tools and mindset.

DEI hiring helps small businesses attract a wide range of talent, fostering innovation, better problem-solving, and increased employee engagement. It lays the foundation for scalable, ethical, and sustainable growth.

Use language that is gender-neutral and jargon-free, avoid unnecessary requirements, and focus on transferable skills. Tools like Textio can help spot and correct biased language.

Not necessarily. Small businesses can start by forming a DEI task force or working group from within the team. What matters most is leadership commitment and ongoing training.

Creating a scalable DEI hiring strategy might feel like climbing a mountain without a map. But remember—every big journey starts with a single, thoughtful step. Begin by noticing, listening, and planning. Get your team involved, be transparent about your goals, and keep learning.

What will your legacy be? In a rapidly evolving world, inclusivity is your competitive edge. By starting early and building thoughtfully, you’re not just hiring people—you’re shaping the future of work.

So, what’s your next move?