Does a Diverse Search Team Attract Diverse Candidates? What the Data Shows
Diversity in executive search is more than a value statement. It is a practical and strategic choice that shapes who feels welcome to apply, who advances through your process, and who ultimately accepts your leadership roles. Research shows that when organizations prioritize inclusive hiring practices and engage diverse recruiters, they are far more likely to attract and retain diverse candidate pools.
At a time when representation matters deeply, understanding the subtle signals your organization sends during a leadership search can make a meaningful difference.
What the Research Tells Us
We know from both research and experience that who leads your search directly affects who feels welcome to apply. Candidates from underrepresented backgrounds often look closely at who is leading a search and whether the process itself feels inclusive. Nonprofits with diverse hiring committees report greater success in attracting diverse candidate pools (Nonprofit HR, 2021). Similarly, involving BIPOC leaders in hiring processes increases trust and engagement from diverse candidates (Bridgespan Group, 2022).
Beyond representation, research confirms that diverse hiring teams are more likely to reduce biases, make more objective decisions, and select candidates who bring broader perspectives to leadership roles (Harvard Business Review, 2016). This means diversity within your search team is not only symbolic. It actively shapes better outcomes.
When candidates see a diverse search team, it builds trust. It signals that your organization takes equity seriously, not just as a value statement, but as a leadership priority. In contrast, when search leadership lacks visible diversity, candidates may wonder whether inclusion will genuinely be reflected in their leadership experience.
This matters beyond the search itself. Diverse leadership structures in general have been linked to stronger organizational performance overall (McKinsey & Company, 2020). What happens during your hiring process can have ripple effects throughout your organization’s future leadership and impact.
Building a diverse candidate pool is never accidental. It is the result of intentional choices, consistent structures, and clear signals throughout your executive search process.
Practical Steps for Nonprofits
What can nonprofit organizations do to build diversity into their executive searches? Here are a few actionable strategies we recommend:
Partner with diverse search firms that prioritize inclusive hiring practices and have a demonstrated track record of advancing equity. Working with recruiters who reflect the diversity you hope to see in your leadership sends a clear and positive message.
Look at your own hiring committees. Even when working with external partners, ensure your board and staff representatives bring varied perspectives to the process. The diversity of your internal hiring team matters just as much as the firm you choose.
Design every stage of the candidate experience through an inclusive lens. This might include reviewing job descriptions for equitable language, providing clear and transparent communication about your process, and creating interview experiences where every candidate feels welcomed and respected.
Inclusive hiring practices need to be present from initial outreach all the way through to onboarding. Candidates notice the difference between a process that feels inclusive and one that only talks about it.
The Signals You Send Matter
Choosing diverse recruiters and structuring an inclusive process are not just operational decisions. They communicate your organization’s values to potential candidates, to your broader community, and to your stakeholders. Leadership searches are moments of public visibility. They show the world what kind of leader you are seeking and, more importantly, what kind of organization you are working to become.
We often remind boards that every search is both a recruitment effort and a statement of identity. Candidates watch carefully. Your process speaks louder than any public statement or formal strategy.
Representation Shapes Outcomes
At its core, this is about more than representation for its own sake. It is about creating processes that build stronger, more effective leadership teams. Who leads your search, who participates in your hiring committee, and how your process unfolds all shape who feels welcome to lead within your organization.
Diversity in executive search is not about checking a box. It is about building practices that result in leadership teams that better reflect the communities you serve and the values you hold.
By prioritizing inclusive hiring practices and cultivating diverse candidate pools, your organization lays the groundwork for leadership that is more equitable, more effective, and more trusted by your community. And that is a goal every mission-driven organization can embrace.
About the author:
Chartise Clark is the Founder and Managing Partner of Avra Search, a nonprofit executive search firm specializing in leadership recruitment, board advisory, and diverse hiring strategies. She partners with mission-driven organizations to build inclusive leadership teams and support effective executive transitions.
