Diversity isn't just about posting pictures of people from different backgrounds on social media, it's about a long-term commitment from both employers and employees to create a workplace culture that is accessible for everyone. Whether it’s through diversity policies, hiring transparency, or trusted representatives, employers have a significant impact on the happiness and diversity of their employees.

As a result, there are several red flags to watch out for when looking for a job. Red flags are warning signs that indicate an organisation, institution, or community may lack a genuine commitment to diversity. These clues suggest that the culture or policies may not be aligned with fostering an inclusive environment for all employees or members.

This month, we celebrate Diversity Month, which is not only a celebration of all people—regardless of age, race, gender, religion, appearance, or culture—but also a reminder that companies can do more to achieve an equal and positive workplace for all. So, how can you tell if an employer is doing their best to promote diversity? What are the red flags? And how can employers improve their diversity brand? We’ve listed the most important diversity red flags below.

Why Are Diversity Initiatives Important?

LinkedIn Learning published an article, which stated that diversity has a positive impact on business outcomes. The new ideas and experiences brought by diverse teams lead to better performance, increased profit, and higher productivity. The graphic below highlights some key findings like productivity, financial results and decision-making.

Diversity not only positively affects operations and financial results, but also makes an organisation more attractive as an employer. Employees want to work for a company that values diversity and takes real action. According to the LinkedIn article, “76% of employees and job seekers said diversity was important when considering job offers”.

Do you want to know how you can create a more inclusive hiring process, read our article with useful tips about the topic. 

No ED&I Committee/ Trust Person

An ED&I (Equality, Diversity & Inclusion) committee organises events and initiatives to promote awareness around diversity and its challenges. This can include quizzes, internal communications, and conversations around diversity. Such a committee is essential because it actively improves diversity within a business by introducing innovative ideas and offering a safe environment for everyone. 

Another advantage of such a committee is employee involvement. ED&I activities don’t come from management but from employees, who are in a better position to implement solutions based on their own needs and those of their colleagues.

The absence of a dedicated person or department responsible for overseeing diversity initiatives signals that diversity is not a priority. 

No Transparency in Employee Statistics

While it’s understandable that not every employer shares employee data due to data protection concerns, promoting diversity without supporting it with numbers is a red flag. Organisations that are unwilling to disclose demographic data related to diversity (e.g., hiring, promotion, pay equity) may be hiding systemic problems.

Employers who truly believe in diversity should communicate internally about the current state of diversity in the company and what efforts are being made to promote equality in the workplace. A quarterly overview of general employee statistics on diversity is a great way to improve transparency within the company. New policies and benefits that safeguard and promote diversity should also be included in this report. 

Disinterest from Management

Where are the ED&I initiatives coming from? Are you and your colleagues the only ones dedicated to ED&I efforts, or is management actively involved? Diversity shouldn't only be represented at entry-level positions but should also be present in senior leadership. If top leadership (e.g., C-suite, board members) is homogeneous, it suggests a lack of diversity at the decision-making level, which may also indicate a glass ceiling preventing underrepresented groups from advancing.

Employers can improve this aspect by regular internal communication and open-door sessions. They should also actively participate in diversity events and celebrations to show their support. 

No Diversity Policies

Diversity policies protect employees from unfair treatment and offer flexible work options that fit their personal lives. Not everyone has the same holidays, nor can everyone commute by car. It’s essential that employers recognise these needs and act accordingly, ensuring no employee is left out.

Policies that fail to support a diverse workforce—such as rigid working hours, lack of paid parental leave, insufficient health coverage, or no accommodations for people with disabilities—indicate an environment that isn’t supportive of diverse needs.

Good employers recognise the different needs of their employees by offering benefits such as religious swap days, multi-faith prayer rooms, or mobility budgets for those with disabilities. Employers should also be open to innovating policies when employees bring new ideas to the table.

Superficial Diversity Efforts

Some companies take action, but their efforts are more of a trend than a long-term commitment. For example, celebrating diversity only during specific times—such as Black History Month, Women’s History Month, or Pride—without year-round initiatives indicates a need for structural changes. Another signal of superficial efforts is tokenism, where a single minority individual or small group is appointed to leadership or public-facing roles to give the appearance of inclusivity.

Finally, organisations may set unclear or vague diversity goals, using broad statements like "we value diversity" without specifying initiatives, timelines, or accountability measures. This suggests the commitment is not genuine.

A few actions companies can take are signing diversity charters, taking responsibility and accountability. They can also give a clear diversity plan with goals they want achieve, for example better building access for people with a disability. 

Lack of Metrics

Another red flag of superficial diversity efforts is when diversity policies and training are treated as mere box-ticking exercises rather than part of a meaningful, long-term strategy to promote inclusion. The absence of clear metrics or accountability from these efforts signals a lack of seriousness about making real change.

Employees should get a clear view of the diversity L&D by receiving the goals and results of these trainings. If the goal isn’t achieved, the employer should take extra measurements like external trainings. Metrics play a huge role in taking accountability and should be communicated towards the employees. 

Toxic and Hostile Work Environment for Minorities

In a toxic workplace culture, microaggressions and biased behaviours towards underrepresented groups often go unaddressed. When employees frequently report subtle biases or discriminatory comments and no action is taken, it signals deep-rooted issues within the organisation. For example, age discrimination often happens when a training or a job role is open. 

Additionally, there may be no protection from retaliation for those who speak out against inequities or discrimination. These employees might face negative consequences, such as poor performance reviews, being passed over for promotions, or even termination.

Another concerning factor is inconsistent responses to discrimination or harassment claims. When complaints are not taken seriously or are unevenly addressed, it becomes clear that the organisation is not genuinely committed to creating an equitable and inclusive environment.

A solution to this problem could be trust persons that dedicate themselves to minimise bias and toxic behaviour. 

High Turnover Among Diverse Employees

If women, people of colour, LGBTQ+ individuals, or other underrepresented groups are leaving at higher rates than others, it suggests the organisation may not be a welcoming or supportive place for them to thrive. This may be due to failing policies, toxic work behaviours, or a lack of awareness.

Diversity policies don’t just attract new hires; they help protect and retain employees within the business. Employers can reduce turnover among diverse employees by conducting one-to-one conversations with them and establishing trust representatives within the diversity committee. Listening to the feedback of departing employees is essential for the organisation to improve its policies.

Homogeneous Candidate Pipelines

A lack of diversity in recruiting is evident when organisations consistently source candidates from a narrow range of schools, locations, or networks. This highlights a failure to diversify the talent pipeline and suggests that the organisation is not making sufficient efforts to attract a broad range of candidates.

Moreover, the absence of a commitment to diverse hiring practices—such as diverse hiring panels, structured interview processes, or partnerships with organisations that focus on underrepresented talent—demonstrates that the hiring efforts are not genuinely aimed at fostering a diverse workforce. Employers can address this by using transparent hiring processes and minimising bias. For example, requesting CVs without photos or gender can help reduce bias.

Working with a global staffing specialist like Amoria Bond can also give you access to a wider and more diverse talent pool. 

Unwillingness to Engage in Difficult Conversations

Silencing conversations about race, gender, or inclusion is a significant red flag within an organisation. An unwillingness to engage in open discussions regarding diversity, systemic bias, or social issues often indicates discomfort or avoidance in addressing inequality. This lack of dialogue can perpetuate a culture where important topics are ignored, hindering progress towards inclusivity.

Having trust representatives within the organisation is essential for keeping these conversations going. These representatives should not only be in entry-level positions but also in upper management, so that employees can discuss more pressing issues. Companies can also conduct diversity surveys to measure the work environment and take action based on the results.

Progress Diversity with Amoria Bond Everywhere

Diversity is a value that Amoria holds dear. That’s why we have implemented several policies and initiatives to promote and safeguard diversity within our organisation.  

Our diverse teams are dedicated to providing the best service possible by offering tailored hiring services to customers around the world. Do you need to fill a specific role within a limited time, or are you looking for an experienced specialist in a niche market? Contact us today to discuss your hiring needs!