diversity-pipeline

name	diversity-pipeline
description	Build diverse candidate pipelines through targeted sourcing, inclusive job descriptions, and bias audits
allowed-tools	["Read","Write","Grep","Bash"]
effort	medium

When to activate

• Auditing candidate pipeline for diversity representation
• Sourcing from underrepresented talent pools
• Reviewing job descriptions for inclusive language
• Setting diversity targets and tracking progress
• Partnering with diversity-focused organizations

When NOT to use

• For quota-based hiring decisions
• For final candidate selection (merit-based)
• For compliance reporting to regulators

Instructions

1. Audit current pipeline. Break down applicants by demographic (where legally permissible) at each funnel stage.
2. Identify drop-off points. Where do underrepresented candidates exit: application, screen, interview, offer?
3. Review job descriptions. Scan for gendered language, unnecessary requirements, and exclusionary criteria.
4. Source from diverse channels. Identify 5+ platforms, communities, and organizations for underrepresented talent.
5. Set pipeline targets. Aim for 40%+ diverse candidates at interview stage (Rooney Rule minimum).
6. Track and report. Weekly pipeline diversity metrics: application rate, pass-through rate, interview rate, offer rate.
7. Recommend interventions. If pass-through rate disparity >15%, investigate process bias at that stage.

Example

Pipeline Audit — Senior Engineer Role (Week 1-4):
Applications: 120 total, 45 diverse (37.5%)
Screen Pass: 40 total, 12 diverse (30%) ← DROP-OFF
Interview: 15 total, 5 diverse (33%)
Offer: 3 total, 1 diverse (33%)

Action: Screen stage shows 7.5pt disparity. Review screening criteria for bias.