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