Remote work has made it easier for businesses to build teams filled with people from all kinds of backgrounds. Now, you’re not limited to hiring just from one city or region — you can reach talented people across the globe.
This isn’t only about filling positions — it’s about bringing in new ideas and perspectives that can help your business grow.
In this piece, we’ll cover simple steps you can take to build a more diverse team through remote hiring, from finding the right talent to creating a work environment where everyone feels welcome.
Key Steps to Building a Diverse Workforce Through Remote Hiring
Here are some practical steps to use remote hiring to make your team more diverse, while also making sure each person feels included and supported.
Widen Your Recruiting Sources
A key step to building a diverse team is finding new ways to reach a wider variety of candidates. When you only post job listings on the same major job boards, you limit who applies. Many people from underrepresented backgrounds may not be using the same job sites as others or may feel that certain companies only hire people from specific backgrounds. To attract a diverse group, consider branching out to different recruiting sources.
Partner with Organizations That Support Diverse Talent
Many organizations specifically work to connect diverse talent with employers. These groups can help you find candidates from underrepresented groups, including people of color, veterans, and people with disabilities.
Use Global Job Boards and Remote Work Platforms
Posting jobs on global platforms like We Work Remotely, Remote.co, or even LinkedIn can help you attract people from a variety of locations, backgrounds, and cultures, shares Hamza G. Email Outreaching Expert at Outreaching.io.
Community-Based Job Boards
Consider posting on job boards for specific communities, such as Black Career Network, National Black MBA Association, or Ability Jobs (for people with disabilities). These platforms reach diverse groups of job seekers and can help you find candidates with unique skills and perspectives, adds Martin Seeley, CEO of Mattress Next Day.
A good example is GitLab. It has made diversity a key part of its growth strategy. By hiring globally, they’ve tapped into talent from over 65 countries, giving them access to unique perspectives and skills. GitLab focuses on skills over location, actively seeking candidates from underrepresented regions and backgrounds.
Image Source: Talentport
To ensure an inclusive environment, GitLab uses transparent communication and makes its company handbook accessible to everyone, helping all employees feel included. They also have Employee Resource Groups (ERGs) and mentorship programs that support ongoing career development for team members from diverse backgrounds. This approach not only strengthens GitLab’s workforce but also allows them to serve customers worldwide more effectively.
Optimize the Interview Process for Inclusion
An inclusive hiring process is essential for attracting diverse talent. Often, biases (conscious or unconscious) can show up in interviews, which can discourage qualified candidates. Here are some simple ways to make your interview process more inclusive.
Use Structured Interviews
Emi Wang, Founder of Sensei AI Interview Copilot, says, “Structured interviews involve asking each candidate the same set of questions, making it easier to compare answers fairly. This helps reduce bias, as each candidate is judged on the same criteria rather than on personal impressions.”
Train Interviewers on Bias Awareness
Training hiring managers on recognizing and avoiding bias is very effective. This includes understanding how factors like age, gender, and background might unconsciously affect hiring decisions. Many organizations now offer diversity and inclusion training that can help interviewers become more aware of their own biases and how to minimize them.
Consider Diverse Interview Panels
When possible, include people from different backgrounds and roles on the interview panel. This not only makes candidates feel more at ease, but it also gives your team a broader perspective on who might be the best fit for the role. Robbin Schuchmann, Co-Founder of Employ Borderless, explains, “A diverse interview panel shows candidates that your business values different perspectives.”
Evaluate Candidates Based on Skills and Potential, Not Just Background
When hiring remotely, it’s helpful to focus more on what candidates can do rather than where they come from. Some people may not have attended a top university or worked at a major company, but they may still have valuable skills that could benefit your business.
Here’s how to evaluate candidates fairly.
Use Skill-Based Assessments
Steve Morris, Founder & CEO of NEWMEDIA.COM explains, “Instead of relying on traditional qualifications, use assessments to see how candidates perform on tasks relevant to the job. These assessments might include problem-solving exercises, technical tasks, or creative projects. This approach can help level the playing field, allowing candidates to show their skills directly.”
Look for Transferable Skills
Transferable skills, like communication, teamwork, and problem-solving, are valuable in almost any role. A candidate’s experience may be in a different field, but their skills could still make them a great fit for your company. Consider focusing on these kinds of abilities when reviewing resumes.
Emphasize Learning Ability and Adaptability
In a remote environment, the ability to learn quickly and adapt is often more important than having specific past experiences. When evaluating candidates, ask questions that show how they handle new challenges and learn on the go, shares Gerald Ming, CEO of KalaWear.com.
Create Transparent Paths for Career Growth
A big part of building a diverse team is ensuring that everyone has equal opportunities to grow and advance in the company. If employees from underrepresented backgrounds feel there are no real chances for promotion, they may not stay long.
Here’s how to create clear, fair paths for advancement.
Outline Promotion Criteria Clearly
Make sure employees know exactly what is needed to move up in the company. This might include skills, achievements, or experience levels. Just like a well-crafted smart film removes confusion and keeps the storyline focused, clear criteria in your promotion process prevent ambiguity and ensure that advancement is based on merit rather than personal connections or subjective opinions. This transparency helps employees feel more secure and motivated, knowing they’re on a fair path to growth.
Offer Training and Development Programs
Support employees in reaching their goals by providing training programs or mentoring opportunities. This might include online courses, coaching sessions, or peer-to-peer mentoring. Development programs not only support employees but also make your team more skilled overall.
Ensure Equal Access to Opportunities
Sometimes, remote employees in different locations can feel isolated or disconnected from growth opportunities. It’s essential to make sure all employees, no matter where they are, feel included in training, meetings, and special projects. Regular communication and updates are key to making everyone feel valued and involved.
As Vladimira Ivanova, Psychologist at The Diamond Rehab Thailand, says, “Creating a sense of belonging for remote employees requires intentional effort. Without it, isolation can impact both morale and performance.” By keeping everyone in the loop, you foster a supportive environment that helps your team stay connected and engaged.
For transparent hiring, Buffer is on the top. They have used remote hiring to build a team from different parts of the world, including North America, Europe, Asia, and Africa. To reduce bias in their hiring process, Buffer publicly shares its pay structure, ensuring all employees are paid fairly regardless of their location.
Image Source: Medium
They also place a strong emphasis on creating a culture of transparency and respect, making sure that all voices are heard, regardless of background or time zone. Buffer’s commitment to inclusivity doesn’t end with hiring—they continuously collect employee feedback and adjust their policies to support diversity and belonging.
Build an Inclusive Remote Work Environment
Creating an inclusive work environment is crucial for retaining a diverse team. Just hiring diverse employees isn’t enough — employees need to feel comfortable and valued to perform their best, adds Aleksander Nowak, Research Analyst at Highticket.io.
Here are some ways to make your remote team feel included:
Encourage Open Communication
Create a culture where employees feel comfortable sharing their opinions, giving feedback, and raising concerns. You can do this by setting up regular check-ins, encouraging team members to speak up, and actively listening to what they say, adds Veeti Sairanen, Owner of The Sauna Heater.
Support Employee Resource Groups (ERGs)
ERGs are groups within the company that bring together people with shared backgrounds or interests, such as women in tech or multicultural groups. ERGs can be an excellent support system for employees and can even be created virtually with regular online meetings.
Celebrate Cultural Diversity
Recognize and celebrate holidays and events from different cultures. David Carter, Personal Injury Attorney at Gould Cooksey Fennel, explains, “Small gestures, like acknowledging different cultural holidays or hosting virtual cultural celebrations, can go a long way in making everyone feel appreciated and included.”
A good example here is Zapier. You might be aware of this company. They have been fully remote from the beginning. By opening up hiring to people around the world, they’ve built a team that includes a wide range of cultures and experiences.
Image Source: Zapier
Being remote has allowed Zapier to hire parents, military spouses, and people from rural or underserved areas who may not have easy access to big tech hubs. Instead of focusing on traditional backgrounds, Zapier looks at skills, which helps reduce bias in hiring. They also make sure every employee has equal chances for training and growth, which has been key to building a diverse and inclusive team.
Track Progress and Continuously Improve
Diversity isn’t a “one-and-done” achievement—it’s an ongoing process. Regularly tracking progress and making improvements is crucial for keeping your team diverse and inclusive over time, shares Khashayar Shahnazari, Chief Executive Officer at FinlyWealth.
Here’s how to do it.
Collect Diversity Data
Track metrics like the diversity of applicants, hires, promotions, and retention rates. Analyzing this data over time helps you understand where there might be gaps or areas for improvement, says Dan Close, Founder and CEO at We Buy Houses in Kentucky.
Gather Employee Feedback
Ask employees for their honest feedback on your diversity and inclusion efforts. Surveys or anonymous feedback forms can help you understand how employees feel and identify any issues or barriers they face.
Adjust Policies as Needed
Regularly review your diversity policies and make changes based on the feedback and data collected. As Scott Odierno, Partner of Odierno Law Firm, explains, “Being open to change shows your commitment to diversity and helps you stay responsive to employees’ needs.”
Wrapping Up
Building a diverse team through remote hiring isn’t just smart — it makes your company stronger, more creative, and better connected to the world. When you go beyond traditional hiring, focus on real skills, and create a welcoming culture, you’re doing more than filling roles — you’re building a team where ideas can grow and people feel valued.
As remote work becomes more common, let diversity be a core part of your journey. It’s not only about success; it’s about creating a workplace where everyone can make a real impact together.