Back to BlogBeyond DEI initiatives: How global hiring boosts diversity
In 2025, diversity, equity and inclusion are key priorities for many organisations. But too often, workplace initiatives only pay lip service to DEI — with limited impact on the organisation or the people within it. In this article, we explore how global hiring can go beyond DEI initiatives to drive genuine workforce diversity, and how employers can build more equitable, inclusive workplaces on a global scale.
The limitations of traditional DEI strategies
Traditional DEI programmes are usually built on good intentions — but they’re not without their flaws. Many employees view them as performative box-ticking exercises, and organisations often struggle to demonstrate how their efforts lead to real, measurable change.
One common issue is that DEI initiatives tend to operate in isolation, disconnected from broader workforce planning, which can seriously limit their impact. In contrast, global hiring offers a more organic path to building diversity and inclusion. Instead of treating DEI as a separate goal, global organisations embed it into their everyday operations.
How global hiring boosts diversity (and why it matters)
Businesses that look beyond their borders to source talent can access the skills they need to stay competitive, often at a lower cost. At the same time, they can naturally and organically increase diversity by bringing together people from different countries, cultures and backgrounds.
When combined with a strong focus on equity and inclusion, this can lead to measurable benefits. For example, diverse teams tend to be more creative, make better decisions and drive greater innovation than those that are more homogenous. Having a broader range of voices on the team can also help employers to tailor their products and services to different markets — ultimately improving global reach and performance.
Global hiring best practices for improved diversity, equity and inclusion
Global hiring can help businesses to organically increase diversity. But to make it meaningful, equity and inclusion must follow. That means creating a workplace where everyone feels valued and has equal access to opportunities. Done well, this can transform talent attraction, retention and employee engagement. Read on for some best practices to bring to your organisation.
Use an EoR to overcome legal and tax barriers
Each country has its own rules around employment, and many require you to establish a local legal entity before hiring. You’ll also need to comply with local labour laws, tax regulations and reporting requirements — all of which can create delays and complexity.
An employer of record (EoR) lets you engage workers anywhere in the world without setting up a legal entity. A provider like CXC can also handle HR tasks like payroll, benefits and compliance, taking care of the admin so you can focus on finding the right talent — wherever they’re based.
Align DEI with workforce strategy
Many DEI initiatives fail because they’re tacked-on or siloed programmes that have little impact on your overall workforce strategy. To get real impact from global hiring, diversity needs to be part of your strategy from the outset. This could mean setting targets to diversify candidate pipelines or advertising roles on platforms that reach underrepresented groups.
Inclusion should also be embedded early. That might involve using asynchronous communication tools to support different time zones, or ensuring equal access to training, mentoring and progression. Celebrating local holidays or rotating meeting times can also help global teams feel seen and valued.
Boost inclusion with flexible workforce policies
You can’t run a global team effectively without embracing remote and flexible working. That means adapting your policies to support different time zones, work styles and personal needs. Start with the basics: project management tools and communication platforms that enable asynchronous work, along with clear guidelines on how and when to communicate.
Flexible hours aren’t just for bridging time zones — they also help parents, caregivers and employees with disabilities balance work with other demands, making them a key tool for equity and inclusion. As your team evolves, continue reviewing your policies and tools, and invite feedback to ensure everyone feels connected and supported.
Develop inclusive hiring practices
Companies often worry that global hiring means compromising on quality, but it doesn’t have to. In fact, the right approach can help ensure you’re choosing the best possible candidate for each position, without cultural or regional biases getting in the way.
What’s important is to ensure your hiring processes assess candidates based on their skills, abilities and experience — regardless of their location or background. To make your process as inclusive as possible, you could consider:
- Removing biased or gender-coded language from job descriptions
- Setting up diverse hiring panels to bring multiple perspectives
- Using blind recruitment techniques to reduce unconscious bias
- Leveraging ethical AI tools to identify top talent fairly
- Relying on skills-based testing to focus on ability alone
- Developing standardised interview questions to ensure consistency
Be transparent about your diversity efforts
Today’s employees want to work for organisations that are genuinely committed to diversity, equity and inclusion. That means that transparency on your efforts and results is key to talent attraction and retention.
Publishing diversity metrics not only strengthens your employer brand but also signals that you welcome people from all backgrounds. Sharing both your data and the actions you’re taking demonstrates accountability and helps build trust with current and prospective employees.
The business case for global workforce diversity
In a global workforce, diversity isn’t just a buzzword — it’s a key driver of business success. Here are some of the top benefits to consider as you build your case for DEI-focused workforce initiatives.
Innovation, market access and team performance
Diverse teams bring diverse perspectives, which drive better performance and greater innovation. Research from Josh Bersin shows that the most inclusive companies are 1.7 times more innovative and 1.8 times more likely to be ready for change. Similarly, the Harvard Business Review reports that companies with higher diversity levels generate 19% more innovation revenue.
Beyond innovation, diverse teams have an advantage in accessing new markets, opening up new revenue streams and boosting overall financial performance.
Talent attraction and retention
Companies that make an effort to boost diversity and equity are likely to see an impact on their hiring goals, since candidates want to work for diverse organisations. In fact, a study from 2022 found that candidates were even willing to consider lower salaries to work for more diverse organisations.
Beyond hiring, fostering an inclusive environment where everyone feels valued boosts employee satisfaction and engagement, reducing turnover. This can translate into substantial savings on recruiting and training costs.
How to build an inclusive global workforce: actionable tips to get started
Wondering how to get started with global hiring? Here are a few practical steps to help set your business up for success:
- Audit your existing DEI framework: If you already have DEI initiatives in place, the first step is to audit your current setup to see what’s working and where improvements are needed. Taking the time to do this early in the process sets a solid foundation for growth.
- Identify global hiring gaps: Global hiring requires certain tools, processes and people — and it’s important to identify any gaps before you embark on a hiring spree. For example, you may need to hire recruiters with expertise in your desired markets to give you the best chance of finding candidates for every role.
- Evaluate remote-first readiness: A successful global company is a remote-first one — but not all businesses are ready to embrace remote work. Before diving into global hiring, consider the tools, policies and processes you’ll need to put in place to make remote work work at your organisation.
- Select an EoR partner: If you don’t plan to set up local entities, partnering with an employer of record (EoR) can simplify compliance and onboarding. But while there are many providers available, not all of them will be a good fit for your business. Take the time to ask the right questions before signing an agreement with a provider.
Meet your global hiring goals with CXC
At CXC, we have over 30 years of experience supporting companies to meet their global hiring goals. We understand the importance of improving diversity and building inclusive workplaces.
Through our various workforce solutions, we can help you to source talent in diverse markets, engage workers compliantly and securely across borders and manage complex workforce and supply chain needs.
Ready to go beyond DEI initiatives and embrace global hiring for true diversity, equity and inclusion? Talk to our team to learn how we can support your business.
