Stichting Divers & Jong, a member of the Amsterdam – Divers & Inclusive network, organised a networking event for employers and young, potential employees from bi-cultural backgrounds on 24 March 2022. Ahead of the event, Stichting Divers & Jong shared some tips on how to attract a diverse target group as a company.

What is the Divers & Young Foundation committed to?

Stichting Divers & Jong is committed to equal opportunities on the labour market, focusing specifically on HBO/WO graduates with a non-western migration background. These young people are knocking ever harder on the door of potential employers, who either do not hear the banging or do not recognise these talents. We bring bi-cultural talent and business together and through our events their networks connect. This is how we organise meet & greets. In the process, the young people not only meet employers, but employers can also pick up information from the young people. What image do these potential employees have of your company and what do they know about it? What do these candidates pay attention to when applying? What do they notice when they look at the website? Would they apply to your company; why or why not? Retrieving this information can be very enlightening and helpful in inclusive recruitment and selection. A meet & greet is a great opportunity to connect with talents and learn from them.

What are some tips or advice for companies looking for diverse talent?

We hear from many organisations that although they are open to diversity, they cannot find diverse talent. “They just don’t apply to us”. Here, we are happy to share some tips that can ensure that diverse talent does respond to your vacancies. These are only four tips and there are of course many more to be given, but these can contribute to a good start in attracting bi-cultural talent.

1. Be aware of the added value of D&I

Identify your organisation’s reason and goal for attracting more diverse talent. We invariably hear from organisations, “We can no longer avoid it. Our workforce should reflect society.” This is of course a nice starting point, but not much more than that. In particular, HBO/WO graduates are hugely critical. A simple mention that everyone is welcome to apply, saying that your organisation accepts everyone, a paragraph on diversity and inclusion on the website, it is really not enough. Does your organisation realise the value of having people from bi-cultural backgrounds? People want to know where they end up, why they too are welcome and why D&I is important to your organisation.

D&I is an investment, an investment in employees, in your business. Is that investment worth it and what is the added value? What, specifically, should more D&I bring to your organisation? These are things you need to get clear on.

2. Immerse yourself in your potential employees

To attract diverse talent, it is hugely important to know more about this target group. Through which channels do I find these people? What keeps them busy? What do they pay attention to while applying for a job? What do they care about? There are of course many more questions like this. Just as you delve into your potential customers and how to reach them, you also need to research who your potential employees are, where to find them, what might attract them to your organisation. Look at how your organisation profiles itself, at what vacancy text appeals to the widest possible range of potential employees.

3. Invest in the right channels

Each recruitment channel has its own target audience. It is therefore important to invest in different recruitment channels. Within traditional student associations, for instance, you will not often find diverse talent. Therefore, invest in student associations that do focus on bi-cultural talent. Organise an event with them, ask them to share your vacancies. Does your workforce already include people from certain target groups? Make them ambassadors for your organisation, ask for tips, ask if they know of possible candidates in their own network, ask them to share vacancies. It is a small effort, with a possible new reach.

4. Create equal opportunities for all

Be aware of barriers and thresholds for various target groups. Don’t stick to traditional job requirements. Every suitable candidate should feel: I have a chance. This increases the chances that the candidate will actually apply. For example, you can require candidates to have board experience in addition to relevant volunteer work, but this says pretty little about a candidate’s suitability. Doing volunteer work, for instance, is not financially feasible for everyone and being able to gain board experience also depends on how inclusive a board is. So for each requirement, see if it really says something about a candidate’s suitability.

Would your organisation like to participate in a Divers & Young Foundation event, get in touch with candidates, spar or just have a cup of coffee? Send an email to: or ask your ADI contact to introduce you!

Back To Top