Diversity in the workplace has been a frequent topic that has spanned every industry, but lately the focus has shifted to be more critical: Organizations are outwardly celebrating inclusion and diversity, but not as many are following through. A Glassdoor survey found that 76% of employees and job seekers reported that a diverse workforce is an important factor when evaluating companies and job offers. However, while we see an inclusive hiring culture and intent to include diversity in the workforce, there is often less and less diversity as you look up to the top of the corporate hierarchy.

While the traditional method of talent-vetting has served industries for decades as organizations hire talent based on their credentials, diversity suggests seeking more from talent not simply because of their accomplishments, but also with their future potential and willingness to learn.

In this ever-changing world, a lack of diversity within organizations can lead to a very narrow-minded viewpoint and may set businesses behind their competitors. So, how does your company avoid this major business pitfall? Here are 3 important concepts to keep in mind when diversifying a talent pipeline.

Diversity cannot function without inclusion on all levels, so look within the existing team and have those conversations about how your business defines it. Beginning from the ground-up, look at the culture and values already ingrained into the workplace: do they promote a diverse environment? Identify the areas that are reflecting a diverse corporate culture, as well as areas you still have work to do and question those outdated belief systems. Implementing a diverse corporate culture will take years, but that is not necessarily a deal breaker to attracting diverse talent.

Most importantly, you should be open and honest with the diverse talents that you are looking to attract about your culture and how far along you have come on the diversity and inclusion journey. No one wants to be promised the world in a recruitment process and then wake up to a totally different workplace once employed. Showing some vulnerability about your growth as an organization allows potential hires to recognize that diversity is one of your main goals within the business, whether or not you’ve completely achieved it yet.

A common complaint within workplaces is: “We don’t have diverse candidates applying for our positions.” If there are no diverse candidates to hire, then of course a diverse workforce can’t be achieved…right? Organizations should reframe this thought process by considering what the business is doing to attract these diverse candidates, and what tactics are in place to convince these potential candidates to apply for the company.

For example, if an organization can’t find women to hire for their engineering department, the hiring manager could analyze the current talent pipelining process: Are these candidates being approached during their studies, or only after they’ve graduated? Talent attraction is a long-term investment in finding and retaining diverse candidates. Engaging with talent early in the process and maintaining that relationship until it’s the right time to apply is vital to your ability to seek out diverse candidates.

Looking for talent within the same network means there’s little room for growth and innovative perspectives because the skill sets are often the same. Expand the reach past what is expected and be open to scouting talent in different ways. For example, you could ask potential talent specific goal-oriented questions to guide them through concerns they may have around making a major career change. This is a time to actively communicate their timeline for growth within the organization, and to leverage the wisdom of well-versed leaders who will offer more nuanced guidance through their growing career.