1. Emphasize competence-based credentials rather than past experience.

2. Encourage the placement of interns and co-op students who are members of diverse groups.

3. Establish formal relationships with schools that have great diversity in their student body. This measure will ensure that you are always cultivating talent for your future talent pool.

4. Ensure that all levels of management have received diversity training or they might not be in a position to give a fair evaluation during the hiring process.

5. Cultivate organization partnerships with groups catering to the needs and interests of people of color, women and the disabled.

6. When using an interview panel, ensure that it is culturally diverse to minimize potential bias.

7. Be sure that the qualifications established for a given position are really ones needed to do the job, and are not ones based on historical assumptions.

8. Understand your own beliefs and attitudes about the positions that you are filling and the populations that you are targeting. Be aware of how this could affect both the way you write job descriptions, as well as how you screen and interview.

9. Incorporate nontraditional networking channels to produce a diverse applicant pool. A strong diverse, informal network is a critical part of any successful diversity recruitment effort.

10. Encourage senior people of color, women and people with disabilities in your organization to assist in providing names of possible recruits.