So at least in NYC, once you've hit 100ish employees you're required to track diversity to some rough extent (I'm not sure if this is federal, state or local law). One thing that my company has done is to specifically engage with focused diversity groups for hiring (ie one of the bootcamps we hire engineers from is women-only. Other examples is posting new jobs to local veteran group). It's a little weird at first to specifically engage like this, but a better way is to think about how many companies do college recruiting. Often they'll send recruiters to Ivy League universities, which are not diverse in any real sense. While you can continue to do that, you're balancing it out by specifically reaching out to another more diverse source. They all have to hit the same hiring bar, but your pool of candidates is more diverse