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In today’s evolving job market, diversity is no longer just a buzzword—it’s a necessity. Diversifying, a recruitment platform founded by CEO Cynthia Davis, is leading the charge by placing diversity at the heart of its mission. Partnering with major brands like Sky, Aldi, eBay, Metro Bank, and even the Royal Household, Diversifying connects employers genuinely committed to workplace equality with candidates from all walks of life. In an exclusive conversation, Davis shares her 22-year journey in recruitment, the systemic barriers she’s encountered, and how Diversifying is reshaping the landscape of diversity in hiring.
Cynthia Davis brings over two decades of recruitment experience to her role as CEO of Diversifying. Throughout her career, she’s witnessed firsthand the lack of diversity in workplaces and the superficial approaches many companies take toward inclusion. As a woman of color, Davis often found herself in the minority, navigating environments where diversity and inclusion were barely acknowledged.
“When I started my career, diversity wasn’t even a topic of conversation,” Davis recalls. “I didn’t see people like me—ethnic minorities or women of color—in the roles or environments I worked in. It was isolating and challenging to be the only one.”
Her experiences weren’t just about representation; they included overt discrimination. Davis recounts being overlooked for a promotion in favor of a less-qualified candidate, only to be tasked with training them. She also endured racist jokes, misogynistic comments, and microaggressions that created a toxic workplace. These moments fueled her determination to build a better system—one that prioritizes genuine diversity over tokenism.
Frustrated by the “tick-box” approach to diversity she’d seen for years, Davis founded Diversifying to bridge the gap between employers serious about equality and candidates seeking inclusive workplaces. Launched as a response to hollow PR statements and performative gestures, Diversifying goes beyond words to showcase tangible evidence of a company’s commitment to diversity.
“People are tired of blanket statements like ‘we’re an equal-opportunity employer’ with no substance behind them,” Davis says. “Especially after the Black Lives Matter movement, there’s a demand for real change. We can’t keep circling the same inequalities—systemic barriers need to be dismantled to let diverse talent shine.”
Diversifying flips traditional recruitment on its head. Rather than forcing candidates to hide their identities—whether it’s their names, backgrounds, or sexual orientations—the platform celebrates them. It connects employers with diverse talent pools, ensuring hiring decisions are based on merit, not bias.
Diversity isn’t just a moral imperative—it’s a business advantage. With low retention rates and a competitive talent pool, employers who ignore diversity risk losing out. The post-pandemic workplace has shifted, with employees demanding more than just a paycheck. They want cultures that reflect their values, support their needs, and foster inclusion.
“People have found their voice,” Davis explains. “They’re standing up for themselves and holding leaders accountable. Diversity and inclusion are now deal-breakers for job seekers.”
Yet, for too long, companies making strides in workplace equality struggled to reach diverse candidates. Diversifying fills this gap by offering a platform where employers can transparently demonstrate their commitment to diversity while connecting directly with talent from underrepresented backgrounds.
Unlike traditional recruitment platforms, Diversifying eliminates middlemen. There are no recruiters—just direct communication between candidates and employers. This streamlined approach ensures authenticity and efficiency. When a candidate explores a company on Diversifying, the first thing they see isn’t a job listing—it’s a detailed profile highlighting the organization’s diversity practices.
“Every company on our platform creates a profile that defines what diversity means to them,” Davis says. “They showcase employee resource groups, flexible working policies, childcare support, mental health initiatives, and other real changes they’ve implemented.”
This transparency allows candidates to assess whether a workplace aligns with their needs before applying. For example, parents might prioritize flexible hours, while others might look for robust wellbeing policies. By putting diversity front and center, Diversifying empowers job seekers to make informed choices.
Systemic inequalities—like biased hiring practices and lack of representation—have long prevented diverse talent from advancing. Davis experienced this firsthand when she was bypassed for promotions due to her race and gender. She also saw candidates feel pressured to conceal parts of their identities to fit in.
“Diversifying is about flipping that narrative,” she says. “If you recruit through us, you’re getting people from all backgrounds—unapologetically. Employers hire the best person for the job, not a watered-down version of who they think fits.”
The platform’s mission resonates with a growing movement to dismantle deep-rooted barriers. From addressing microaggressions to ensuring equitable opportunities, Diversifying holds companies accountable while amplifying diverse voices.
For employers, embracing diversity isn’t just about optics—it’s about building stronger teams. Studies show diverse workplaces are more innovative, productive, and resilient. Yet, many struggle to translate intent into action. Diversifying helps by providing a framework to showcase and measure their efforts.
“Companies need to move beyond saying they value diversity to proving it,” Davis emphasizes. “That’s why we ask them to detail their culture and policies upfront. It’s measurable, and it builds trust with candidates.”
Take Metro Bank, for instance. On Diversifying, they might highlight their employee-led diversity networks or mental health support programs. Sky might showcase flexible working options that appeal to working parents. These specifics differentiate them from competitors and attract talent seeking genuine inclusion.
Too often, diversity initiatives stop at surface-level gestures— a statement against racism or a one-off training session. Davis calls this “tokenism,” and it’s what Diversifying seeks to eliminate. The platform’s holistic approach ensures diversity is woven into every step of the recruitment process, from employer profiles to candidate outreach.
“We’re not here to check boxes,” Davis says. “We’re here to create workplaces where everyone can thrive. That means looking at the whole picture—culture, policies, and accountability.”
This resonates with job seekers who’ve grown skeptical of empty promises. In a world where social movements like Black Lives Matter have heightened awareness, candidates want evidence of progress, not platitudes.
Davis envisions a future where diversity isn’t an add-on but a standard. With Diversifying, she’s laying the groundwork for that shift. The platform’s early success—partnering with household names and gaining traction among job seekers—suggests the appetite for change is strong.
“The beauty of our mission is facilitating real action,” she says. “People are demanding it, and leaders are listening. That’s how we move the needle.”
As the job market evolves, Diversifying aims to expand its reach, connecting more employers with diverse talent and setting a benchmark for inclusion. Davis hopes to see workplace equality become non-negotiable, with companies competing to prove their commitment.
The timing couldn’t be better for a platform like Diversifying. Post-pandemic, employees are reevaluating their priorities, and employers are scrambling to adapt. Diversity and inclusion are no longer optional—they’re critical to attracting and retaining talent. With its focus on authenticity and accountability, Diversifying is poised to lead this transformation.
For job seekers, it’s a chance to find workplaces that value them for who they are. For employers, it’s an opportunity to tap into a rich, diverse talent pool and build stronger, more inclusive teams. And for Davis, it’s the culmination of a career spent fighting for change.
“Diversity isn’t just about representation,” she concludes. “It’s about creating environments where everyone has a fair shot.
