Over the past year our leadership made diversity more than a buzzword. When we audited our hiring funnel we realised we were fishing from the same ponds and ending up with very similar candidates. We started by widening our sourcing—connecting with community groups, universities and professional associations that serve underrepresented talent. We also removed names and schools from resumes to curb bias. Most importantly, we started using the analytics in theconsultnow.com to track our pipeline diversity at each stage and hold ourselves accountable. It’s not perfect yet, but our final interview slates are already more diverse and we've hired some incredible people we might have overlooked before. How are you building a more inclusive pipeline? Any lessons learned?