How does Scion Creative integrate diversity and inclusion into the hiring process for employers?

Scion Creative integrates diversity and inclusion through a bias-reduction recruitment model. Our recruiters are trained in unconscious bias and cultural sensitivity to ensure merit-based evaluation. We leverage our national network of 16 million professionals to provide employers with an inclusive talent pipeline that represents a wide spectrum of backgrounds and perspectives.

Why is prioritizing diversity and inclusion critical for building high-performing creative teams?

Prioritizing diversity and inclusion is vital for creative teams because it drives innovation and brand resonance. Diverse teams offer a wider range of cultural insights and problem-solving styles. By fostering a sense of belonging, employers can increase retention and empower staff to take the creative risks necessary for visionary design and marketing.

How does Scion Creative support employers in meeting their long-term diversity and inclusion goals?

Scion Creative supports long-term diversity and inclusion goals by providing intentional recruitment support and sharing industry best practices. Our D&I Committee offers educational resources and strategic insights to help employers build inclusive workforces, ensuring access to meaningful employment for individuals from all socioeconomic and cultural backgrounds.

Diversity and Inclusion

Diversity + Inclusion at Scion Creative

Open the aperture. Make room for more perspective.

Inclusive creative recruiting is not a logo, a quota or a one-time initiative. It is a disciplined way of widening reach, reducing bias, evaluating people consistently and creating a more thoughtful candidate experience.

Build an Inclusive Search → See Our Recruiting Approach →

OUR STANDARDEvaluate candidates on the work, skills, experience and requirements that matter to the role—while designing the process to be fair, intentional and human.

Scion Creative / Inclusion SystemOpen View

More
Perspective

Widen Reach Reduce Bias Review Fairly Keep Learning

Inclusion by design ✦

Professionals standing together in a workplace

Different perspectives. One team.

01 / Inclusion by Design

Fair consideration starts with the process.

Scion Creative is committed to providing candidates with thoughtful, consistent consideration throughout the recruiting experience. Our recruiters work to recognize and reduce bias, focus evaluation on relevant merit, skills and experience, and continually improve the way we source, screen and communicate.

For employers, that means a recruiting partner that can help broaden access to talent while keeping the hiring bar anchored in what the role actually requires.

Merit + SkillsRole-relevant evaluation.

Broader ReachIntentional sourcing beyond the obvious.

Human ReviewContext stays in the process.

02 / What Inclusion Looks Like

Not a checkbox. A set of recruiting practices.

Inclusion becomes real when it changes how a search is written, where talent is found, how candidates are evaluated, how people are communicated with, and how recruiting teams keep learning.

01 / Reach

Widen the field.

Use national networks, direct outreach and varied sourcing channels to create access beyond the same familiar talent pools.

REACH

02 / Structure

Define the real requirements.

Separate true must-haves from preferences so the search can stay focused on capabilities that connect to performance in the role.

BRIEF

03 / Review

Look at the work.

For creative roles, portfolios, reels, case studies and demonstrated thinking can add context that a resume alone cannot.

WORK

04 / Bias Reduction

Slow down assumptions.

Ongoing education in unconscious bias, cultural sensitivity and inclusive communication helps recruiters recognize where assumptions can enter a process.

FAIR

05 / Communication

Create clarity.

Clear expectations, respectful communication and consistent candidate touchpoints help make the recruiting experience more transparent.

CLEAR

06 / Learning

Keep the practice moving.

Inclusion is not “finished.” Scion continues internal learning, updates resources, shares best practices and evaluates opportunities to improve how our teams support candidates and clients.

03 / Inside the Search

Where inclusion enters the recruiting workflow.

The goal is not to bolt “diversity” onto the end of a search. It is to make the underlying process more intentional from the first conversation through candidate presentation.

Brief the role

Clarify outcomes, true requirements, team context, compensation, work model and what success should look like.

Expand the map

Consider adjacent titles, industries, communities, transferable experience and talent markets that may be overlooked by a narrow search.

Source intentionally

Use direct outreach, national networks and multiple recruiting channels rather than relying only on whoever happens to apply.

Evaluate consistently

Anchor review in role-relevant evidence such as experience, portfolio quality, case-study thinking, technical fluency and demonstrated impact.

Communicate clearly

Set expectations around process, timing and next steps so candidates and employers have a more transparent experience.

Curate thoughtfully

Present a focused shortlist based on fit with the role—not a resume pile shaped by superficial pattern matching.

Explore Our Full Approach → See Positions We Recruit →

04 / Committee Voices

Belonging takes people who keep pushing the work forward.

Scion's Diversity & Inclusion Committee supports internal learning, discussion and continued development of inclusive practices across the broader Scion organization.

Diversity & Inclusion Committee / Chair

Joshua Steele

Joshua describes the committee's work as creating a multiplier effect: more internal interest, more learning and more ways for team members to bring their own passion to inclusion efforts.

Diversity & Inclusion Committee

Sarah Kurhajetz

Sarah emphasizes belonging as a foundation for strong work: when people have trust and psychological safety, they are better positioned to ask for help, take thoughtful risks, learn and support one another.

05 / Learning Ledger

Practice gets stronger through repetition.

Scion's current Diversity & Inclusion page identifies ongoing staff education across foundational inclusion topics, communication, bias awareness, emotional intelligence and accountability.

Diversity + Inclusion Foundations

Microaggressions

Inclusion + Belonging

Awareness to Accountability

Unconscious Bias Foundations

Cultural Sensitivity

Giving + Receiving Feedback

Diversity + Inclusion Strategies

Emotional Intelligence

Inclusive Communications

A Concrete Step

Juneteenth

Scion added Juneteenth as a company-recognized holiday as part of its broader commitment to learning, recognition and inclusion.

Ongoing Focus

Keep improving the system.

Additional internal learning opportunities
Quarterly informal learning sessions
Legal and compliance updates
Educational resources and best-practice content
Stronger internal staff resources
Outside expert speakers
Further cross-team collaboration

06 / For Employers

Build the search around what matters.

An inclusive search can still be rigorous. In fact, clarity around the real requirements often makes the search stronger: it gives recruiters a better brief, creates more room to consider relevant experience, and helps keep the evaluation tied to evidence.

Scion Creative can support contract, direct-hire and executive recruiting across creative, marketing, design, digital, content, production and leadership roles nationwide.

Request Creative Talent → About Scion Creative →

What a better brief can do.

Focus on outcomes.What must this person actually accomplish?

Separate needs from preferences.Which requirements are truly essential?

Define the creative bar.What portfolio or work demonstrates the right capability?

Clarify the environment.Who will this person collaborate with, influence and support?

Build a consistent interview.Align the team on what evidence should drive the decision.

Explore Scion Creative

See the principles behind the recruiting work.

01 / Values

Start a Search

Tell us what your team needs next.

Share the role, goals, timing and team context. Scion Creative can help build a focused recruiting strategy around the work you need accomplished.

Request Staff →

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Diversity + Inclusion FAQs

Questions employers ask.

Clear answers about how Scion Creative approaches inclusion, bias reduction, candidate evaluation and employer partnership.

How does Scion Creative integrate diversity and inclusion into recruiting?

Scion Creative approaches inclusion as part of the recruiting process: thoughtful job requirements, broader sourcing, ongoing recruiter education, bias awareness, role-relevant evaluation and consistent candidate communication. The objective is fair consideration while keeping hiring decisions anchored in skills, experience, portfolio quality and the actual requirements of the role.

How does Scion Creative work to reduce bias in the hiring process?

Scion identifies staff education in unconscious bias, cultural sensitivity, inclusive communications, emotional intelligence and related topics as part of its ongoing training. Recruiters can also reduce bias by clarifying objective role requirements, reviewing candidates against consistent criteria and using relevant work evidence rather than relying only on assumptions or pattern matching.

Does inclusive recruiting mean lowering the hiring bar?

No. Inclusive recruiting and rigorous recruiting are compatible. A well-defined process keeps the hiring bar tied to relevant evidence—such as skills, experience, portfolio or case-study quality, technical capability and demonstrated impact—while widening access and reducing unnecessary barriers.

Why does diversity and inclusion matter for creative teams?

Creative work is shaped by perspective, interpretation and audience understanding. Teams that can draw on varied experiences and viewpoints may be better positioned to question assumptions, generate a wider range of ideas and create work that connects with different audiences. Inclusion also supports the conditions in which people can contribute, collaborate and develop.

What training does Scion provide around diversity and inclusion?

Scion's current Diversity & Inclusion materials identify training areas including inclusion foundations, microaggressions, belonging, moving from awareness to accountability, unconscious bias, cultural sensitivity, feedback, inclusion strategies, emotional intelligence and inclusive communications.

Does Scion Creative have a Diversity & Inclusion Committee?

Yes. Scion's Diversity & Inclusion Committee supports internal learning and continued development of inclusion practices. The current Scion Creative page highlights committee voices including Chair Joshua Steele and Sarah Kurhajetz.

Can Scion Creative help us recruit nationally?

Yes. Scion Creative recruits across the United States for onsite, hybrid and remote creative, marketing, design, digital, content, production and leadership roles. A national search can help employers access talent beyond a single local applicant pool.

What kinds of roles can Scion Creative recruit?

Scion Creative recruits across the creative organization, including executive and department leadership, creative direction, brand and graphic design, UX/UI and product design, marketing and growth, content and communications, production and motion, gaming and emerging media, project management, operations and support.

How can an employer start an inclusive creative talent search with Scion?

Use the Request Staff form to share the role, goals, timing, work model and hiring needs. Scion Creative can then help define the search, identify appropriate talent markets and recruit for contract, direct-hire or executive-search needs.

Make room for the talent that can move the work forward.

Start with a clearer brief, a wider view and a recruiting partner committed to thoughtful, merit-based evaluation.

Build Your Search → Explore Creative Roles →

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