Which of the following is NOT a strategy to improve workforce diversity in public health?

• A. Outsourcing recruitment to private firms without changing pipelines
• B. Strengthening educational pipelines
• C. Reducing structural barriers
• D. Mentorship

Answer: (A)

Improving workforce diversity hinges on actively creating access and removing barriers so more people from varied backgrounds can enter and advance in public health roles. Outsourcing recruitment to private firms without changing recruitment pipelines tends to preserve the existing hiring patterns and fail to address the underlying barriers, so it doesn’t actually broaden who gets considered or hired. It can keep the same networks and credentials in play, which often limits diversity rather than expanding it.

In contrast, strengthening educational pipelines builds a clear pathway from education to public health careers, giving underrepresented groups the chance to gain the necessary credentials. Reducing structural barriers tackles the systemic obstacles—such as cost, admission criteria, and biased practices—that prevent diverse candidates from applying or advancing. Mentorship supports retention and advancement by providing guidance and networks that help diverse staff grow into leadership roles. Together, the latter strategies actively promote diversity, while simply outsourcing recruitment without changing pipelines does not.