What guidance would you give to an organization looking to source more diverse talent?

Have you considered internal sources? For example, any issues with attrition that could speak to needing to retain diverse talent while also sourcing?  or do you have employee network/resource groups that could help with sourcing esp through an employee referral program -- or perhaps enhancing the referral program bonus?

Looking to hire diverse talent is a very broad areas that may take us in many directions. Talent channels are important gateways for organizations. Before solving a specific issues we will need to clearly understand the context and identify the problem statement. For example, in our of the organization I worked for, the organization was looking to solve for the representation of women in leadership levels ( Senior Manager, Director and VP).It was clear that that the drivers for women were different based on the where they were at based on the stages of their life and career. I recommended a number of different channels ( Skilled Women Immigrants who are looking to start a new career in a foreign country, Career Returners, Interim Women Professionals who may be open to Perm FT opportunities, Makeshift Entrepreneurs who are open to resume FT professional career, niche communities such as not for profits who runs mentoring programs for Women In Technology schemes etc.) The key is to customize the EVP based on different employee subgroups based on their unmet needs but yet keep the flexibility.  

We built a diversity program in the financial market built on scholarship and we focus on certain groups. We have a program dedicated to indigenous recruitment programs. We also have a neurodiversity program. One of our key learnings is that when you're intentional with building these organizational programs, sourcing key diverse talent is much more seamless.

You have to break down what your company is truly looking for in each position and then you need to go source those attributes, not specific people or specific resumes. You need to look for those attributes.

The first thing is to widen the net. Look for professional organizations that specifically support and bring talent from different communities together. You can then make the decision as to where it makes sense to recruit.